Journal articles on the topic 'Workplace'
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Sendall, Marguerite C., Phil Crane, Laura McCosker, Marylou Fleming, Herbert C. Biggs, and Bevan Rowland. "Truckies and health promotion: using the ANGELO framework to understand the workplace’s role." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 406–17. http://dx.doi.org/10.1108/ijwhm-09-2017-0070.
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Purpose Workplaces are challenging environments which place workers at the risk of obesity. This is particularly true for Australian road transport industry workplaces. The Analysis Grid for Environments Linked to Obesity (ANGELO) framework is a public health tool which can be used to conceptualise obesogenic environments. It suggests that workplaces have a variety of roles (in the physical, economic, political and sociocultural domains) in responding to obesity in transport industry workplaces. The purpose of this paper is to present the findings which explore this idea. Design/methodology/approach The project used a mixed-methods approach located within a participatory action research framework, to engage workplace managers and truck drivers in the implementation and evaluation of workplace health promotion strategies. The project involved six transport industry workplaces in Queensland, Australia. Findings This study found that transport industry workplaces perceive themselves to have an important role in addressing the physical, economic, political and sociocultural aspects of obesity, as per the ANGELO framework. However, transport industry employees – specifically, truck drivers – do not perceive workplaces to have a major role in health; rather, they consider health to be an area of personal responsibility. Practical implications Balancing the competing perceptions of truck drivers and workplace managers about the workplace’s role in health promotion is an important consideration for future health promotion activities in this hard-to-reach, at-risk population. Originality/value The use of the ANGELO framework allows the conceptualisation of obesity in a novel workplace context.
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Khusanova, Gulchekhra. "WORKPLACE INNOVATION IN THE PRODUCTION SPACE SYSTEM." INNOVATIONS IN ECONOMY 4, no. 2 (February 28, 2021): 59–69. http://dx.doi.org/10.26739/2181-9491-2021-2-9.
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This article examines the basic concepts of workplaces at enterprises and innovative processes to improve their organization in the context of the digitalization of the economy of Uzbekistan. Theissues of the possibility of introducing innovative processes into the organization of workplaces not only in production, but also at a remote location are discussed, which has become especially important in the context of a pandemic. The issues of organizing jobs for people with disabilities are considered.Keywords:workplace, social workplaces, Bench systems, coworking, virtual workplaces, copywriters, freelancers, mobile workplace, reserved workplaces, modern workplace, workplace specialization, workplace layout, digital economy
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Tiesman, Hope M., Srinivas Konda, Lauren Cimineri, and Dawn N. Castillo. "Drug overdose deaths at work, 2011–2016." Injury Prevention 25, no. 6 (April 10, 2019): 577–80. http://dx.doi.org/10.1136/injuryprev-2018-043104.
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Drug overdose fatalities have risen sharply and the impact on US workplaces has not been described. This paper describes US workplace overdose deaths between 2011 and 2016. Drug overdose deaths were identified from the Census of Fatal Occupational Injuries and fatality rates calculated using denominators from the Current Population Survey. Fatality rates were compared among demographic groups and industries. Negative binomial regression was used to analyse trends. Between 2011 and 2016, 760 workplace drug overdoses occurred for a fatality rate of 0.9 per 1 000 000 full-time equivalents (FTEs). Workplace overdose fatality rates significantly increased 24% annually. Workplace overdose fatality rates were highest in transportation and mining industries (3.0 and 2.6 per 1 000 000 FTEs, respectively). One-third of workplace overdose fatalities occurred in workplaces with fewer than 10 employees. Heroin was the single most frequent drug documented in workplace overdose deaths (17%). Workplace overdose deaths were low, but increased considerably over the six-year period. Workplaces are impacted by the national opioid overdose epidemic.
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Gunnarsson, Britt-Louise. "Multilingualism in the Workplace." Annual Review of Applied Linguistics 33 (March 2013): 162–89. http://dx.doi.org/10.1017/s0267190513000123.
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This survey article presents studies on multilingualism in the workplace carried out in different regions. One aim is to give a cross-cultural picture of workplace studies on different languages, and another is to discuss both positive and problem-based accounts of multilingualism at work. The conditions for workplace discourse have been influenced by a series of changes taking place in recent decades. Technological advances have led to new types of networks and workplaces, making linguistic issues salient, at the same time as many low-paid workers are found in traditional jobs, for which the face-to face interaction is central. A model is presented, the aim of which is to grasp the complex and dynamic interplay between workplace discourse and its various contextual frames. Overviews of studies on multilingualism at work are discussed with a focus on workplaces in the inner, outer, and expanding English circles; in transnational companies; and in multilingual regions and English lingua franca workplaces in Europe. Workplaces with workforce diversity are also dealt with. In the discussion section, the scope is enlarged and workplace discourse is related to various contextual frameworks. Finally, some key topics for future studies are sketched.
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Vagas, Marek. "SUMMARY OF CHOSEN LEGISLATION USED IN AUTOMATED OPERATION." TECHNICAL SCIENCES AND TECHNOLOG IES, no. 3(13) (2018): 225–30. http://dx.doi.org/10.25140/2411-5363-2018-3(13)-225-230.
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Urgency of the research. In the field of automation currently exists a lot of standards and directives deals with this area, and frequent mistakes and errors occur during implementation of automated workplaces (especially with robotic arm). Target setting. Purpose of article is to give an overview and brief summary of chosen legislation that is most used during of implementation of such systems. Actual scientific researches and issues analysis. Several books and articles were published during past of years, but a lot of them contain general and complex information, only few of them were focused on limited area, such automated workplac-es. Uninvestigated parts of general matters defining. Despite to lot of information from this area, still is missed clear idea for automated workplace implementation. The research objective. The point of article is showing the most important legislative for automated workplace designing with safety requirements. The statement of basic materials. For success realization of automated solution (obviously with robotic arm) is needed evaluation and assessment of risk that can occur there, with regards to the persons around workplace. Conclusions. The results published in this article increase the correct installation of such automated workplaces, together with industrial robots. In addition, presented legislative helps persons for better understanding of material flow creation in these types of workplaces, where major role is realized via industrial robot. Our proposed solution can be considered as rele-vant base for introducing such workplaces into the “INDUSTRY 4.0” concept.
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Karanika-Murray, Maria, and George Michaelides. "Workplace design." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 224–43. http://dx.doi.org/10.1108/joepp-08-2014-0048.
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Purpose – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach – The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4,287 individuals and 212 workplaces and with integrated regulation as the criterion outcome. Findings – Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Practical implications – The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research can focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value – This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. This questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces.
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Kava, Christine M., Edith A. Parker, Barbara Baquero, Susan J. Curry, Paul A. Gilbert, Michael Sauder, and Daniel K. Sewell. "Associations Between Organizational Culture, Workplace Health Climate, and Employee Smoking at Smaller Workplaces." Tobacco Use Insights 12 (January 2019): 1179173X1983584. http://dx.doi.org/10.1177/1179173x19835842.
