Artykuły w czasopismach: „Integrative Workplace Health Management”

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Chu, Cordia, i Sophie Dwyer. "Employer Role in Integrative Workplace Health Management". Disease Management and Health Outcomes 10, nr 3 (2002): 175–86. http://dx.doi.org/10.2165/00115677-200210030-00005.

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Nandram, Sharda. "Humane Organizing in a Post-COVID-19 World: Learning from Buurtzorg’s Trust-Based Decentralization". Journal of Management, Spirituality & Religion 18, nr 5 (1.10.2021): 375–99. http://dx.doi.org/10.51327/mxfl6361.

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This paper examines the enablers and consequences of less hierarchical organizing in which humane values are in focus as a path toward spirituality in the workplace. It describes Buurtzorg Nederland, a revolutionary case in home health care due to its radically decentralized structure and integrative, autonomous system of organizing. Data were collected by studying the responses of directors and nurses to the COVID-19 pandemic. A formative grounded theory methodology based on theoretical sampling using two additional qualitative data sets is used. The paper demonstrates that the simplification of organizational structures through integrative self-management helps to put the organization’s purpose at the center. Even in times of COVID-19 pandemic, this decentralized organizational architecture is empowering. The core concept of integrating simplification is elaborated using the enablers of serving, attuning, and trusting, wherein the concept of trust emerges as foundational.

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Dennerlein, Jack T., Lisa Burke, Erika L. Sabbath, Jessica A. R. Williams, Susan E. Peters, Lorraine Wallace, Melissa Karapanos i Glorian Sorensen. "An Integrative Total Worker Health Framework for Keeping Workers Safe and Healthy During the COVID-19 Pandemic". Human Factors: The Journal of the Human Factors and Ergonomics Society 62, nr 5 (9.06.2020): 689–96. http://dx.doi.org/10.1177/0018720820932699.

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Objective The aim was to recommend an integrated Total Worker Health (TWH) approach which embraces core human factors and ergonomic principles, supporting worker safety, health, and well-being during the COVID-19 pandemic. Background COVID-19 has resulted in unprecedented challenges to workplace safety and health for workers and managers in essential businesses, including healthcare workers, grocery stores, delivery services, warehouses, and distribution centers. Essential workers need protection, accurate information, and a supportive work environment with an unwavering focus on effective infection control. Method The investigators reviewed emerging workplace recommendations for reducing workers’ exposures to the novel coronavirus and the challenges to workers in protecting their health. Using a theoretical framework and guidelines for integrating safety and health management systems into an organization for TWH, the investigators adapted the framework’s key characteristics to meet the specific worker safety and health issues for effective infection control, providing supports for increasing psychological demands while ensuring a safe work environment. Results The recommended approach includes six key characteristics: focusing on working conditions for infection control and supportive environments for increased psychological demands; utilizing participatory approaches involving workers in identifying daily challenges and unique solutions; employing comprehensive and collaborative efforts to increase system efficiencies; committing as leaders to supporting workers through action and communications; adhering to ethical and legal standards; and using data to guide actions and evaluate progress. Conclusion Applying an integrative TWH approach for worker safety, health, and well-being provides a framework to help managers systematically organize and protect themselves, essential workers, and the public during the COVID-19 pandemic. Application By using the systems approach provided by the six implementation characteristics, employers of essential workers can organize their own efforts to improve system performance and worker well-being during these unprecedented times.

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Huang, Hui-Ting, Chung-Hung Tsai, Chia-Fen Wang, Tzu-Chao Chien i Shu-Hao Chang. "Exploration of COVID-19 Pandemic Prevention Behaviors among Healthcare Workers". Healthcare 11, nr 2 (4.01.2023): 153. http://dx.doi.org/10.3390/healthcare11020153.

