Dissertations / Theses on the topic 'Smoking in the workplace Victoria'

Guidelines and laws prohibit smoking in public places, and evidence supports the safety and effectiveness of workplace wellness programs in promoting healthy environments. A long-term care (LTC) facility selected as the focus for this project does not offer wellness programs and does not restrict on-site smoking by employees. The purpose of this project was to construct an evidence-based smoking cessation education program for delivery to employees at the LTC facility. The practice-focused question addressed whether a workplace wellness smoking cessation education program would increase employees' knowledge of the harmful effects of smoking and promote engagement in smoking cessation strategies. A pretest and posttest to assess knowledge of the harmful effects of smoking was designed to be administered to employees prior to and after the education program. A panel of 6 experts consisting of 4 clinical nurse specialists, a nurse educator, and a nurse researcher was selected to assess the potential effectiveness of the education program. A 10-question survey was used to obtain the panel experts' evaluation of the program. Descriptive statistics were then used to analyze the results. Nearly all of the experts surveyed reported that they would recommend the education program to a friend or colleague, with 66% selecting "very likely" This is indicative of the potential for the program to be effective. Findings might support social change at the selected facility by increasing staff knowledge of the harmful effects of smoking and staff commitment to participating in a smoking cessation program.

Introduction: Smoking has been considered as one of the leading preventable cause of lung disease, cardiovascular disease and cancer. China, has 20% of the population in the world, but consumes 30% of the world’s cigarette and has suffered 1 million deaths per year from tobacco use. The workplace is an important field for smoking control, but there are relatively few reports on the current situation of workplace smoking control with the exception of reports from North American countries. Objectives: This project aims to investigate the effectiveness of workplace smoking control policy on smokers’ behavior in Asian population, mainly the comparison of smoke free policy, smoke restriction ban with no smoking ban, and to identify the potential factors that associated with the compliance of smoking policy. Methods：Articles that are relevant to workplace smoking policy were searched and identified through PubMed and CNKI by using a combination of keywords. Articles that studied the effects of workplace smoking control policy on smoking behavior and the factors that associated the compliance of smoke control policy were included. All studies were conducted in the Asian countries and the outcome measures were current smoking prevalence, daily cigarette consumption, and willingness to quit smoking. Results: Of the 541 studies identified, 11 articles were identified to be relevant and included in this systematic review. Smoking-free policy was showed to be the most effective strategy to enhance the changes in smokers’ behavior. Eight of nine studies that compared smoke free with no smoke ban gave consistent conclusion that smoking free policy could reduce the prevalence of smoking dramatically. It was associated with higher willingness to quit smoking among smokers and could reduce the smokers’ daily cigarettes consumption by 3 to 4 cigarettes per day. There was limited evidence that smoke restriction policy could reduce the prevalence of smokers. Even though smoke restriction policy could reduce daily cigarettes consumption and increased the smokers’ willingness to quit smoking, but the effect was much lower than those in the workplace with smoke free policy. In addition, occupation, such as salesmen and marketing employee, the reason of implementing the smoke control policy(e.g. ‘workplace safety’, ‘maintain good air quality’, ‘reduce ETS in non-smokers’), and lack of knowledge of hazard in cigarettes were the factors contributed to the low compliance of smoke control policy. Conclusion: Overall, workplace smoke-free policy is the most effective way in changing smoking behavior. Workplace smoke-free should be implemented as a public health priority and accompanied with health education and smoking cessation service to assure the compliance.
published_or_final_version
Medicine
Master
Master of Public Health

Thesis (M.S.)--Central Connecticut State University, 2001.
Thesis advisor: Christopher Pudlinski. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organizational Communication." Includes bibliographical references (leaves 110-116). Also available via the World Wide Web.

There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sense of workplace identity from the workplace narratives, and organizational change as the destruction of existing workplace narratives and adoption of new workplace narratives, it is possible to gain new understandings of these concepts. A theory is developed which explains how narrative theory creates a relationship between identity and change. This new theory is further developed to explain how narrative theory creates a relationship between organizational identity, culture, leadership, conflict, and change. The new extended theory is applied to a narrative presentation of empirical data, which offers a powerful explanatory lens for understanding the relationship between these chosen aspects of organization.

Background: The common argument used against the implementation of tobacco control policies is that revenue from tobacco duty is considerably higher than the health care costs smoking imposes on society. This point is true as revenue in the United Kingdom (UK) totalled £9.1 billion while recent costs estimates for the treatment of smoking-attributable disease totalled £5.2 billion to the UK National Health Service. However, this argument becomes unclear when indirect costs such as productivity loss or cost of absenteeism are incorporated. In the UK, there were 29.2 million employed adults in 2011 of which 20% were current smokers. This equates to approximately 5.84 million employed adult smokers. There are currently no studies which have quantified the economic impact of smoking-attributable indirect costs to both employers and the wider society in the UK. These costs are suspected to impose a large economic burden to society but the best practice methodology for estimating indirect costs and the magnitude of these costs are still unknown. Therefore, the aims of this thesis were to quantify the economic impact of smoking-attributable indirect costs due to productivity loss from premature mortality and absenteeism of workforce and to evaluate workplace interventions which could potentially decrease the burden of smoking in the workforce in the UK. Methods: A number of methods were used along with a range of data sources which provided the information to quantify the economic impact of smoking in the workforce. Cost-of-illness methodology based on the human capital method was utilised to quantify the monetary burden of smoking in the workforce due to premature mortality in the UK. Systematic review and meta-analysis was used to examine the epidemiological association between smoking and absenteeism while also providing the necessary parameters to estimate costs of absence in the UK. Finally, decision analysis and Markov simulation modelling was used to conduct both cost-benefit analysis and cost-effectiveness analysis from the employer's perspective for evaluating workplace smoking cessation interventions of brief advice, individual counselling and nicotine replacement therapy with individual counselling. Results: Cost-of-smoking modelling estimated that smoking was responsible for 96,105 deaths (58% male) in adults aged 35 years and over (17% of all deaths) in the UK annually, resulting in 1.2 million years of total life lost and 357,831 years of productive life lost valued at £4.93 billion in 2010. From the systematic review of 29 longitudinal studies, current smokers had a 33% increase in risk of absenteeism and were absent for an average of 2.74 more days per year compared with non-smokers. Compared with never smokers, ex-smokers had a 14% increase in risk of absenteeism; however, no increase in duration of absence could be detected. Indirect comparison meta-analysis showed that current smokers also had a 19% increase in risk of absenteeism compared with ex-smokers. Consequently, smoking was estimated to cost UK employers £1.46 billion in 2011 from absenteeism in the workplace. Workplace interventions for smoking cessation provide a possible method for reducing the burden of smoking in the workforce. Cost-benefit analysis of workplace interventions resulted in brief advice being the optimal decision strategy for women while brief advice and individual counselling both were optimal decision strategies for men in terms of minimising total costs and maximising return on investment for the employer. If the employer valued maximising quitting instead, cost-effectiveness analysis showed that nicotine replacement therapy with individual counselling would be the optimal strategy given a maximised budget constraint. Conclusion: This thesis has provided the first indirect cost-of-smoking study quantifying the productivity loss due to premature mortality and absenteeism in UK; the first systematic review and meta-analysis which has explored the association between smoking and absence from work; and the first cost-benefit and cost-effectiveness analyses of workplace interventions for smoking cessation in the UK. The implications of this research have particular relevance for UK policy makers and employers to justify stronger tobacco control policy which promotes smoking cessation. However, these findings are not unique to the UK. The thesis has provided the framework and methodology for studies that can strengthen the evidence-base around the economics of smoking in other countries as well.