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Background: Smaller workplaces frequently employ low-wage earners, who have higher smoking rates. Organizational culture and workplace health climate are two characteristics that could influence employee smoking. The purpose of this study was to examine the associations between organizational culture, workplace health climate, and smoking among employees at small (20-99 employees) and very small (<20 employees) workplaces. We proposed the following hypotheses: a stronger clan culture will be associated with a better workplace health climate (HP1); a better workplace health climate will be associated with lower odds of current smoking (HP2); and there will be an association between workplace health climate and smoking intensity (HP3) and between workplace health climate and quit intention (HP4). Methods: Executives and employees completed separate online questionnaires. Data collection occurred between June and October 2017. We used regression and Fisher’s exact tests to answer study hypotheses. Results: Workplaces with stronger clan cultures had a better workplace health climate (b = 0.27, P < .05), providing support for HP1. A better workplace health climate was associated with lower odds of being a current smoker (odds ratio [OR] = 0.08; 95% confidence interval [CI]: 0.01, 0.53), providing support for HP2. No significant relationship existed between workplace health climate and smoking intensity ( P = .50) or between workplace health climate and intention to quit smoking ( P = .32); therefore, HP3 and HP4 were not supported. Conclusion: Certain culture types may inform an organization’s health climate. Despite a lower likelihood of current smoking in workplaces with better health climates, a better health climate may not be sufficient to produce changes in smoking behavior and intentions.
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Bryson, Alex, and Michael White. "Migrants and Low-Paid Employment in British Workplaces." Work, Employment and Society 33, no. 5 (March 18, 2019): 759–76. http://dx.doi.org/10.1177/0950017019832509.
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Using nationally representative workplace data for Britain, we identify where migrants work and examine the partial correlation between workplace wages and whether migrants are employed at a workplace. Three-in-ten workplaces with five or more employees employ migrant workers, with the probability rising substantially with workplace size. We find the bottom quartile of the log earnings distribution is 4–5% lower in workplaces employing migrants, ceteris paribus. However, the effect is confined to workplaces set up before the introduction of the National Minimum Wage (NMW) in the late 1990s, consistent with the proposition that minimum wage regulation limits employers’ propensity to pay low wages in the presence of migrant workers.
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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.
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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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TIMPKA, T., H. ERIKSSON, E. HOLM, M. STRÖMGREN, J. EKBERG, A. SPRECO, and Ö. DAHLSTRÖM. "Relevance of workplace social mixing during influenza pandemics: an experimental modelling study of workplace cultures." Epidemiology and Infection 144, no. 10 (February 5, 2016): 2031–42. http://dx.doi.org/10.1017/s0950268816000169.
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SUMMARYWorkplaces are one of the most important regular meeting places in society. The aim of this study was to use simulation experiments to examine the impact of different workplace cultures on influenza dissemination during pandemics. The impact is investigated by experiments with defined social-mixing patterns at workplaces using semi-virtual models based on authentic sociodemographic and geographical data from a North European community (population 136 000). A simulated pandemic outbreak was found to affect 33% of the total population in the community with the reference academic-creative workplace culture; virus transmission at the workplace accounted for 10·6% of the cases. A model with a prevailing industrial-administrative workplace culture generated 11% lower incidence than the reference model, while the model with a self-employed workplace culture (also corresponding to a hypothetical scenario with all workplaces closed) produced 20% fewer cases. The model representing an academic-creative workplace culture with restricted workplace interaction generated 12% lower cumulative incidence compared to the reference model. The results display important theoretical associations between workplace social-mixing cultures and community-level incidence rates during influenza pandemics. Social interaction patterns at workplaces should be taken into consideration when analysing virus transmission patterns during influenza pandemics.
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Attaran, Mohsen, Sharmin Attaran, and Diane Kirkland. "The Need for Digital Workplace." International Journal of Enterprise Information Systems 15, no. 1 (January 2019): 1–23. http://dx.doi.org/10.4018/ijeis.2019010101.
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Advances in communications, combined with lifestyle trends, point to a future workforce that is more productive and more capable than ever before. Employees are becoming increasingly dissatisfied with workplace capabilities as communications and productivity technology advances. Employees feel that their workplace is not smart enough and they are ready for a workplace that can accommodate their changing lifestyles. The past few years have seen an explosion in the use of smart workplace technologies. Interest in exploiting digital workplaces and smart offices is increasing, and deployments are gaining momentum. Yet the adoption rate is slow, and organizations are only beginning to scratch the surface in regard to the potential applications of smart workplace technologies. Implemented properly, the business benefits of digital workplaces can be substantial. This article explores the changing dimensions of the workplace. It highlights the importance of smart workplace technologies, identifies determinants of implementation success, and covers some of the potential benefits. Finally, this study reviews the successful implementation of smart workplace technologies in a small service industry.
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Fetherman, Debra L., Timothy G. McGrane, and Joan Cebrick-Grossman. "Health Promotion for Small Workplaces: A Community-Based Participatory Research Partnership." Workplace Health & Safety 69, no. 1 (August 19, 2020): 7–14. http://dx.doi.org/10.1177/2165079920938298.
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Background The majority of U.S. worksites are smaller worksites that often employ low-wage workers. Low-wage workers have limited access to, and participation in, workplace health promotion programs. Community-based participatory research (CBPR) has been identified as a key method to directly engage employers in identifying the health promotion needs of smaller workplaces. This article describes a four-phased process where CBPR was used to tailor a workplace health promotion program to meet the needs of a smaller workplace that employees low-wage workers. Outcomes of this program were measured and reported over time. Methods The CBPR approach was based on the Social Ecological Model along with two additional health promotion models. Publicly available evidence-based tools were also used for this four-phased process which included the following: (a) initial program assessment, (b) program planning, (c) program implementation, and (d) program evaluation. Key strategies for developing a comprehensive workplace health promotion program guided the process. Findings The workplace’s capacity for promoting health among its employees was improved. There were sustainable improvements in the health interventions and organizational supports in place. Conclusion/Application to Practice A CBPR approach may be a way to build the capacity of smaller workplaces with low-wage employees to address the health promotion needs of their workforces. The use of publicly available strategies and tools which incorporate the social ecological determinants of health is of equal importance.
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Wilmers, Nathan, and Clem Aeppli. "Consolidated Advantage: New Organizational Dynamics of Wage Inequality." American Sociological Review 86, no. 6 (December 2021): 1100–1130. http://dx.doi.org/10.1177/00031224211049205.
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The two main axes of inequality in the U.S. labor market—occupation and workplace—have increasingly consolidated. In 1999, the largest share of employment at high-paying workplaces was blue-collar production workers, but by 2017 it was managers and professionals. As such, workers benefiting from a high-paying workplace are increasingly those who already benefit from membership in a high-paying occupation. Drawing on occupation-by-workplace data, we show that up to two-thirds of the rise in wage inequality since 1999 can be accounted for not by occupation or workplace inequality alone, but by this increased consolidation. Consolidation is not primarily due to outsourcing or to occupations shifting across a fixed set of workplaces. Instead, consolidation has resulted from new bases of workplace pay premiums. Workplace premiums associated with teams of professionals have increased, while premiums for previously high-paid blue-collar workers have been cut. Yet the largest source of consolidation is bifurcation in the social sector, whereby some previously low-paying but high-professional share workplaces, like hospitals and schools, have deskilled their jobs, while others have raised pay. Broadly, the results demonstrate an understudied way that organizations affect wage inequality: not by directly increasing variability in workplace or occupation premiums, but by consolidating these two sources of inequality.
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Wenzelmann, Felix, Samuel Muehlemann, and Harald Pfeifer. "The costs of recruiting apprentices: Evidence from German workplace-level data." German Journal of Human Resource Management: Zeitschrift für Personalforschung 31, no. 2 (January 16, 2017): 108–31. http://dx.doi.org/10.1177/2397002216683863.