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Since the outbreak of COVID-19, the pandemic has become an important topic of global public health. To reduce the rapid spread of the pandemic, compliance with preventive behaviors has become one of the important guidelines from the World Health Organization (WHO). Healthcare workers stand on the frontline for pandemic prevention, and preventive behaviors are essential measures to protect their health and safety. The purpose of this study was to propose an integrative model that explained and predicted COVID-19 preventive behaviors among healthcare workers. The study integrated workplace safety climate and the health belief model (HBM) to verify the impact of workplace safety climate and health belief factors on the safety attitude, safety compliance, and safety satisfaction of healthcare workers performing COVID-19 pandemic prevention behaviors. A cross-sectional study was conducted from March to August 2021 with a self-administered online questionnaire. The sample of the study was drawn from healthcare workers of a famous medical institution in Taipei City as research subjects. After collecting 273 valid questionnaires and verifying them through the analysis of structural equation modeling (SEM), the findings revealed that workplace safety climate had an impact on health belief factors, and then health belief factors had impacts on safety attitudes. In addition, safety attitude affected safety compliance, while safety compliance further affected safety satisfaction. The study showed that workplace safety climate can strengthen healthcare workers’ health beliefs and further affect their safety attitudes, safety compliance, and safety satisfaction. The study attempted to propose a model of healthcare workers’ pandemic prevention behaviors as a reference for medical facility administrators in real practice.

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Meacham, Hannah, Jillian Cavanagh, Timothy Bartram, Patricia Pariona-Cabrera i Amie Shaw. "Workplace health promotion interventions for Australian workers with intellectual disability". Health Promotion International 36, nr 2 (22.02.2021): 321–33. http://dx.doi.org/10.1093/heapro/daaa129.

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Summary Workplace health promotion (WHP) and the general wellbeing of workers in the Australian workforce should be a priority for all management. Our study argues that management support for workers with an intellectual disability (WWID) can make a difference to their health promotion and ultimately their participation in the workforce. We adopt a qualitative approach, through semi-structured interviews with 22 managers, across various organizations, to examine their perspectives around the WHP of WWID. We integrate the key values of WHP; rights for health, empowerment for health and participation for health (Spencer, Corbin and Miedema, Sustainable development goals for health promotion: a critical frame analysis, Health Promot Int 2019;34:847–58) into the four phases of WHP interventions; needs assessment, planning, implementation and evaluation (Bortz and Döring, Research Methods and Evaluation for Human and Social Scientists, Heidelberg: Springer, 2006) and examine management perspectives (setting-based approach) on WHP of WWID. Where this integration had taken place, we found some evidence of managers adopting more flexible, innovative and creative approaches to supporting the health promotion of WWID. This integration seemed to drive continuous improvement for WWID health promotion at the workplace. We also found evidence that some organizations, such an exemplar film company, even over deliver in terms of supporting WWID needs by encouraging their capabilities in film making interventions, whilst others are more direct in their support by matching skills to routine jobs. Our approach demonstrates that incorporating key WHP values into the four-phase WHP framework is critical for the effective health promotion of WWID.

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Spitzbart, S., i C. Heigl. "The Role of Healthy Workplace in Austria". Russian Journal of Occupational Health and Industrial Ecology, nr 4 (22.05.2019): 229–32. http://dx.doi.org/10.31089/1026-9428-2019-59-4-229-232.

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The topic of healthy workplace is part of the Austrian health targets. The 10 Austrian health targets were developed with the aim to prolong the healthy life years of all people living in Austria within 20 years (until 2032), irrespective of their level of education, income or personal living condition. Th e 10 health targets were offi cially approved by the Bundesgesundheitskommission and the Council of Ministers in summer 2012. Th ey were mentioned in two government programs and are an important basis for the health reform process. Th e fi rst health target focuses on provide health-promoting living and working conditions for all population groups through cooperation of all societal and political areas. Healthy working conditions are a relevant determinant for health and at the focus of health politics in Austria.Developing a national strategy for healthy workplaces is thereby the most infl uential activity that is set by the Ministry of Labour, Social Aff airs, Health and Consumer Protection and Social Security Institutions. Th e main aim of this strategy is to develop an integrated system, in order to achieve the needs of the people and companies.In Austria exists the system of employee protection, which has two specifi c aspects which the other sectors do not have: 1. Employee protection (a legal duty for companies, which means that companies have to fulfi ll the legal requirements), health promotion and reintegration (voluntary for the enterprises). 2. The Fulfi lment of the le gal requirements is controlled by federal institutions — the Labour Inspection. The Duties of these two Institutions are defi ned by federal law and focus mainly on technical protection, working conditions and which is new since 2015 on mental workloads. Health promotion is regulated by diff erent kinds of legal sources at the federal level. Concerning workplace health promotion the two biggest and most important stakeholders are the Network of Workplace Health promotion which is mostly driven by health insurance and the Funds healthy Austria.In Austria exists the national Program “Fit2work”, which is responsible for reintegration at workplaces. Th is National Program is fi nanced by Accident Insurance, Health Insurance, Pension Insurance, Employment Service, unemployment insurance, Ministry of Social and Labour and off ers services for individuals and companies.Also, the key element of the network is the quality-assurance-system, which is well accepted and established in Austria. However modern companies need integrated services that would combine workplace health promotion with employee protection and occupational integration management. These three fields have different legal bases in Austria and are implemented by diff erent institutions now, which is why there is a need for additional collaborations and networks.