The purpose of this study was to assess the status of worksite smoking policies in Indiana's manufacturing industries and to describe the relationship between policy, workforce size, and manufacturing type. Of the 493 questionnaires distributed, 181 (36.7%) were returned. Approximately 67% percent of the industries reported having some type of restrictive policy with the majority of those policies not allowing smoking at the worksite except in designated areas. Most policies were developed within the last five years and were implemented due to a concern for employee health. Workforce size was directly related to the prevalence of significant restrictions. Those companies employing greater then 100 employees were the most likely to have a policy whereas the employing less than 11 were the least likely to have a policy. Standard industrial classifications 34 (fabricated metal products) and 35 (machinery, except electrical) had less restrictive policies as compared to other S.I.C. classifications. A follow up on 10% (n=30) of the nonrespondents yielded similar results to those who did respond.
Department of Physiology and Health Science

Behaviors that may waste time in the workplace, like surfing the Internet for personal purposes (cyberloafing) or smoking breaks, may be the root antecedent for poor productivity. The purpose of this correlational study was to examine whether there was a relationship between the independent variables: time spent cyberloafing and time in uncontrolled smoking breaks, and the dependent variable: employee productivity. Procedural justice theory was used to frame the study. The population consisted of 34 employees working in a multinational engineering company in Jordan who have official smoking policies, but not cyberloafing policies. Correlations and multiple regression were computed using a Cyberloafing Scale and time spent smoking (independent variables) and The Endicott Work Productivity Scale (dependent variable). The results of the correlations indicated no significant relationship between Internet surfing and employee productivity. Smoking breaks were not a significant source of wasted time during the workday (the subsample and frequency of engaging in smoking were low); therefore, smoking did not have an effect on productivity. The findings of this study support the theory that using the Internet at work does not affect employee productivity. These findings have implications for positive social change that are also supported by existing research. Employees who engage in personal Internet activities at work tend to meet private demands and obligations. This connectivity may help to facilitate work-life balance.

A grounded theory approach was used to explore the reasons why staff who work in alcohol and drug treatment services smoke cigarettes. Eleven in-depth interviews were conducted with staff in Victoria across a variety of service types and roles. Data gathered from the interviews were analysed and grouped into categories. From analysis of the interviews it appeared that cigarette smoking is given legitimacy in the alcohol and drug treatment field that reinforces its place in these services. Legitimacy was evident in three main ways - Permission, a Therapeutic Tool and Rewards. Permission to smoke was communicated by means which included the opportunity to smoke at work, the provision of smoking areas, the absence of no-smoking rules and policies, and an acceptance of smoking. Smoking was seen as a therapeutic tool that enhanced the treatment provided to clients. Some smokers saw cigarettes as a tool to convey empathy, develop rapport, promote a feeling of engagement and manage difficult clients. Smokers also received some rewards to reinforce their behaviour. There was a benefit of feeling an increased acceptance by other staff, increased socialising, work breaks, a reduction in perceived stress levels and the opportunity to readily satisfy cravings for nicotine that reinforced the smoking behaviour. Punishments, or negative rewards, for smoking were also described. These included being recipients of harassment or pressure from non-smoking staff and concerns about the impact of smoking on their health. These three categories of permission, therapeutic tool and rewards contribute to the legitimacy of smoking in this field and support the continued presence of this behaviour.

Tobaksanvändning är ett av de största hoten mot vår hälsa. Det finns mycket att vinna på att sluta röka cigaretter och det är aldrig för sent för att sluta. På arbetsplatsen är det viktigt att fokusera på arbetsmiljön då denna påverkar individens välbefinnande och hälsa. Syfte: Syftet med studien var att kartlägga vilka åtgärder som satts in inom rökavvänjning med inriktning på arbetsplatsen som arena. Metod: För att besvara syftet har en systematisk litteraturstudie gjorts. De databaser som använts vid sökningen av vetenskapliga artiklar var PubMed och PsycInfo. Antal artiklar som använts i resultatet var 11 och dessa har blivit kritisk granskade. En temaananlys har gjorts för att analysera artiklarna till studien. Resultat: De åtgärder för rökavvänjning som framkom genom studien var policy mot rökning, rökavvänjning i grupp, internetbaserade rökavvänjningsprogram samt motiverande åtgärder. Ett införande av en policy mot rökning minskade antalet anställda som rökte. Genom att studera rökavvänjning i grupp framkom det att motivation till att sluta röka var viktigt i ett tidigt stadie av rökavvänjningen och socialt stöd en viktig faktor gällande att hålla sig rökfri på längre sikt. Det som framkom om internetbaserade rökavvänjningsprogram var att de anställda som använde programmen mer frekvent hade störst chans att uppnå rökstopp. De motiverande åtgärder som hittades var tävlingar, pengar, gratisbiljetter till fitnesscenter samt att sätta ett datum för tänkt rökstopp. Dessa hjälpte de anställda på vägen till att bli rökfria. Implikation: En interventionsstudie kan göras där deltagarna fokuserar på att ge varandra stöd och råd gällande rökavvänjning. Fortsatt forskning kan handla om att finna nya sätt att uppnå rökstopp på längre sikt.
Tobacco use is one of the greatest threats to our health. There is much to gain by quitting smoking cigarettes and it's never too late to quit. In the workplace it is important to focus on the work environment as it affects individual well-being and health. Aim: The aim of this study was to identify the measures put in place in smoking cessation, focusing on the workplace as an arena.Method: To answer the question, a systematic literature rewiev has been made. The databases used in the search of scientific articles was PubMed and PsycInfo. Number of articles used in the results was 11 and these have been critically examined. A thematic analysis have been made to analyze the articles of the study. Result: The measures for smoking cessation that emerged were a non-smoking policy, groupcounseling, Internet-based smoking cessation programs and motivating actions. The introduction of a non-smoking policy reduced the number of employees who smoked. By studying smoking cessation groups it was shown that motivation to stop smoking was important in the early stages of smoking cessation and social support was an important force to stay smoke-free in the long run. What was found on Internet-based smoking cessation program was that the employees who used the programs more frequently had the best chance of achieving smoking cessation.The motivational measures that were found to be effective were competitions, money, free tickets to a fitness center as well as setting a date for the planned cessation of smoking. These incentives helped the employees on the road to becoming smoke-free. Implication: An intervention study can be done where the participants focus on giving each other support and advice regarding smoking cessation. Further research may be able to find new ways to achieve smoking cessation in the longer term.