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In this article, we use workplace-level data to analyse the costs of filling an apprenticeship vacancy in Germany. We find that such recruitment costs amount on average to €600 per hire (almost one month’s pay of an apprentice or approximately 1–2 % of a workplace’s training expenditures), but costs are heterogeneous across workplaces and vary strongly by training occupation. Our results suggest that a high degree of competition among training workplaces in the region is associated with an increase in recruitment costs. Furthermore, we find that workplaces with a works council or an investment-oriented training strategy incur higher recruitment costs. Our results are important in light of the increasing competition for talented school leavers induced by demographic change.
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Singh, Shivneta, Ashika Naicker, Heleen Grobbelaar, Evonne Shanita Singh, Donna Spiegelman, and Archana Shrestha. "Barriers and Facilitators of Implementing a Healthy Lifestyle Intervention at Workplaces in South Africa." International Journal of Environmental Research and Public Health 21, no. 4 (March 23, 2024): 389. http://dx.doi.org/10.3390/ijerph21040389.
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Current evidence indicates that workplace health and wellness programmes provide numerous benefits concerning altering cardiovascular risk factor profiles. Implementing health programmes at workplaces provide an opportunity to engage adults towards positive and sustainable lifestyle choices. The first step in designing lifestyle interventions for the workplace is understanding the barriers and facilitators to implementing interventions in these settings. The barriers and facilitators to implementing lifestyle interventions in the workplace environment was qualitatively explored at two multinational consumer goods companies among seven workplaces in South Africa. Semi-structured in-depth interviews (IDIs) were conducted with ten workplace managers. Five focus group discussions (FGDs) were conducted among workplace employees. The IDI findings revealed that the main facilitators for participation in a lifestyle intervention programme were incentives and rewards, educational tools, workplace support, and engaging lessons. In contrast, the main facilitator of the FGDs was health and longevity. The main barriers from the IDIs included scheduling time for lifestyle interventions within production schedules at manufacturing sites, whereas time limitations, a lack of willpower and self-discipline were the main barriers identified from the FGDs. The findings of this study add to literature on the barriers and facilitators of implementing healthy lifestyle interventions at workplaces and suggest that there is a potential for successfully implementing intervention programmes to improve health outcomes, provided that such efforts are informed and guided through the engagement of workplace stakeholders, an assessment of the physical and food environment, and the availability of workplace resources.
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Herwanto, Dene, and Amalia Suzianti. "Development of workplace design framework for manufacturing small and medium-sized enterprises in Indonesia." Journal of Industrial Engineering and Management 16, no. 3 (November 3, 2023): 535. http://dx.doi.org/10.3926/jiem.5916.
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Purpose: This study aims to develop a workplace design framework suitable for manufacturing SMEs in developing countries, particularly in Indonesia, as a guide for manufacturing SME managers.Design/methodology/approach: The development of workplace design framework in this study was initiated by reviewing the literature on the methodology or framework of workplace design in the manufacturing industry. The methodology or framework of workplace design was then analysed and evaluated based on the characteristics of SMEs to determine the possibility of its implementation in Indonesian manufacturing SMEs. Based on the analysis and evaluation results, a workplace design framework then proposed to assist SME managers in designing their workplaces.Findings: Two of the five workplace design frameworks introduced by previous researchers have many conformities with the characteristics of manufacturing SMEs in Indonesia and can be implemented with minor adjustments. Finally, a workplace design framework has been developt and proposed to assist managers of manufacturing SMEs in Indonesia in designing their workplaces.Research limitations/implications: This study offers a workplace design framework that can be applied by managers of manufacturing SMEs in designing their workplaces to obtain a safe, healthy and productive workplace.Originality/value: This study is the first in developing a workplace design framework for manufacturing SMEs in developing countries, particularly Indonesia. The results of this study will be able to assist manufacturing SME managers in designing their workplaces.
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Thomsen, Jane Dyrhauge, Hans K. H. Sønderstrup-Andersen, and Renate Müller. "People–plant Relationships in an Office Workplace: Perceived Benefits for the Workplace and Employees." HortScience 46, no. 5 (May 2011): 744–52. http://dx.doi.org/10.21273/hortsci.46.5.744.
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The study presented in this article represents an initial attempt to generate in-depth information about how ornamental plants in real-life office workplaces interact with workplace characteristics, thus influencing working environment and well-being of the employees. Using a qualitative, explorative, and inductive case-study design, the study provides an example of how a cross-disciplinary unit engaged in administrative office work at a Danish institution applied ornamental plants. The results document that ornamental plants are an integrated part of the workplace. The employees used ornamental plants in numerous ways to either actively manipulate different aspects of the surroundings or more passively cope with demands from the surroundings. Furthermore, the use of the ornamental plants was structured by a number of factors: culture and traditions, provisional orders, organizational structures, practices, values and history, company policies, and characteristics of the indoor architectural environment. Ornamental plants were perceived as affecting many aspects of the working environment (e.g., the physical surroundings, the social climate, image of the workplace, etc.), the individual's well-being (e.g., mood, general well-being, emotions, self confidence, etc.), and to some degree the workplace's competitiveness. However, the actual effects were the results of a complex interaction among the way the ornamental plants were applied, characteristics of the present ornamental plants (e.g., size, species and condition), and characteristics of the individual employee (e.g., personal experiences, preferences, and values).
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Ramilan, Ramilan, Rita Yuni Mulyanti, Koesmawan Koesmawan, and Lela Nurlaela Wati. "Role of Workplace Spirituality and Organizational Citizenship Behavior (OCB) In Improving Lecturers’ Performance." People and Behavior Analysis 2, no. 1 (March 31, 2024): 48–60. http://dx.doi.org/10.31098/pba.v2i1.2278.
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Educators serve as primary stakeholders profoundly shaping the caliber of tertiary educational establishments. Various determinants impact educator performance, encompassing competencies, motivational factors, discipline, and leadership qualities, as well as Organizational Citizenship Behavior (OCB), where employees’ actions surpass their primary job responsibilities. This study intends to experimentally demonstrate the impact of workplace spirituality on the productivity of Lecturers in the Muhammadiyah Aisiyah College (PTMA) setting, both directly and indirectly. To gather empirical data on the impact of workplace spirituality on the performance of PTMA lectures, this study used a quantitative method with a causality design. A questionnaire completed by 260 academics was used to obtain the data. The PLS method and structural equation modeling were used to examine the data. processing data with the SMARTPLS program. According to the study's findings, OCB is positively and significantly influenced by the spiritual workplace, and both OCB and performance are positively and significantly impacted by the spiritual workplace's impact on PTMA lecturers’ performance. The final significant finding is that OCB can enhance performance in spiritual workplaces. These findings have consequences for PTMA managers, and it is vital to encourage an increase in OCB by bolstering the spiritual workplace in the PTMA they oversee to boost the performance of their lecturers.
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Wallace, Lacey N. "Pennsylvania Workplace Safety: Employee Perceptions of Active Shooter Preparedness." Violence and Victims 35, no. 6 (December 1, 2020): 920–39. http://dx.doi.org/10.1891/vv-d-19-00145.
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This study investigated the role of workplace preparedness actions in employee perceptions of workplace risk, workplace preparedness, and personal self-efficacy in an active shooter event. Data were drawn from an online, state representative survey of 668 Pennsylvania residents in 2019. Nearly 40% of employees reported their workplaces had not taken any preparedness actions. Having a workplace take a greater number of preparedness actions was associated with increased self-efficacy and increased perceptions of workplace preparedness, but also an increase in perceived risk. Males and gun owners perceived lower levels of workplace risk and reported substantially higher self-efficacy. However, associations between workplace efforts and self-efficacy differed from those for perceived workplace preparedness. Associations with firearm policy and the presence of security staff also differed for the two outcomes.