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Johnson, Karen R., Sunyoung Park i Sanghamitra Chaudhuri. "Mindfulness training in the workplace: exploring its scope and outcomes". European Journal of Training and Development 44, nr 4/5 (2.01.2020): 341–54. http://dx.doi.org/10.1108/ejtd-09-2019-0156.

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Purpose As the concept of mindfulness gains popularity in the workplace, there is a need to understand the extent to which mindfulness-related practices are integrated into training and development activities and the impact of these practices on employees and organizations. The purpose of this study is to provide an overview of the scope of mindfulness as an intervention in the workplace and to identify outcomes of mindfulness-related training activities at the individual, job/work, team/group and organizational levels. Design/methodology/approach Torraco (2005) and Briner and Denyer's (2012) four steps (search, selection, analysis and synthesis) for conducting an integrative literature review were used for this study. This method enabled us to compare and contrast relevant articles, integrate distributed information, create new knowledge and provide research directions on mindfulness practices in work settings. Findings Through a revision of 28 empirical studies, the authors found that mindfulness-based training is an effective intervention for organizations to improve mental health, wellbeing and performance of employees. A total of 51 significant outcomes of mindfulness-related training categorized at the individual (23), job/work (17), group/team (7) and organizational (4) levels were identified. Practical implications Despite the benefits of mindfulness training, according to the research, only a handful of organizations have rolled-out this program for employees. The authors recommend that industry leaders and managers take a proactive approach and incorporate mindfulness-related practices as part of their professional development training for employees at all levels to improve personal and professional growth and performance. Originality/value This paper extends the emerging literature on mindfulness by providing a comprehensive summary of the consequences of mindfulness training at a multilevel context within the human resource development domain.

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Chen, Te Fu, Chieh Heng Ko, Chien Chao Huang i Wen Cheng Wang. "Green Management in High-Tech Industry: A Case Study of Samsung". Advanced Materials Research 869-870 (grudzień 2013): 737–40. http://dx.doi.org/10.4028/www.scientific.net/amr.869-870.737.

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The study adopts the model of sustainable development: three overlapping spheres (environment, society and economy) to examine green management in high-tech industry and through the case study of Samsung. Samsung Electronics adopted guidelines for protecting the environment and preserving human life on earth. The organization launched Green Management, which embodies 5 concepts: greening of Management, greening of Product, greening of Processes, greening of Workplace, and greening of Communities. The division has implemented the greening of management, products, procedures, workplaces, and local communities, by practicing focused green management. As declared in the ESH Policy, the Samsung Semiconductor Division considers environment, safety, and health as the key factors of its corporate management. To clean up and protect the environment and preserve life on earth, Samsung Electronics conducts extensive activities that integrate the concepts of environment, safety, health, and disaster prevention as the key factors of green management.

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Panditharathne, Panditharathne Nishantha Kumara Wijesekara, i Zhixia Chen. "An Integrative Review on the Research Progress of Mindfulness and Its Implications at the Workplace". Sustainability 13, nr 24 (15.12.2021): 13852. http://dx.doi.org/10.3390/su132413852.

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Mindfulness has rapidly become a significant subject area in many disciplines. Most of the work on mindfulness has focused on the perspective of health and healthcare professionals, but relatively less research is focused on the organizational outcomes at the workplace. This review presents a theoretical and practical trajectory of mindfulness by sequential integration of recent fragmented scholarly work on mindfulness at the workplace. The review showcases that most contemporary practical challenges in organizations, such as anxiety, stress, depression, creativity, motivation, leadership, relationships, teamwork, burnout, engagement, performance, well-being, and physical and psychological health, could be addressed successfully with the budding concept of mindfulness. The causative processes due to higher mindfulness that generate positive cognitive, emotional, physiological, and behavioral outcomes include focused attention, present moment awareness, non-judgmental acceptance, self-regulatory functions, lower mind wandering, lower habit automaticity, and self-determination. Employee mindfulness could be developed through various mindfulness interventions in order to improve different organizational requirements, such as psychological capital, emotional intelligence, prosocial behavior, in-role and extra-role performance, financial and economic performance, green performance, and well-being. Accordingly, this review would be beneficial to inspire academia and practitioners on the transformative potential of mindfulness in organizations for higher performance, well-being, and sustainability. Future research opportunities and directions to be addressed are also discussed.