Thesis (MTech (Public Management))--Peninsula Technikon, 2004
The World Health Organisation (WHO) presented evidence illustrating that tobacco smoking kills three million people yearly. These statistics are increasing, and unless current trends are reversed by the decade 2020-2030, tobacco will kill 10 million people a year, with 70% of deaths occurring in developing countries (WHO, 1998:1). The WHO then issued a mandate to 191 countries, which included South Africa, requesting them to write, advocate, pass and enforce laws on tobacco control taking into account work and public places, as people tend to spend much time there (WHO,20031-2). According to the literature review, since the promulgation of the Tobacco Act. 1999 (12 of 1999) public officials have been leaving the office much more regularly to congregate with other smokers for a smoke break. This is because legislation stipulates that they may not smoke in the office. It has also been found that the public service delivery process is slow, not only as a result of the phenomenon of smokerism, but also due to staff shortages. Hence, the main purpose of this study was to explore the impact of the Tobacco Act. 1999 (Act No.12 of 1999) on the performance of librarians employed by the City of Cape Town's Library and Information Services: Tygerberg Administration, by focusing on answering two assumptions stating that service delivery is slow and inefficient because of smoke breaks; and that the performance of staff is poor as a result of regular smoke breaks. The research population for this study consisted of 23 out of the 26 librarians-in charge employed in the City of Cape Town's Library and Information Services: Tygerberg Administration, who is the entire target population. The respondents were interviewed using a self-administered questionnaire. The data collected was analysed using software called StatPac for Windows. The results derived indicated that the librarians-in-charge (82.6%) are satisfied with the service delivery offered by their employees. This is regardless of the regular smoke breaks employees take and the grievances of non-smoking employees with regard to the regular smoke breaks taken. However, the Iibrarians-in-charge (91.3%) added that there was room for improvement in terms of dealing with the staff shortages and not the regular smoke breaks. Therefore, based on the findings, the assumptions that relate to this study are discovered to be invalid and untrue. Thus, the Tobacco Act. 1999 (12 of 1999) does not impact on the performance of librarians employed by the City of Cape Town's Library Services, Tygerberg Administration. The following recommendations were formulated: Management should consider taking on volunteers to address the staff shortage situation. Management should motivate employees with any kind of special rewards, remuneration and credentials for work well done. The Director of Social Development and Community Services of the City of Cape Town, Tygerberg Administration, should review the salary structure of librarians and consider increasing it. Both the librarians-in-charge and employees should be educated about the Tobacco Act, 1999 (12 of 1999). This education should also consist of the importance smoking restrictions have in terms of promoting a healthy environment, smoking cessation and job satisfaction. The librarians-in-charge should understand the negative ramifications the lack of rewards, credentials and salary have on job satisfaction. Team-building exercises should be done on a regular basis to strengthen the relationship between employees.

碩士
輔仁大學
公共衛生學系碩士班
104
Voluminous studies attest that cigarette smoking is one of the main risk factors for a number of diseases, including cancer, lung diseases, and cardiovascular disease,depressions, diabetes and more. Besides, secondhand smoke exposure can cause similar effect on nonsmokers. Economic costs associated with smoking impose a high financial burden on country, leading to general productivity reduction. Several studies indicated that the implementation of workplace smoking policy can reduce smoking prevalence. Taiwan workplace smoking prevalence reduced 6% from 2004 to 2009. After Taiwan government amended and implemented Tobacco Hazards Prevention Act in 2009,Taiwan workplace smoking prevalence dropped 1.3 % from 2009 to 2011. Workplace smoking prevalence did not decline as expected after the implementation of Tobacco Hazards Prevention Act, which implied that Taiwan workplace smoking policy needed to be reviewed. Therefore, this study was conducted to investigate the relationship between workers’ smoking myths, workplace anti-smoking policy and smoking behavior of workers. This was a cross-sectional study. The amount of 463 workers were recruited from 11 companies in new Taipei city between May 2011 and November 2011. Data were collected by a structured questionnaire which consisted of demographic variables,smoking myths, workplace anti-smoking policy and smoking behavior assessment.Mean and standard deviation were used to describe continuous variables. Frequency distribution and percentage were used to describe categorical variables. T test and Chi-square were used to testify the significance between groups. Logistic regression and multiple hierarchical regression were used to describe the relationship between smoking myths, workplace anti-smoking policy and smoking behavior. The result shows that smoking workers had significantly higher smoking myth scores (OR=2.455 ， 95%CI= 1.965-3.069). The relationship between workplace smoking policy and workers’ smoking prevalence is not significant (OR=1.001， 95%CI= 0.709-1.413).The eight questions of smoking myth were testified the difference between smokers and non-smokers. Only one question for health risk perception shows no difference between two groups. The other questions regarding perceived smoking-induced health benefit and social benefit show that smokers have significantly higher myth scores than non-smokers have. In conclusion, the workers believe that smoking helps them relax, relieve stress, increase their work efficiency and play an important role in their social life. Hence, we suggest that Taiwan government might need to modify the current workplace smoking policy in order to reduce workplace smoking prevalence more in the future.