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Chen, Yiqun, Timothy Aldridge, Claire Ferraro, and Fu-Meng Khaw. "COVID-19 outbreak rates and infection attack rates associated with the workplace: a descriptive epidemiological study." BMJ Open 12, no. 7 (July 2022): e055643. http://dx.doi.org/10.1136/bmjopen-2021-055643.
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ObjectivesA large number of COVID-19 outbreaks/clusters have been reported in a variety of workplace settings since the start of the pandemic but the rate of outbreak occurrence in the workplace has not previously been assessed. The objectives of this paper are to identify the geographical areas and industrial sectors with a high rate of outbreaks of COVID-19 and to compare infection attack rates by enterprise size and sector in England.MethodsPublic Health England (PHE) HPZone data on COVID-19 outbreaks in workplaces, between 18 May and 12 October 2020, were analysed. The workplace outbreak rates by region and sector were calculated, using National Population Database (NPD) with the total number of workplaces as the denominator. The infection attack rates were calculated by enterprise size and sector using PHE Situations of Interest data with the number of test-confirmed COVID-19 cases in a workplace outbreak as the numerator and using NPD data with the number employed in that workplace as the denominator.ResultsThe highest attack rate was for outbreaks in close contact services (median 16.5%), followed by outbreaks in restaurants and catering (median 10.2%), and in manufacturers and packers of non-food products (median 6.7%). The overall outbreak rate was 66 per 100 000 workplaces. Of the nine English regions, the North West had the highest workplace outbreak rate (155 per 100 000 workplaces). Of the industrial sectors, manufacturers and packers of food had the highest outbreak rate (1672 per 100 000), which was consistent across seven of the regions. In addition, high outbreak rates in warehouses were observed in the East Midlands and the North West.ConclusionsEarly identification of geographical regions and industrial sectors with higher rates of COVID-19 workplace outbreaks can inform interventions to limit transmission of SARS-CoV-2.
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Biswas, Aviroop, Colette N. Severin, Peter M. Smith, Ivan A. Steenstra, Lynda S. Robson, and Benjamin C. Amick III. "Larger Workplaces, People-Oriented Culture, and Specific Industry Sectors Are Associated with Co-Occurring Health Protection and Wellness Activities." International Journal of Environmental Research and Public Health 15, no. 12 (December 4, 2018): 2739. http://dx.doi.org/10.3390/ijerph15122739.
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Employers are increasingly interested in offering workplace wellness programs in addition to occupational health and safety (OHS) activities to promote worker health, wellbeing, and productivity. Yet, there is a dearth of research on workplace factors that enable the implementation of OHS and wellness to inform the future integration of these activities in Canadian workplaces. This study explored workplace demographic factors associated with the co-implementation of OHS and wellness activities in a heterogenous sample of Canadian workplaces. Using a cross-sectional survey of 1285 workplaces from 2011 to 2014, latent profiles of co-occurrent OHS and wellness activities were identified, and multinomial logistic regression was used to assess associations between workplace demographic factors and the profiles. Most workplaces (84%) demonstrated little co-occurrence of OHS and wellness activities. Highest co-occurrence was associated with large workplaces (odds ratio (OR) = 3.22, 95% confidence interval (CI) = 1.15–5.89), in the electrical and utilities sector (OR = 5.57, 95% CI = 2.24–8.35), and a high people-oriented culture (OR = 4.70, 95% CI = 1.59–5.26). Promoting integrated OHS and wellness approaches in medium to large workplaces, in select industries, and emphasizing a people-oriented culture were found to be important factors for implementing OHS and wellness in Canadian organizations. Informed by these findings, future studies should understand the mechanisms to facilitate the integration of OHS and wellness in workplaces.
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Hernández-Cordero, Sonia, Mireya Vilar-Compte, Kathrin Litwan, Vania Lara-Mejía, Natalia Rovelo-Velázquez, Mónica Ancira-Moreno, Matthias Sachse-Aguilera, and Fernanda Cobo-Armijo. "Implementation of Breastfeeding Policies at Workplace in Mexico: Analysis of Context Using a Realist Approach." International Journal of Environmental Research and Public Health 19, no. 4 (February 17, 2022): 2315. http://dx.doi.org/10.3390/ijerph19042315.
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Return to work is one of the most significant barriers to breastfeeding (BF). Family-friendly policies are critical to ensure that BF and maternal work are not mutually exclusive. This study aims to determine contextual factors and underlying mechanisms influencing the implementation of workplace policies in Mexico. Following a qualitative approach, the study was conducted in the following four cities in Mexico: Mérida, Chihuahua, Guadalajara, and Monterrey. Interviews were conducted in 14 workplaces, and included 49 (potential) beneficiaries, 41 male employees, and 21 managers and human resources personnel. The information collected was analyzed through a deductive thematic analysis and mapped against the Context-Mechanism-Outcome framework of Breastfeeding Interventions at the Workplace. Contextual factors influencing a BF-friendly environment in the workplace were as follows: work-schedule flexibility, provision of lactation services (i.e., BF counseling) other than a lactation room, women’s previous experience with BF and family-friendly environments in the workplace. The underlying mechanisms enabling/impeding a BF-friendly environment at the workplace were as follows: awareness of Mexican maternity protection legislation, usage of BF interventions in the workplace, culture, supervisor/co-worker support and BF-friendly physical space. To achieve a BF-friendly environment in the workplace, actions at the level of public policy and workplaces must accompany adherence to Mexican legislation.
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Shier, Micheal L., Aaron Turpin, David B. Nicholas, and John R. Graham. "Dynamics of a culture of workplace safety in human service organizations: A qualitative analysis." International Social Work 62, no. 6 (July 23, 2019): 1561–74. http://dx.doi.org/10.1177/0020872819858744.
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Workplace cultures are an important component in creating safe work environments. In-depth qualitative interviews ( n = 85) were conducted with human service workers of a large publicly administered human service organization in Canada to learn more about the organizational and/or workplace conditions that contribute to a safety culture. Findings reveal that a safety culture within this human service workplace is defined by values or attitudes associated with safety and structured mechanisms that help promote workplace safety. Insights from respondents help to identify areas for workplace and organizational development to promote health and safety within human service workplaces.
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Lipkovich, Igor, Sergey Psyukalo, Maxim Ukraintsev, Irina Egorova, and Nadezhda Petrenko. "Ergonomic principles of organizing workplaces at agribusiness enterprises taking into account safety requirements using the example of a dismantling and washing area for engine repairs." АгроЭкоИнфо 1, no. 61 (January 27, 2024): 6. http://dx.doi.org/10.51419/202141106.
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The article considers the organization of workplaces and ensuring their safety, which is one of the most important tasks in the operation of enterprises for the repair of agricultural machinery. We analyzed the theoretical issues that are fundamental at the stage of organizing workplaces of agricultural repair enterprises. The characteristics of the workplace related to ergonomics and their application at the design stage are also considered. It should be noted that the productivity and safety of personnel directly depend on the correct organization of the workplace. Keywords: WORKPLACE, ERGONOMICS, CHARACTERISTICS OF THE PRODUCTION ENVIRONMENT, WORKING POSTURE, CONTROL BODY, FATIGUE, PERSONNEL, VISUAL AREA, OPERATOR
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Wagner, Anke, Ladina Schöne, and Monika A. Rieger. "Determinants of Occupational Safety Culture in Hospitals and other Workplaces—Results from an Integrative Literature Review." International Journal of Environmental Research and Public Health 17, no. 18 (September 10, 2020): 6588. http://dx.doi.org/10.3390/ijerph17186588.