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Lopez-de-Ipina, Karmele, Jon Iradi, Elsa Fernandez, Pilar M. Calvo, Damien Salle, Anujan Poologaindran, Ivan Villaverde i in. "HUMANISE: Human-Inspired Smart Management, towards a Healthy and Safe Industrial Collaborative Robotics". Sensors 23, nr 3 (19.01.2023): 1170. http://dx.doi.org/10.3390/s23031170.

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The workplace is evolving towards scenarios where humans are acquiring a more active and dynamic role alongside increasingly intelligent machines. Moreover, the active population is ageing and consequently emerging risks could appear due to health disorders of workers, which requires intelligent intervention both for production management and workers’ support. In this sense, the innovative and smart systems oriented towards monitoring and regulating workers’ well-being will become essential. This work presents HUMANISE, a novel proposal of an intelligent system for risk management, oriented to workers suffering from disease conditions. The developed support system is based on Computer Vision, Machine Learning and Intelligent Agents. Results: The system was applied to a two-arm Cobot scenario during a Learning from Demonstration task for collaborative parts transportation, where risk management is critical. In this environment with a worker suffering from a mental disorder, safety is successfully controlled by means of human/robot coordination, and risk levels are managed through the integration of human/robot behaviour models and worker’s models based on the workplace model of the World Health Organization. The results show a promising real-time support tool to coordinate and monitoring these scenarios by integrating workers’ health information towards a successful risk management strategy for safe industrial Cobot environments.

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Peterson, Patricia, Bill Morrison, Robert Laurie, Viviane Yvette Bolaños Gramajo i John Brock Morrison. "Assessing the factorial structure and internal consistency of the mental fitness and resiliency inventory (MFRI)". International Journal of Workplace Health Management 13, nr 2 (20.02.2020): 153–71. http://dx.doi.org/10.1108/ijwhm-07-2019-0100.

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PurposeThis paper explores the use of the mental fitness and resiliency inventory (MFRI) as a tool for the management of workplace health and well-being. The MFRI provides information on the extent to which positive workplace practices are experienced within three mental fitness domains and five resiliency domains. The purpose of this study was to investigate the factorial structure and internal consistency of the MFRI.Design/methodology/approachThe MFRI was administered to 1,519 employees in multiple workplace environments in Canada. The factorial structure of the MFRI was examined to conduct confirmatory factor analysis (CFA). In addition to the CFA indexes, the internal consistency of each latent construct was calculated, with results reported using Cronbach's coefficient alpha.FindingsThe reliability of the MFRI is very high (alpha = 0.973). The fit indexes from the CFA indicate that the model is permissible. The MFRI can be used with confidence to highlight mental fitness and resiliency strengths, as well as areas needing further development in workplace environments.Research limitation/implicationsLimitations may include the selection of fit indexes upon which to base judgment as to whether the model is satisfactory. Although the MFRI model has been confirmed based on the data from the study sample, there is not yet sufficient data to conclude that the model is a true predictive model. Current and ongoing research will enable elaboration on this matter. In addition, formal documented observations regarding the MFRI's face validity and ease of explanation and understanding of the results may confirm a priori expectations on the part of the users and may strengthen the conclusions from this study.Practical implicationsImplications for workplaces arising from the validation of the MFRI include a growth in capacity to measure the existence of positive psychology practices within organizational environments and to identify and address areas for needed growth and development. By assessing the prevalence of mental fitness and resiliency practices in workplace environments, reports can be produced that indicate various levels of development and integration of these practices. The application of the MFRI facilitates the use of evidence-informed decision-making in addressing organizational goals related to positive workplace cultures.Originality/valueThe MFRI is a new, validated instrument that measures the presence of positive practices that contribute to healthy and effective workplace cultures. The results of the MFRI provide workplace health managers with a profile of organizational strengths (practices that are embedded and comprehensive) and areas for development (practices requiring promotion and capacity building) related to mental fitness and resiliency.

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Thompson-Lastad, Ariana, i Paula Gardiner. "Group Medical Visits and Clinician Wellbeing". Global Advances in Health and Medicine 9 (styczeń 2020): 216495612097397. http://dx.doi.org/10.1177/2164956120973979.