碩士
國立臺灣大學
職業醫學與工業衛生研究所
95
Objective: Exhaled carbon monoxide (CO) concentration is an effective indicator of smoking cessation program in clinics and hospitals. Its application in the community and workplace, however, remains limited. The first section, this study was established that exhaled CO concentration can be used as an objective indicator of the amount of daily cigarette consumption among smokers in the workplace. The second section, for the reason to verify the effectiveness smoking-free policy in workplace. Methods:This research is divided into 2 sections, which had been completed during April 2002 to December 2006. The first section, samples were taken from plant A, a chemical production site, for 150 workers, which included 123 non-smokers and 27 smokers.The conduct of the research are included the analysis of population data, personal information fill out on height, weight, sex, age, cigarette consumption, smoking behavior and the exhaled carbon monoxide level were measured using Micro CO meter (Micro Medical Limited; UK). Microsoft office excel 2003, Minitab software were applied to data analysis by descriptive statistics, pearson correlation, simple linear regression, two-by-two table。The second section, we selected 3 different smoking policy of chemical factories as policies study. Smoker participants included A plant 118, B plant 47 and C plant 11, At that time plant A and plant B implemented prohibitive smoking policy, plant C implemented smoking-free policy. The study were collect the numbers of daily cigarette consumption and smoking behaviors report and the exhaled carbon monoxide level were measured, comparison difference between smoking policy implemented before and after. Results: First section presents as Table.1& Fig.3. The mean exhaled carbon monoxide level of nonsmokers is 4.2 ppm (95% CI: 3.3~5.1).The exhaled CO levels and the numbers of daily cigarette consumption are closely related with the correlation coefficient being +0.73(p<0.01), Adjusted R-square 0.44(simple linear regression model) . A reading > 6 ppm suggests that the worker might be a smoker (Sensitivity: 0.84, Specificity: 0.85). The second section research is the result on the evaluation of non-smoking policy. According to different policies in different plant site did come out with distinct results. Smoking rate and cigarette consumption decrease displayed different effect on each plant. On plant A, (1)14.9% of smoking rate reduction, 34.7% of quit smoking rate. (2)54.4% of cigarette consumed reduction ., 4.3sticks(person/day) of current smoker’s cigarette consumed decreased.(3)34.7% of smoking-free program participants succeeded.(4)achieved smoking-free policy workplace on 2004/01/01 , company registered smoking-free policy to local government.(5)Employees totally complied with legal and plant regulation, non violation case so far. On plant B, (1) 2.8% of smoking rate reduction, 8.5% of quit smoking rate. (2)11% of cigarette consumed reduction, 0.4 sticks (person/day) of current smoker’s cigarette consumed decreased. (3)Plant B achieved smoking-free policy workplace on 2005/07/01 as legal safety regulation.(4)Employees totally complied with legal and plant regulation, non violation case so far. On Plant C (1) Plant C had not been detected difference of smoking status between policies before and after. (2) Plant C keep smoking-free policy as legal safety regulation as past years. Conclusions: We suggest that a cut-point 6ppm of exhaled CO level can be a useful and objective indictor to distinguish smokers from non- smokers in the workplace in Taiwan. The study found that comprehensive achieved tobacco control program in workplace plays a critical or role setting up regulations, even for smokers. Our study proves that the smoking free policy can efficiently affect the worker’s smoking behavior. Plant A and Plant B implement the smoking-free policy with different programs so there are significant difference in the reduction of smoking rate and cigarette consumption between the two plants. The reduction of smoking rate and cigarette consumption for plant A are14.9% and 54.4% while they are 2.8% and 11% for plant B. Based on this study, only complying with government regulations does not help the reduction of smoking rate and cigarette consumption. Although there are smoking-free program and related quit-smoking course in place, it is hard to achieve the goals and probably will waste resource and time if the execution plan is not well performed. In order to maintain a smoking harm-free work place and provide employees with healthy working environment, the following steps should be taken place. Set up smoking-free policy to help the develop smoking-free program and detailed implementation plan. Well execute the plan to keep monitoring the sustainability of tobacco control. Overall, the reduced smoking rate and smoking amount in A plant are both of 5 times higher than those in B plant. It is found not only the long-term effort in manpower and time but also strong commitment the program so that we can establish and sustain the smoking free policy in the workplace.

Thesis (M.S.)--Florida State University, 2006.
Advisor: Laurie Grubbs, Florida State University, College of Nursing. Title and description from dissertation home page (viewed Jan. 24, 2007). Document formatted into pages; contains x, 58 pages. Includes bibliographical references.

碩士
國立陽明大學
環境衛生研究所
94
THE EFFECTIVENESS OF A WORKPLACE ANTI-SMOKING PROGRAM Background: The Bureau of Health Promotion established the Worksite Tobacco Campaign Center (WTCC) in 2003 to reduce the prevalence of smoking and environment tobacco smoke (ETS) exposure in worksites. The objective of this study was to evaluate the effectiveness of the workplace anti-smoking program conducted by the WTCC. Methods: Data were obtained from a mailed questionnaire survey. The study subjects included: (1) the Worksite Tobacco Campaign Center – representing the “input” indexes of the program, (2) factory administers – to investigate the smoking policies in the worksites, (3) factory workers – to measure the prevalence of smoking and ETS exposure in the workplace. Results: Overall, 503 factories and approximately 200,000 workers participated in this program. 43% of factory administers and 50.6% factory workers returned questionnaires. After a 3-year promotion period (2003 to 2005), 53.7% of respondent factories adopted smoke-free policies, and the proportion of anti-smoking activities increased 30%. In 2003, 11.4% of factories reported having no restrictions on smoking, but the percentage was much lower in 2005 (1.7%). The larger facilities were more likely to implement smoking policies then smaller. As for “manufacturing”, the smoking rates of workers who participated in 2003 were 37.2%, and it decreased to 29.7% in 2005. The cessation rate of workers who participated in 2003 was 17.9%, and the rate increased to 23.6% in 2005. More then 30% of smokers reduced tobacco consumption after participating in the program. The prevalence of smoking in workplace was significantly associated with gender, age, education and job. The problem of ETS exposure was still a serious issue, especially for low education or smokers. While factories that consulted with the WTCC made great progress in smoking control policies and actions, they need to show greater efforts to reduce the smoking rate of male workers and ETS exposure in the workplace. Key words: workplace anti-smoking program, effectiveness evaluation