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Background: The aim of the present study was to obtain an overview of occupational safety culture by assessing and mapping determinants in different workplaces (hospital workplaces and workplaces in construction, manufacturing, and other industry sectors) using an already established theoretical framework with seven clusters developed by Cornelissen and colleagues. We further derived implications for further research on determinants of occupational safety culture for the hospital workplace by comparing the hospital workplace with other workplaces. Methods: We conducted an integrative literature review and searched systematically for studies in four research databases (PubMed, Web of Science, CINAHL, and PsycINFO). The search was undertaken in 2019, and updated in April 2020. Results of the included studies were analyzed and mapped to the seven clusters proposed by Cornelissen and colleagues. Results: After screening 5566 hits, 44 studies were included. Among these, 17 studies were conducted in hospital workplaces and 27 were performed in other workplaces. We identified various determinants of an occupational safety culture. Most studies in hospital and other workplaces included determinants referring to management and colleagues, to workplace characteristics and circumstances, and to employee characteristics. Only few determinants in the studies referred to other factors such as socio-economic factors or to content relating to climate and culture. Conclusions: The theoretical framework used was helpful in classifying various determinants from studies at different workplaces. By comparing and contrasting results of studies investigating determinants at the hospital workplace with those addressing other workplaces, it was possible to derive implications for further research, especially for the hospital sector. To date, many determinants for occupational safety culture known from workplaces outside of the healthcare system have not been addressed in studies covering hospital workplaces. For further studies in the hospital workplace, it may be promising to address determinants that have been less studied so far to gain a more comprehensive picture of important determinants of an occupational safety culture in the hospital sector.
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Flimel, Marián, and Darina Dupláková. "Application of the Ergonomic Redesign in Terms of Workplace Rationalization." Applied Mechanics and Materials 718 (December 2014): 239–44. http://dx.doi.org/10.4028/www.scientific.net/amm.718.239.
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Workplace redesign is a part of the ergonomic rationalization. Article is focused on the classification of redesign workplaces and life-cycle redesign. The optimal sequence of design creation is described as well as the example of ergonomic CNC workplace rationalization. The second part of the article is focused on the simulation and verification the model of workplace using by software Witness.
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Han Yu. "Bring Workplace Assessment Into Business Communication Classrooms: a Proposal to Better Prepare Students for Professional Workplaces." Business Communication Quarterly 73, no. 1 (February 8, 2010): 21–39. http://dx.doi.org/10.1177/1080569909357783.
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To help students better understand and be better prepared for professional workplaces, the author suggests that business communication teachers examine and learn from workplace assessment methods. Throughout the article, the author discusses the rationale behind this proposal, reviews relevant literature, reports interview findings on workplace assessment, and compares classroom and workplace practices to suggest areas where we can meaningfully bridge the two.
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Gilbert, Richard B. "The Workplace, the Chaplain, the Grief." Illness, Crisis & Loss 15, no. 3 (July 2007): 197–204. http://dx.doi.org/10.1177/105413730701500302.
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The workplaces in America (and in many other countries, especially in the Western world) have experienced significant changes in the last few decades. Many values are perceived as changing, and there has been a rearranging of many manufacturing trends that have further affected workers, communities and regions. This article brings two theses before us. First, there is the role of the chaplain in the workplace. This is not a new concept, but it is new to many now struggling to keep their workplaces intact. Second, we have the importance of workplace leadership in taking seriously the bereavement needs in their organization and how the workplace chaplain can assist in that urgent need.
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Emudainohwo, Emuobo. "The Inadequacy of Legal Provisions on Workplace Sexual Harassment in Nigeria and Ghana: The Way Forward." PADJADJARAN Jurnal Ilmu Hukum (Journal of Law) 10, no. 3 (2023): 367–88. http://dx.doi.org/10.22304/pjih.v10n3.a4.
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Sexual harassment has been a persistent problem in workplaces in Nigeria and Ghana. The legal provisions in both jurisdictions generally focus on the definition of “sexual harassment” without remedies for the harassment, sanctions, enforcement procedures, anti-sexual harassment policies, complaint procedures, etc., that can control sexual harassment in the workplace. The article examines the scantiness and inadequacy of legal provisions on workplace sexual harassment in Nigeria and Ghana, suggesting a way forward. The doctrinal research method has been deployed, focusing on relevant Nigerian and Ghanaian legal provisions. The article considers the organization theory of sexual harassment, using it as a framework, and then contributes to the discussion by arguing that the inadequacy of local laws on workplace sexual harassment is a possible factor for the prevalence or frequency of workplace sexual harassment. The article recommends comprehensive legal provisions to control workplace sexual harassment. Relying on some of the items in the guidelines made by the Indian Supreme Court on workplace or work premises sexual harassment in the case of Vishaka v State of Rajasthan, the article suggested using a comprehensive law that can control workplace sexual harassment. If the suggestions are followed, the incidences of sexual harassment will reduce drastically in workplaces in Nigeria and Ghana. Workplace or work premises sexual harassment in Nigeria and Ghana and the relevant legal provisions have been used to set the article’s limit and to project the discussion herein.
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Vagas, Marek. "SAFETY AND RISK ASSESSMENT AT AUTOMATED WORKPLACE." TECHNICAL SCIENCES AND TECHNOLOG IES, no. 4 (14) (2018): 78–84. http://dx.doi.org/10.25140/2411-5363-2018-4(14)-78-84.
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Urgency of the research. Automated workplaces are growing up in present, especially with implementation of industrial robots with feasibility of various dispositions, where safety and risk assessment is considered as most important issues. Target setting. The protection of workers must be at the first place, therefore safety and risk assessment at automated workplaces is most important problematic, which had presented in this article Actual scientific researches and issues analysis. Actual research is much more focused at standard workplaces without industrial robots. So, missing of information from the field of automated workplaces in connection with various dispositions can be considered as added value of article. Uninvestigated parts of general matters defining. Despite to lot of general safety instructions in this area, still is missed clear view only at automated workplace with industrial robots. The research objective. The aim of article is to provide general instructions directly from the field of automated workplaces The statement of basic materials. For success realization of automated workplace is good to have a helping hand and orientation requirements needed for risk assessment at the workplace. Conclusions. The results published in this article increase the awareness and information of such automated workplaces, together with industrial robots. In addition, presented general steps and requirements helps persons for better realization of these types of workplaces, where major role takes an industrial robot. Our proposed solution can be considered as relevant base for risk assessment such workplaces with safety fences or light barriers.
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Boge, Knut, Alenka Temeljorov Salaj, Ida Bakken, Magnus Granli, and Silje Mandrup. "Knowledge workers deserve differentiated offices and workplace facilities." Facilities 37, no. 1/2 (February 4, 2019): 38–60. http://dx.doi.org/10.1108/f-01-2018-0002.