碩士
高雄醫學大學
職業安全衛生研究所碩士班
95
Objective: According to the reports, some factors affect the behavior of quitting smoke such as age, initial smoking age, educational level, birthplace, marriage etc. The aim of this study was to investigate the factors related to successful smoke quitting in workers of a steel factory. Method: (1) There were 145 steel factory male workers volunteered to our study, included 55 non-smokers, 47 smokers and 54 cessation of smoking. Questionnaires were taken to collect the demographics, smoking history, food intake habit, and work activity data. (2) We surveyed the quitted workers who attended a six-week smoking cessation program and were followed up for ten weeks afterward. (3) Urine samples were collected as well during the smoking cessation program and the follow trail. The quantity determination of cotinine was performed by LC-MS. Result: (1) The age range of the subjects were from 26 to 45 and 101 workers (68.2%) reported high education level. (2) Among the 54 workers who acceded the smoking cessation program, 26 staff were from cold rolling plant and the other 28 held a position in hot rolling plant. Their age ranged from 35 to 45. About 72.6 % person perfects to have chill, pepper or saltiness taste. The average duration of smoking of these 54 workers was 16.4 years and the mean smoking amount was 20.5 cigarettes per day whose mean nicotine addiction degree was 3.9. About 54% workers were in the coalesced offices, and 68.9% of them had exposure in ii environmental tobacco-smoke (ETS) in workplace. There were 22 workers quitted smoking over 3 months after the smoking cessation program, 19 workers smoked less than before, and 10 workers remained smoking as usual. The staff who had quit smoking for three month were associated with educational level (p=0.044), betel nut-using (p=0.045) and heavy food taste (p=0.041). After adjusting for the factor of age, the favorite spicy food showed positive correlation (OR=1.75, p <0.05) and high educational level revealed negative relation (OR= 0.13, p <0.05) with the smoke quitting.

M.B.A.
The South African Minister of Health has, in terms of Section 2 of the South African Tobacco Products Control Act, 1993 (Act No. 83 of 1993), as amended, declared the public places specified in the Regulations as permissible smoking areas, subject to the conditions also specified in the Regulations. "Swanepoel et al., (2000:597) argues that it is common knowledge today that smoking causes health problems. These problems can basically be categorised into two groups: The health implications for the employee who smokes; and The health and other implications for non-smoking employees who become passive smokers as a result of their colleagues' smoking habits. Apart from the implications for the smoker, there are also major implications for the non-smoking employees and for the organisation as a whole. It follows that, if cigarette smoke is a health risk for the smoker, it must also be so for the non-smoker. The breathed-out smoke contains the same harmful ingredients (such as carbon monoxide and recognised carcinogens — in other words, chemicals that cause cancer) to which the smoker is exposed. In addition, smoking often bothers non-smokers, causing conflict, hostility, negative feelings, deteriorating interpersonal relations — all of which may impact negatively on workforce morale and productivity. There is no single approach and policy for all organisations. The general principles, however, are that a working party should be established, the issue should be raised, the workforce should be consulted and the policy must then be formulated and implemented. It is in the interest of good industrial relations to work out an agreed policy between the company, employees and their representative trade unions (if any), taking into account the interest of smokers and non-smokers, rather than merely imposing an immediate and total ban. The control of smoking in the workplace through a professional process of formulating and implementing an appropriate non-smoking policy will enhance the healthiness or wellness of both smoking and non-smoking employees". The aim of this research is to assess the perceptions of smoking as well as nonsmoking employees of the said regulations of the Act and to assess if the targeted companies adhered to the new Regulations. Employees of three different companies in the Johannesburg in the Gauteng area in South Africa will be ask to complete questionnaires regarding the New Smoking Regulations in South Africa.

Research conducted within the Victoria Police has previously highlighted problems in the area of employee health and fitness. Officers of law enforcement agencies require a level of health and fitness which will enable them to effectively carry out their daily duties. While much of a police officer's shift is sedentary in nature, intermittent bursts of physical activity require enhanced levels of physical fitness. Despite these physical requirements, after a brief probationary period, police officers are not normally required to undergo any form of medical or fitness assessment for the rest of their careers. A project was conducted within the Victorian Police Force entitled "Operation Physicop" over a twelve month period in a geographical area called 'Y' District (now 'F' and 'G'). The project aimed to measure the effectiveness of workplace health promotion within the Victoria Police Force by measuring changes in several health and fitness parameters as a result of interventions aimed at influencing health behaviour and the workplace environment in a positive way.

This thesis reviews the history of Occupational Health and Safety legislation in Australia from its conception in attempts to regulate the factory system in the mid-nineteenth century until the passing of the Occupational Health and Safety Act in 1985 in Victoria.

碩士
國立陽明大學
環境與職業衛生研究所
96
Cigarette smoking is known to be the cause of several adverse health effects to both active smokers and non-smokers exposed to environmental tobacco smoke (ETS). According to the world health report 2003, about 5 million people die as a result of smoking. ETS exposure is also associated with an increased risk of several respiratory illness and heart disease. The WHO has tried to carry out healthy work environment in recent years, and how to minimize or eliminating the ETS exposure in the workplace is one of the target task. However, the designated smoking and non-smoking areas could provide how much protection from ETS exposure in the workplace has not yet been concerned in Taiwan. In this study, we investigated one hi-tech workplace in the north with restricted-smoking policy to compare the airborne nicotine levels and indoor air quality between the smoking room and non-smoking areas. Further, pre- and post-shift urinary nicotine and cotinine levels were determined in identical subjects staying in the restricted smoking environment for 8 hours. The purpose of this study was to assess the effectiveness of smoking control programs in the hi-tech workplace. In total, 159 subjects provided their urine samples for nicotine and cotinine measurements. Nicotine and cotinine levels were measured by GC-MS. The results showed the mean levels of airborne nicotine and PM2.5 were much higher in the smoking room compared to non-smoking areas. For nicotine, mean levels were 28.1 μg/m3 in the smoking room and non-detectable in the non-smoking areas. Corresponding PM2.5 levels were 697.8 μg/m3 and 30 μg/m3. This suggest the isolation of smoking room could provide protection from environmental tobacco smoke. In addition, the geometric mean urinary nicotine and cotinine concentration differed between smokers and non-smokers. For smokers, the nicotine and cotinine levels declined after staying in the restricted smoking environment for 8 hours. The mean values of nicotine and cotinine were highest in heavy (>20 cigarette per day) smokers, followed by moderate (<20 cigarette per day) and light (occasional) smokers. In non-smokers nicotine and cotinine concentrations were much higher for pre-shift samples than those of post-shift samples. Based on the findings, we concluded that a restricted-smoking policy workplace with isolated smoking room could provide protection from ETS exposure if sufficient attention is given to overall system design, air exchange rates, and directional airflow. Otherwise, the accessibility to the smoking room and the education to the staff should also be taken into consideration to avoid the smoking outside the designated areas.