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PurposeThe purpose of this paper is to investigate factors that influence effective workplace designs for knowledge workers.Design/methodology/approachDuring spring 2016, the employees in a large institution for research and higher education, a large consultancy company and a medium-sized consultancy company (in total 4367 employees) in Norway received invitations to participate in an anonymous online survey about workplaces and facilities. In all, 1,670 employees answered the survey (38.2 per cent response rate). The data have been analyzed with IBM SPSS version 23, among others through use of exploratory factor analysis and two-way ANOVA.FindingsMost respondents at the institution for research and higher education have cell offices. Most respondents in the two consultancy companies have open and flexible offices. This paper indicate the respondents’ preferences or perception of their workstation and the workplace’s fit for their tasks is affected both by the respondents’ type of office and how much time they spend at their workstation during the week. There are also possible age or generation effects.Research limitations/implicationsOne methodical weakness in the present paper is that two-way ANOVA has been applied on survey data. Experiments are usually arranged to provide almost equal numbers of observations in each category. This is usually not possible with survey data. However, despite this weakness, the present paper provides several findings that challenge some of the workplace research’s taken for givens.Practical implicationsThe present paper indicates that facility managers and others responsible for office and workplace design are advised to take the employees’ tasks and work patterns into consideration when designing workplaces and providing offices and workstations to their end-users. The present paper also indicates that employees require different kinds of support facilities and services depending on what kind of offices and workplaces they have.Originality/valueThis is a large N empirical study among knowledge workers in three organizations, one public administration and two private enterprises. The present paper indicate that provision of offices and workstations with supporting facilities should be differentiated according to the end-users’ work tasks and work patterns.
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Sayat, G. A., and M. B. Iskakov. "ORGANIZATION OF THE DISPATCHER'S AUTOMATED WORKPLACE." BULLETIN Series of Physics & Mathematical Sciences 70, no. 2 (June 30, 2020): 290–94. http://dx.doi.org/10.51889/2020-2.1728-7901.46.
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The problem of automation of production processes and management processes as a tool for improving labor is always relevant. The sphere of Informatization increases the importance of computer technology in management processes. At the present stage of enterprise management automation, the most promising is the automation of management functions directly installed at the workplaces of specialists. Such systems are widely used in organizational enterprise management, called automated workplaces. In particular, as a result of automation of the transport dispatcher's workplace, the integrated system allows you to collect, analyze, calculate data and generate accounting documentation to provide better and more complete information on this area. The article provides for the organization of an automated workplace of the dispatcher. The principle of building an automated workplace is analyzed and the algorithm of the model operation is developed based on the analysis of an automated workplace requirements and tasks.
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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (January 11, 2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.
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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.
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Ojstersek, R., A. Javernik, and B. Buchmeister. "The impact of the collaborative workplace on the production system capacity: Simulation modelling vs. real-world application approach." Advances in Production Engineering & Management 16, no. 4 (December 18, 2021): 431–42. http://dx.doi.org/10.14743/apem2021.4.411.
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In recent years, there have been more and more collaborative workplaces in different types of manufacturing systems. Although the introduction of collaborative workplaces can be cost-effective, there is still much uncertainty about how such workplaces affect the capacity of the rest of production system. The article presents the importance of introducing collaborative workplaces in manual assembly operations where the production capacities are already limited. With the simulation modelling method, the evaluation of the introduction impact of collaborative workplaces on manual assembly operations that represent bottlenecks in the production process is presented. The research presents two approaches to workplace performance evaluation, both simulation modelling and a real-world collaborative workplace example, as a basis of a detailed time study. The main findings are comparisons of simulation modelling results and a study of a real-world collaborative workplace, with graphically and numerically presented parameters describing the utilization of production capacities, their efficiency and financial justification. The research confirms the expediency of the collaborative workplaces use and emphasise the importance of further research in the field of their technological and sociological impacts.
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Pandey, Suruchi, Mahima Singh, and Sanjay Pandey. "Incivility in Hybrid Workplaces: Setting agenda for Future Research." GATR Journal of Management and Marketing Review 8, no. 1 (March 29, 2023): 17–27. http://dx.doi.org/10.35609/jmmr.2023.8.1(3).
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Purpose - Remote working is a common practice adopted by Industries post covid. Hybrid working is predicted as the future of work. A continuously growing body pertaining to the research areas explored incivility, which is defined as the aspect of low-intensity deviant workplace behaviors and intent to harm colleagues. In this paper, researchers aim to (i) analysing components and connections with both the incivility and negative social effect for physical and virtual workplaces. (ii) investigate how incivility in the workplace impacts the person's personal and professional life in physical and virtual workplaces. (iii) suggest organizational measures that support or increase the incidence of employment by mitigating incivility at the workplace, physical and virtual. Methodology - The study is done based on secondary research methodology as the existing literature is considered with the help of the internet and keywords, and relevant, accurate, and available information will be reviewed and mentioned in this paper. Findings – Close to the past two decades, some of the theoretical and conceptual introduction about workplace instability has always been constructive, and all the research in this domain has taken off in various directions. Much research has been carried out on workplace incivility; however, in this paper’s discussion is directed toward incivility in remote working environments. Novelty - The authors concluded that hybrid workplaces are more sensitive and prone to incivility at the workplace. Therefore, leaders must be sensitive towards dealing with such issues while working in hybrid work culture. There is hardly any study in this area, and the impact of incivility in hybrid will be the focus of researchers in the coming few years. Type of Paper: Review JEL Classification: M12, J23, J24. Keywords: Workplace Incivility, Remote Working, Negative Behaviors, Hybrid Workspace. Reference to this paper should be made as follows: Pandey, S; Singh, M; Pandey, S. (2023). Incivility in Hybrid Workplaces: Setting agenda for future research, J. Mgt. Mkt. Review, 8(1), 17 – 27. https://doi.org/10.35609/jmmr.2023.8.1(3)
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Knox, Emily Caitlin Lily, Hayley Musson, and Emma J. Adams. "Workplace policies and practices promoting physical activity across England." International Journal of Workplace Health Management 10, no. 5 (October 2, 2017): 391–403. http://dx.doi.org/10.1108/ijwhm-01-2017-0004.
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Purpose Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health. Design/methodology/approach Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours. Findings Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces. Originality/value Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.
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Raković, Lazar, Marton Sakal, and Predrag Matković. "Digital workplace: Advantages and challenges." Anali Ekonomskog fakulteta u Subotici, no. 47 (2022): 65–78. http://dx.doi.org/10.5937/aneksub2247065r.
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Digital transformation is performed through the integration of information technologies into all areas of a business. The changes are radical, comprehensive and as such, they affect workplaces as well. Many authors overemphasize the use of technologies and regard them as central to the digital workplace. On the other hand, the position of the authors who argue that the digital workplace should coordinate technologies, processes and people is more correct. Theoretical research often does not clearly define the term digital workplace. Furthermore, the studies often overemphasize only the benefits while omitting the challenges presented by the digital workplace implementation. Therefore, the paper presents the requirements for a workplace to be considered digital, its advantages and challenges, and it shows how to balance the positive and negative repercussions of workplace digitalization.
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Kim, Eun Jung, Inhan Kim, and Mi Jeong Kim. "The Impact of Workplace Disability Facilities on Job Retention Wishes among People with Physical Disabilities in South Korea." Sustainability 12, no. 18 (September 11, 2020): 7489. http://dx.doi.org/10.3390/su12187489.
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The 2030 UN Agenda for Sustainable Development aims to end poverty “in all forms” and achieve sustainable development by 2030, while ensuring that “no one is left behind”, including people with disabilities. Disability is referenced eleven times in the Agenda. Disabled people face high risks of poverty because of barriers such as lack of workplace disability facilities. The goal of the study was to examine how workplace disability facilities affect job retention plans among workers with physical disabilities in South Korea and how perceived workplace safety and work satisfaction act as mediators. The 2018 Panel Survey of Employment for the Disabled was used, and we examined 1023 workers with physical disabilities. Path analysis was used to examine the relationships. Results showed that workers whose workplaces provided more disability facilities were significantly more likely to perceive their workplaces as safe and had higher work satisfaction; hence, they were more likely to wish to maintain their present jobs than those whose workplaces offered fewer facilities. However, many workplaces in Korea did not provide any disability facilities. The study provides empirical evidence to support development of policies for improved workplace facilities and work environments for disabled people, in accordance with the UN Agenda.