Our behaviour is not changing fast enough to stop the environmental damage that is occurring. Many people will not voluntarily change their behaviours if there is no immediate benefit to them - this creates the need for a source of authority to encourage behaviour change. Usually this authority is government in the form of laws, but there are few laws that demand the adoption of pro-environmental behaviours (PEBs) like composting and recycling. An individual’s employer can be a strong authority within an influential milieu. This study focuses on the impact that four environmentally-aware employers in the Victoria technology industry have on their staff, as measured by the type and extent of PEBs practiced by staff at work and at home. Data is obtained through interviews and online surveys. Findings expose the workplace as an important leverage point that government and NGOs can use to encourage rapid social change.

碩士
國立臺灣大學
護理學研究所
87
Abstract The purpose of this study is to realize the effects of a smoking cessation program that influence smoking employees'' efficacy expectation, outcome expectation, social support, and amount of cigarettes they smoked per day in the workplace on factory. Also examine the relationships of the smoking employees'' cessation behavior with personal characteristics, efficacy expectation, outcome expectation, and social support. The quasi-experimental method and the survey method were used throughout this research. The subjects were volunteers from paper mill in Ilan; and were divided into two groups for fulfilling the research''s need. There were fifty smokers in the experimental group and another fifty smokers in the comparative group. The experimental group had smoking cessation program, which included four group-discussions and three lectures. For those who in comparative group, they were given only brochures. Two structural questionnaires were designed to collect data from pretreatment and posttreatment assessments of smoking behavior, efficacy expectation, outcome expectation, and social support. A month after the smoking cessation program was finished; another structural questionnaire was utilized to trace all the subjects on their smoking status. The obtained data were analyzed by chi-square, t-test, one-way ANOVA, Pearson product-moment, multiple regression, and logistic regression with commercial available software SPSS 7.0. The major results were as follow: 1. The percentage prevalence at second and third survey were 16% and 19% respectively, the result of second survey indicated the number of cigarettes smoked reduced to 39% per day. And the reduced rate was up to 41% when the follow up survey was done on one month later. 2. After the intervention was applied, the efficacy expectation of employees in experimental group was increased significantly. While adjust certain factors, subject''s efficacy expectation, outcome expectation, social support and smoking reduction was significantly higher than those were in the comparative group. 3. All subjects that were found with middle level confidence could resist various situations that would attract their desire for smoking. 4. All subjects'' expectation toward to quit the smoking were positive. "To reduce the smell of cigarette" was one of the items that subjects cared most. 5. The support from family and friends were relatively low. "Congratulation for decision to quit smoking" was one of the supports that subjects heard most often. 6. The posttreatment efficacy expectation was both the best predictor of smoking reduction in the second and third surveys. 7. Among those who did quit the smoking during the period of research, the best predictors for validated quitting were educational level and posttreatment efficacy expectation. Based on the results of this study, some recommendation for anti-smoking health education and further investigations were suggested: 1. To implement smoking restriction strategies in the workplace and establish a teaching program to help the smoking employees to abstain from smoking, especially for those who has higher educational level. 2. In order to help smoker to control their smoking desire under varies situations; the focus of the smoking cessation program should include the following: (1) How to teach quitter to handle their desire for smoking? How to relax? (2) How to teach the smoking employee to refuse the treat of cigarettes from other smokers. 3. To keep on further studies of smoking cessation in different workplaces. 4. To measure the carbon monoxide level that utilizes the reduction number of cigarettes smoked as an indicator.

The mixed method design examined the impact of a 6-week pedometer based 10,000 moderate-vigorous steps a day employee workplace wellness challenge on aerobic fitness, chronic disease markers, and self-reported physical activity. The study used prompts to both educate and facilitate the intervention. Pre and post-test data analyzed self-report physical activity and sedentary time, sub max aerobic walking levels, and anthropometric measures. Participants logged their step count across the intervention and were challenged to increase their steps throughout. Participants were on average unable to achieve the goal step count and thus no statistically significance was found between pre-post tests. Qualitatively, three themes emerged from discussions with participants about their experiences: awareness of physical activity (PA) levels, demands of both work and family, and the frequency and content of the information given as prompts. The combination of prompts and the pedometer created an awareness of PA levels among participants but failed to fully motivate them to hit their target step count.
Graduate
0354
karadelaney_04@hotmail.com

This study is an evaluation of Victoria University’s Workplace Learning Melbourne West (WLMW) work placement service to employers. Local Community Partnership’s (LCPs) like Workplace Learning (WLMW) are funded to coordinate work placements for vocational students and enable them to integrate about 10 days on-the-job learning in industry with classroom study. To keep enterprises engaged in the program the study canvasses employers’ perspectives on the work placement service with a view to improving program effectiveness. Work placements constitute a growing element in the senior secondary curriculum and the demand on employers to provide or grow opportunities for students is intense. The study sought to identify the changes required to manage the increased demand for work placements more effectively taking into account the needs of enterprises to improve the quality of the work placement service delivered and employer satisfaction with it.

M. Tech. Business Administration
This is a study about perceptions, attitudes and behaviours held by employees of the South African Department of Defence (DOD) on the fairness of the Tobacco Control Policy (TCP) at the workplace in DOD. It was based on a stratified random sample of n=125 individuals selected from 1, 000 employees. The study was also predominantly quantitative in nature, where data was collected with a pre-tested and validated structured questionnaire. Pearsons chi-square tests of association and factor analysis were used for identifying factors that significantly influenced perception on the TCP adopted by DOD. The Cronbach Alpha test and face validation were used for ensuring internal consistency and validity.

Healthcare is a complex arena of multi-skilled interaction. In recent years, it has grown extensively out of the simple act of treating the sick by a noble healer to taking measures of preventing illness not only of the clients but also of the community. It is no more a deal between two persons: the sick and the healer (like a doctor). Community healthcare is regulated by several agencies including legislative agencies (like government, international health organisations), professional bodies, industrial regulators, consumer advocates and commercial entities (such as insurance companies and pharmaceuticals). Healthcare service providers or professionals are not the sole regulators rather their actions need to balance the legal obligations to the client (such as client satisfaction), to staff (such as workplace safety) and to business (to maintain competitive advantage in the industry). Current healthcare service provision is challenged by many factors including diversification of the task, diversity of workforce characteristics due to globalisation and increased service demand by knowledgeable customers searching proactive healthcare and not just curative care. To overcome these challenges along with maintaining quality service, organisations need skilled staff. This, however, is threatened by occupational hazards like occupational violence against staff (OVAS) which is well documented globally and across Australia. The impact of OVAS is not limited only to disruption of service but also to the quality of service and shortage of human resources in some cases. Regulatory agencies like the Department of Health, Comcare, Safe Work Australia and Worksafe Victoria (VAGO, 2013) are providing guidelines on OVAS management. Most healthcare providers are considering some actions, but not with any universal consensus. According to the hierarchy of control in Work Health and Safety Management System (WHSMS) a hazard could best be controlled by eliminating it, but if not then training of staff is an option. Training will always be needed whether or not other measures of hazard and risk control are implemented. This encourages research to develop effective training in terms of trainers’ perspective (in delivery), learners’ perspective (of appreciating the sessions) and management’ perspective (of the outcome of hazard control). Literature shows that the workforce training in hospitals to control OVAS lacks consistency and uniformity across Australian hospitals. ‘Management of Violence and Aggression International Training’ (MSVT) is one training programme run by the BN123 Health, Victoria, since 1990. With that background the main aim of this qualitative case study research project was to “identify the effectiveness of the existing training programme (MSVT) in prevention of occupational violence against staff (OVAS) “. Occupational violence is a part of work health and safety issue. So, the research intended to enquire: ‘Is the existing MSVT in prevention of OVAS achieving its purpose, particularly in the current WHSMS setting of the hospital?’ The literature review assisted in identifying the causes of OVAS, types, prevalence and the factors associated with it. It also helped to analyse the published incidents. Among different training evaluation methods, the Kirkpatrick’s model was found most suitable to evaluate MSVT. Analysis attempted to correlate the outcome of the training against existing objectives. Limited access to information meant that I could not perform in-depth analyses, but the findings of this study are expected to guide future research on the effectiveness of MSVT at BN123 Health with more integration to the WHSMS and other safety programmes This research used a qualitative case study with Actor-Network Theory (ANT) to fulfil the goal. The limited access to health facilities both due to obstacle in sensitive data collection and accessing busy participants of different sections of the hospital in a limited time frame. This study explored actors related to OVAS and suggested adoption of an innovative approach to improve workplace safety through the formation of new networks. It did this by looking through the lens of Actor-Network Theory (ANT). The present vision of the government in digitalising the health sector in Australia is a prime opportunity to re-align the network in the WHSMS of the hospital for better impact of training on the OVAS situation. Limited guidance from top management was an issue. MSVT was under the control of the Psychiatric Department at its inception but was then moved under Human Resources (HR), which seems to have reduced its importance and resource management ability. Hospitals are dominated by clinical priorities rather than HR issues. Being a part of the general training programme administered by HR has limited the ability of MSVT as it struggled to receive funding to recruit enough full-time trainers to undertake research on OVAS incidents, promote the programme across the whole organisation, publish materials to create awareness to all staff and develop resources to help retain the knowledge of the participants in the post-training period. Limited flow of information on OVAS was another issue. Even though BN123 Health invests in innovation like RSKSOFT, for reporting it did not purchase all the modules of that programme to improve the flow of information to the trainers of MSVT. BN123 Health demonstrated a proactive attitude in managing OVAS by procuring and trademarking MSVT but is lacking continuity of efforts in it, maybe due to its commitment to clinical aspects of the service. This could be verified by further research. The research identified scope for innovation. Firstly, the training programme could be strengthened by incorporating recent updates on organisational objectives and legislative changes and standardisation with industry practices. It could also be strengthened by incorporation of an improved audio-visual component, distance learning facilities for beginners and refreshers, updating resources including books and journals, inter-organisation exchange programmes and inclusion of regular research results in booklets and handouts. Targeted delivery would also assist, with constant vigilance on incidents and inclusion of vulnerable groups in training. Another worthwhile innovation would be to change the focus from staff only programmes to involve customer or client interest. This could include arranging training for clients and carers as they are a party in the conflict. Management training would be useful to prepare resources for the population of the catchment area, bringing together all healthcare providers (including GPs) who refer clients to the hospital. Updating real-time information collection, storage and analysis by professionals as well as information access to trainers would also be a worthwhile innovation. With the availability of mobile technology, BN123 Health has scope to improve its ability to get real-time information from the incident spot and to develop better management to control events. This could also provide arrangements for easy data entry by general staff.