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Jury, Ceri, Hong Eng Goh, Shaney P. Olsen, Jan Elston, and Jan Phillips. "Actions and results from the Queensland Health "Better Workplaces" staff opinion survey." Australian Health Review 33, no. 3 (2009): 371. http://dx.doi.org/10.1071/ah090371.
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In April 2006, the Workplace Culture and Leadership Centre (the Centre) from Queensland Health launched the ?Better Workplaces? initiative. The objective was to improve workplace culture and increase the capabilities of its leaders. A comprehensive program of leadership development complemented the workplace culture improvement strategy. As part of the initiative, the Centre launched a series of staff opinion surveys to monitor workplace culture improvement over time. To ensure the survey process was action oriented, the Workplace Culture Team developed a companion process ensuring the results were acted upon and tangible improvements were realised. This resulted in a comprehensive and robust process involving the development and implementation of action plans in every district and division in Queensland Health.
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Hansen, Stephanie, Peta-Anne Zimmerman, and Thea F. van de Mortel. "Assessing workplace infectious illness management in Australian workplaces." Infection, Disease & Health 22, no. 1 (March 2017): 12–20. http://dx.doi.org/10.1016/j.idh.2016.12.005.
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Ädel, Annelie, Catharina Nyström Höög, and Jan-Ola Östman. "Risks and responsibilities in the workplace." Journal of Applied Linguistics and Professional Practice 16, no. 3 (August 19, 2022): 265–88. http://dx.doi.org/10.1558/jalpp.19499.
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This study analyses experiences with and in relation to issues of risk, responsibility and evacuation in workplace settings as discussed in four focus groups in Sweden and Swedish-language Finland. The discussions, and in particular the participants’ positionings in their ‘small stories’, are analysed from two perspectives: that of narratives, and that of interpretive repertoires. The main question under investigation is how employees at different workplaces discursively construe their sense of responsibility in the face of risk and evacuation situations. The findings show that these issues are handled very differently in different workplaces, but at all in accordance with the participants’ implicit responsibility positionings and what we see as the interpretive repertoires (organisational, instinctual, skills-based and informational) they draw on. Whereas previous studies have considered workplaces with high-stakes settings, the present study is set in workplaces where risk is not thematised on a regular basis, making the results applicable not only to workplace scenarios, but to society at large.
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Sigursteinsdóttir, Hjördís, Guðbjörg Linda Rafnsdóttir, and Thorgerður Einarsdóttir. "Threats and physical violence in female-dominated workplaces in times of an economic crisis." International Journal of Workplace Health Management 13, no. 4 (May 12, 2020): 377–92. http://dx.doi.org/10.1108/ijwhm-01-2019-0009.
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PurposeThe recent global economic crisis affected workplaces in many countries, raising questions about the employees' situation. While most work-related studies in times of crises focus on job loss and unemployment, this study analyzes workplace violence in the wake of the 2008 economic crisis among municipal employees within care and education.Design/methodology/approachMixed method approach was used for data collection; longitudinal online surveys and focus group interviews were used.FindingsThe prevalence of workplace violence increased between the three time points of the study, in particular in downsized workplaces. A higher proportion of employees working in care were exposed to threats and physical violence than employees in education as clients of employees in care services were more likely to lash out against employees due to cutbacks in services. Focus groups interviews indicated that the causes of increased workplace violence may be due to a spreading effect both from within and outside the workplace.Practical implicationsAs workplace violence can have serious consequences for the health and well-being of employees, it is important for those who have responsibility for the work environment and occupational health in the workplace to design policies that take these findings into account.Originality/valueBased on the mixed methods, longitudinal survey and focus group interviews, this study contributes to knowledge on workplace violence in times of economic crises. It shows that the prevalence of workplace violence increased not only directly after the economic collapse but also continued up to five years later.
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Henriquez Caballero, Marcela Paz. "SS18-01 TOOLS FOR MANAGING VIOLENCE AND HARASSMENT AT WORK WITH A GENDER APPROACH: AN EMPIRICAL ANALYSIS." Occupational Medicine 74, Supplement_1 (July 1, 2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.0133.
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Abstract Introduction Workplace violence and harassment pose significant challenges to employees' well-being and organizational productivity. While these issues affect individuals of all genders, there is a growing recognition that gender-specific approaches are essential for effectively preventing such incidents. This paper presents an empirical analysis of tools employed to manage workplace violence and harassment through a gender-sensitive lens. Materials and Methods A comprehensive review of existing literature and case studies was conducted to identify tools and strategies specifically designed to address workplace violence and harassment, with an emphasis on gender inclusivity. These tools were analysed based on several key parameters, including policy development, training programs, reporting mechanisms, and support systems. Results The analysis revealed a range of tools that organizations have employed to tackle workplace violence and harassment from a gender perspective. Gender-inclusive policies and guidelines were found to be increasingly common. Training programs have been developed to increase awareness and promote respectful workplace behaviours. Robust reporting mechanisms have encouraged more victims to come forward. Conclusions This analysis underscores the importance of gender-sensitive tools in managing workplace violence and harassment effectively. They contribute to safer and more equitable workplaces for all employees. While progress has been made, ongoing efforts are necessary to address the complexities of workplace violence and harassment. As organizations continue to evolve their strategies, gender-inclusive approaches must remain a cornerstone in the pursuit of safer, more respectful workplaces.
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Lehtinen, Esa. "Multimediaalisuus ikkunana työelämän digitalisaatioon." Annales Academiae Scientiarum Fennicae 2024, no. 1 (June 11, 2024): 44–59. http://dx.doi.org/10.57048/aasf.142011.
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Digitalization has had a profound effect on work practices. However, digital practices have not replaced older practices such as paper documents and face-to-face interactions. Rather, interaction in the workplace is multimedial: different forms of communication are intertwined with each other. In this article, drawing form interaction studies, I describe the effects of multimediality for workplace practices in two ways: how multimediality explains the often unconventional ways digital tools are used in workplaces, and how complex, longitudinal workplace processes are organized through multimedial practices. In the concluding section, I also discuss multimedial competences needed in the 21st century workplace.
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Hansen, Stephanie, Peta-Anne Zimmerman, and Thea F. van de Mortel. "Infectious illness prevention and control methods and their effectiveness in non-health workplaces: an integrated literature review." Journal of Infection Prevention 19, no. 5 (June 5, 2018): 212–18. http://dx.doi.org/10.1177/1757177418772184.
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Background: Infectious illness in the workplace places a substantial cost burden on employers due to productivity losses from employee absenteeism and presenteeism. Aim: Given the clear impacts of infectious illness on workplaces, this review aimed to investigate the international literature on the effectiveness and cost-benefit of the strategies non-healthcare workplaces use to prevent and control infectious illnesses in these workplaces. Methods: MEDLINE, CINAHL Plus with Fulltext and Business Source Complete were searched concurrently using EBSCO Host 1995–2016. Findings: Infection prevention and control strategies to reduce workplace infectious illness and absenteeism evaluated in the literature include influenza vaccination programs, use of alcohol-based hand sanitiser and paid sick days. While the reported studies have various methodological flaws, there is good evidence of the effectiveness of influenza vaccination in preventing workplace infectious illness and absences and moderate evidence to support hand hygiene programs. Discussion: Some studies used more than one intervention concurrently, making it difficult to determine the relative benefit of each individual strategy. Workplace strategies to prevent and control infectious illness transmission may reduce costs and productivity losses experienced by businesses and organisations related to infectious illness absenteeism and presenteeism.
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Semjon, Jan, Martin Fufal, and Martin Kocan. "DESIGN OF THE HANDLING PROCESS AT THE WORKPLACE WITH ABB ROBOT AND MODULAR CONVEYOR." TECHNICAL SCIENCES AND TECHNOLOGIES, no. 3(21) (2020): 112–19. http://dx.doi.org/10.25140/2411-5363-2020-3(21)-112-119.
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Urgency of the research. The use of robotic Pick & Place operations in industry is currently gaining in importance due to increasing productivity in the workplace. Deployment of such robotic workplaces in the food industry, where it is necessary to handle a large number of products, allows to maintain the competitiveness of the producers of these products. The ability to carry out demonstrations and trainings at workplaces that are not directly part of production allows students and workers to try out these processes without the need to shut down production. Target setting. The aim is to design a functional workplace, whose task will be to implement demonstrations of work in a robotic workplace. The designed workplace will also serve in the educational process, where students will have the opportunity to improve their knowledge in programming Pick & Place tasks using a parallel robot. At the same time, students will be able to program the logic of pallet movement on a modular conveyor and synchronize this movement with the robot's movement.Actual scientific researches and issues analysis. Automation or robotization would not be possible without the use of modern conveyor systems. Therefore, it is necessary to constantly try to modify the currently used systems so as to increase their productivity while maintaining the required quality. This can be achieved not only by optimizing processes, but also by using modern modular conveyor systems. Uninvestigated parts of general matters defining. Increasing the competence of employees and students in the programming of robotic workplaces improves their application on the labour market. This cannot be achieved only by theoretical preparation, it is necessary to have real training workplaces equipped with appropriate technology. The research objective. The aim was to design such a robotic workplace where it will be possible to increase the potential ofemployees or students and develop their creative thinking. The use of the proposed objects for manipulation has only a demonstration task and assumes that students will come up with their own design solution to the given problem during the training process. The statement of basic materials. Deployment of parallel robots in various operations has an ever-increasing trend. The preparation of suitable workers for the optimal use of such robotic workplaces is therefore also important due to the transition to Industry 4.0. Conclusions. The article describes the modification of a modular conveyor for the needs of a robotic workplace equipped with a parallel robot. The workplace is equipped with an IRB 360/3 - 1130 robot, a Bosch modular conveyor equipped with pallets and a belt conveyor of its own production. The parallel robot is equipped with a suction cup enabling the removal of parts weighing up to 300 g. The proposed handling process envisages the transfer of cube-shaped parts from a modular conveyor to a belt conveyor. When designing the workplace, it was necessary to replace the damaged control unit in the modular conveyor, equip the conveyor with a system of additional sensors and program the workplace. The proposed workplace will serve as a demonstration workplace on the university, as well as for training students in programming robots and a modular conveyor
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Sun, Zesheng, Sharon X. Lin, and Shuhong Wang. "An Economic Model of Optimal Penalty for Health Care Workplace Violence." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 56 (January 2019): 004695801988419. http://dx.doi.org/10.1177/0046958019884190.
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This article provides an economic model on the optimal penalty of health care workplace violence based on health care workplace classification and cost structure, aiming to deter potential offenders. By developing an EIP (externality, identifiability, and preventability) analytical method, we distinguish the characteristics of different workplaces and find that the health care workplace is the combination of externality, low identifiability, and low preventability. Besides the private cost to victims for ordinary workplace violence, the cost structure of health care workplace violence includes social costs like externality-related public safety cost, defensive medicine cost, and specific factors cost. When the optimal penalty corresponding to different levels of health care workplace violence increases, the threshold level of punishable violence decreases after incorporating the social costs into analysis. Our model shows that public safety costs are positively correlated with the importance of health care workplace in the service network, and a higher public safety cost should be matched with a greater optimal penalty.
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Shankar, Janki, Daniel Lai, Shu-Ping Chen, Tanvir C. Turin, Shawn Joseph, and Ellen Mi. "Highly Educated Immigrant Workers’ Perspectives of Occupational Health and Safety and Work Conditions That Challenge Work Safety." International Journal of Environmental Research and Public Health 19, no. 14 (July 19, 2022): 8757. http://dx.doi.org/10.3390/ijerph19148757.
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This study explored the perspectives of new immigrant workers regarding occupational health and safety and workplace conditions that increase workers’ vulnerability to sustaining injury or illness. Using an interpretive research approach and semi-structured qualitative interviews, 42 new immigrant workers from a range of industries operating in two cities in a province in Canada were interviewed. Seventy-nine percent of the workers were highly qualified. A constant comparative approach was used to identify key themes across the workers’ experiences. The findings revealed that new immigrant workers have an incomplete understanding of occupational health and safety. In many workplaces, poor job training, little worker support, lack of power in the workplace, and a poor workplace safety culture make it difficult for workers to acquire occupational health and safety information and to implement safe work practices. This study proposes workplace policies and practices that will improve worker occupational health and safety awareness and make workplaces safer for new immigrant workers.
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Zeytinoglu, Isik U., and Gordon B. Cooke. "On-the-Job Training in Canada: Associations with Information Technology, Innovation and Competition." Journal of Industrial Relations 51, no. 1 (February 2009): 95–112. http://dx.doi.org/10.1177/0022185608099667.
Full textAbstract:
This article focuses on the associations between on-the-job training and new information technology, innovation introduced in the workplace, and competition experienced by the workplace. The study uses Statistics Canada's 2001 Workplace and Employee Survey, a Canada-wide survey of employers and employees. Only about a third of Canadian workers receive on-the-job training. Multivariate results show that innovation introduced in the workplace is significantly associated with providing on-the-job training. To a lesser extent, implementing new information technology and experiencing competition are also positively associated with on-the-job training. Economic growth and prosperity as well as inclusion and equality can be achieved by providing opportunities for workers to learn and develop their skills and abilities. We recommend governments to support workplaces and workers in their initiatives for the broader-focused on-the-job training since it is a social good that will benefit the society as well as the workers and their workplaces.
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Dombek, Václav. "Institute of clean technologies for mining and utilization of raw materials for energy use – a new potential of research in Ostrava." GeoScience Engineering 58, no. 2 (June 1, 2012): 16–22. http://dx.doi.org/10.2478/v10205-011-0015-1.
Full textAbstract:
Abstract A year ago, in Ostrava, one of the major RDI (Research and Development for Innovation) projects was initiated in the Moravian-Silesian Region, called the Institute of Clean Technologies for Mining and Utilization of Raw Materials for Energy Use. During the first year, many of the top and often unique research laboratories and workplaces were built with a budget of over CZK200m, such as “Workplace of Electron Microprobe”, „Workplace of Tomographic Methods“, “Workplace of Hydrochemistry and Hydrobiology”, “Workplace of Thermal, Hydraulic and Mechanical (THM) Processes in Rocks”, “Workplace of Water Jet”, “Isotope and GCTOF Laboratory” and many others. This laid the basis for various research programmes with truly extraordinary extent and impact not only on the Czech industry but also economy of other EU member states.