The operating environment of the not-for-profit human services sector is changing and organizations that are part of it cannot afford to be complacent about performance. Strategic human resource issues such as organizational culture and its affect on performance are therefore becoming increasingly important. This study describes the current organizational culture of Panorama, a residential program for people with intellectual disabilities and provides a detailed analysis of the behavioural norms, values and basic assumptions that form this culture. Conclusions were drawn after addressing the major research question: What style of culture does Panorama have? The subsidiary research questions explored were: What are the positive aspects of Panorama's culture? What are the negative aspects of Panorama's culture? Is the culture of the leaders different to that of other employees? What is Panorama'spreferred culture? What are the implications of the study's findings for the future of the program? Data was gathered using the Organizational Culture Inventory (OCI), the Organizational Culture Inventory - Preferred Culture (OCI - Preferred Culture) and a focus group based on Schein's (1992) model for deciphering culture. This study found that Panorama has a predominately negative style of culture. The OCI indicated that the overarching cultural style is Passive/Defensive (average percentile score in this sector 45 % , section 4.2). Panorama has two primary styles of culture Avoidance and Oppositional (scores of 65%, section 4.3) and a secondary style that is Conventional (score of 53 %, section 4.3). Dominate behavioural norms include "not getting involved", "being non-committal", "pushing decisions upward", "laying low when things get tough", "looking for mistakes" "questioning decisions made by others", "pointing out flaws", "being hard to impress", "opposing new ideas", "remaining aloof from the situation", "fitting into the mould", "not rocking the boat", "making a good impression", "conforming" and "treating rules as more important than people". Many of Panorama's values and the observable artifacts relating to these values are negative (sections 4.5.3 an 4.5.4). Certain buildings are not valued, particularly those at the main site. Staff would also value more time to deal with client issues, including client paperwork, and to further develop clients' skills. A number of negative values were articulated in relation to communication. High values are placed on black and white statements about events and gossip. Ceremonies and rites that test or display people's "toughness" credentials, in particular the initiation rite of being assaulted by a client, are also highly valued. Of the fourteen basic assumptions identified by the focus group thirteen were negative. Some describe clients as being people who are dependent and at times dangerous, who should be kept separate from the wider community for the protection of themselves and others. Other negative basic assumptions describe staff as only being credible when they have coped with difficult or challenging behaviours, and w h o are only considered competent when nothing goes wrong. The dominance of negative basic assumptions in Panorama's current culture is a powerful force encouraging negative values and behavioural norms to flourish (sections 2.2, 4.5.1, 4.5.4, 4.5.5 and 4.5.6) A number of positive behavioural norms of the Humanistic-Encouraging style are part of Panorama's current culture (section 4.6.1). These are: "involving others in decisions affecting them", "showing concern for the needs of others", "giving positive rewards to others", "resolving conflicts constructively" and "helping others grow and develop". Positive thinking styles in the areas of satisfaction, customer service and personal commitment to customer service are also part of the culture. The focus group identified a number of positive values (section 4.6.4). Good working conditions, equipment, technology and competent and hard working staff are valued. Good communication processes including communication between houses, documentation, up to date information, staff meetings and clear priorities are also valued. Providing clients with opportunities to grow and be independent, to live in a dignified way and to develop more mature behaviour as they grow older are also valued. However, the data also indicates that in a number of areas there is a gap between Panorama's espoused values and the behavioural norms and artifacts of the culture. Therefore, the researcher concluded that a number of the positive values articulated describe the preferred rather than the current culture. The study identified that Panorama's culture has one positive basic assumption, that people with intellectual disabilities need support to participate in the community (section 4.6.5). Data gathered using the OCI suggests that the culture of Panorama's leaders is significantly different to that of employees. However, data gathered from other employees using the same instrument, and during the focus group, suggests that the differences between the two cultures may not be significant. There is a significant gap between the current and preferred cultures. The OCI-Preferred Culture indicates that people would overwhelmingly prefer to be working in a Constructive style of culture with the average percentile scores for these styles being 89%. It is therefore interesting to note that of the ten behavioural norms that people would prefer to be more prevalent in the culture, only three are from the Constructive styles. These are "encouraging others", "being concerned about their own growth" and "giving positive rewards to others". The quantitative and qualitative data gathered in this study indicates that there is a between Panorama's current culture, the preferred culture and the cultures observed in high performing organizations (sections 2.5, 4.3, 4.5, 4.6 and 4.9). If these gaps are to be closed, then a change program may be necessary. Finally, this study concluded that the OCI and OCI-Preferred Culture are suitable instruments for analyzing culture in the not-for-profit human services sector. In addition, further research is needed in a number of areas. Research is needed to determine whether Panorama's style of culture, and its behavioural norms that are associated with poor performance, is common in the not-for-profit human services sector. The impact that the lack of resources available to address strategic issues, including cultural issues, has on service delivery in this sector could also be further investigated. Additional research could also be undertaken at Skyline. A more extensive study could be conducted to identify Skyline's cultural style. At Panorama, research could be undertaken in three areas. In the short term the significance of differences between the culture of the leaders and other employees, and the reasons for these differences, could be investigated. Further research could also be undertaken to identify the reasons why espoused values are not translated into behavioural norms. In the medium term, this study could be repeated to evaluate the effectiveness of any actions taken to enhance the culture.

Current research and evidence into Continuing Professional Development (CPD) has mostly centred on effective delivery formats to engage consumers. The perceptions and approaches that influence an individual engaging in CPD have yet to be explored, particularly in nursing. This qualitative research grounded in critical social constructionism and critical ethnography explores the perceptions and influences for regional intensive care nurses from Victoria, Australia as they engage in CPD. Participants from three field sites participated in semi-structured interviews. Through interviews the major themes of fear and vulnerability, isolation, professional inconsistencies and a myriad of concern for the nursing profession were identified. Threaded throughout each theme was the social influence of workplace upon nurses’ perceptions and their approaches toward CPD and the sharing of acquired knowledge amongst colleagues. The theoretical perspective of Pierre Bourdieu have been used to explore and discuss the findings of the research through the positions of orthodoxy and heterodoxy. These two positions allow the reality and the rhetoric of mandatory CPD for Australian nurses to be revealed, as shared by the participants. Orthodoxy and heterodoxy bring to light a disconnect between the regulatory body of the Australian Nursing and Midwifery Board (NMBA), and the nurses it registers. Nurses engage in CPD influenced by peers and often as a means of protection or a strategic tool to acquire and hold capital and power. The NMBA mandates CPD for knowledge growth and practice change. The findings reveal that nurses’ and the NMBA appear to be playing a game creating a state of illusio, with many nurses looking to mandatory CPD to maintain their employability rather than, public protection. This research highlights the symbolic power of CPD exposing the influences of social culture, habitus and the field in which nurses’ practice. Recommendations of this research suggest that the current model of CPD is fundamentally flawed. Significant changes need to be undertaken to achieve the goal of public protection through a contemporary and knowledgeable workforce.

The objective of this thesis is to define the role of employers in the prevention of chronic non-communicable diseases, more precisely to explore the existing effective opportunities for the prevention of chronic non-communicable diseases that employers can provide at workplace. Consequently, find out the attitudes of employers in the Czech Republic to these prevention interventions possibilities in comparison with the attitudes of employees. Finally, demonstrate the effectiveness of the selected prevention tool in a case study of one employer. The theoretical part of the thesis defines the main non-communicable diseases, their prevalence and incidence on a global scale and in the Czech Republic. The main risk factors of these diseases are described with an emphasis on modifiable behavioural risk factors. The review of the latest studies summarizes the evidence-based information on the impact of key behavioural lifestyle factors in the prevention of chronic non-communicable diseases. The possibilities to reduce risk factors of non-communicable diseases by employers are discussed in the analysis of available up-to-date scientific literature. The aim of the analysis was to identify and clearly define the key areas of employers' interventions and find out to what extent the employers in the Czech...

This thesis addresses the question of why work stress prevention has not been adopted systemically in organisations, despite some research findings that it is effective, that it has been mandated by legislative regulations and that it has the potential for significant cost savings. Work stress is recognised as an increasing and global problem in terms of negative economic, health and social outcomes. Its significant costs related to work injury compensation have resulted in growing pressure from governmental health and safety jurisdictions for organisations to manage and prevent stress through systemic risk management approaches.