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There is strong evidence for clinical benefits of group medical visits (GMVs) (also known as shared medical appointments) for prenatal care, diabetes, chronic pain, and a wide range of other conditions. GMVs can increase access to integrative care while providing additional benefits including increased clinician-patient contact time, cost savings, and support with prevention and self-management of chronic conditions. During the COVID-19 pandemic, many clinical sites are experimenting with new models of care delivery including virtual GMVs using telehealth. Little research has focused on which clinicians offer this type of care, how the GMV approach affects the ways they practice, and their job satisfaction. Workplace-based interventions have been shown to decrease burnout in individual physicians. We argue that more research is needed to understand if GMVs should be considered among these workplace-based interventions, given their potential benefits to clinician wellbeing. GMVs can benefit clinician wellbeing in multiple ways, including: (1) Extended time with patients; (2) Increased ability to provide team-based care; (3) Understanding patients’ social context and addressing social determinants of health. GMVs can be implemented in a variety of settings in many different ways depending on institutional context, patient needs and clinician preferences. We suggest that GMV programs with adequate institutional support may be beneficial for preventing burnout and improving retention among clinicians and health care teams more broadly, including in integrative health care. Just as group support benefits patients struggling with loneliness and social isolation, GMVs can help address these and other concerns in overwhelmed clinicians.

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Rotaru, Mihaela. "How to keep your staff healthy in the educational sector?" MATEC Web of Conferences 343 (2021): 10015. http://dx.doi.org/10.1051/matecconf/202134310015.

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The purpose of the paper is to identify risks and challenges for alternative forms of work during online classes for teaching personnel. Musculoskeletal disorders (MSD) affect the body’s bones, muscles, joints, ligaments/tendons, and nerves. Musculoskeletal health risk in the educational sector should be taken into consideration to ensure the safety and healthy employees, especially when online classes require a physical inactivity and a prolonged sitting in front of the computer. MSD management requires an integrated approach integrating wellbeing with a focus on prevention, recognizing physical, social and emotional influences and early intervention. Workplace wellness has been a valuable tool and technique for maximizing employee health and workplace efficiency.

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Janetzke, Hanna, i Michael Ertel. "Psychosocial risk management in more and less favourable workplace conditions". International Journal of Workplace Health Management 10, nr 4 (7.08.2017): 300–317. http://dx.doi.org/10.1108/ijwhm-09-2016-0063.

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Purpose Although efforts have been made to specify the concept and the process of psychosocial risk management (PSRM), there is still a lack of knowledge on overcoming initiation and implementation barriers. The purpose of this paper is to explore how PSRM was implemented in different work contexts (under difficult and favourable conditions concerning the extent of management’s commitment and participative practices). Success factors are derived from the different work contexts. Design/methodology/approach This study compares PSRM approaches across organizations in four European countries. A total of 41 interviews with 60 organizational stakeholders were carried out and supplemented with a corporate documents analysis. Commonalities and differences within and between ten organizational case studies were analysed from which good practice and lessons learnt could be extracted. Findings The authors found different approaches based on the extent to which organizational capacity (management commitment and participative practices to prevent psychosocial risks) was taken into account. Where capacity was restricted, external support was necessary to initiate and to implement the process. Where capacity was high, integration of PSRM into routine processes and connection with already existing processes was a dominating topic. Originality/value Currently, enabling and hindering factors are not systematically prioritized according to the specific context in which PSRM takes place and often they are not differentiated according to the level (e.g. personal, processual, structural and cultural) where they are situated. This study identifies PSRM versions at those different levels which can help in tailoring specific measures to the workplace conditions.

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Clements, Alison, Angela Nicholas, Karen E. Martin i Susan Young. "Towards an Evidence-Based Model of Workplace Postvention". International Journal of Environmental Research and Public Health 20, nr 1 (22.12.2022): 142. http://dx.doi.org/10.3390/ijerph20010142.

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This instrumental case study explored what suicide postvention might offer workplaces using the example of a large metropolitan funeral company. A mixed methods approach was utilized to examine staff experiences with suicide bereavement funerals and responses to a bespoke postvention training package. Staff found funerals due to suicide difficult in terms of communication, engagement and emotionality. These challenges were commonly characterized by increased tension and concern. In the absence of a postvention informed approach, staff had developed individual ways to negotiate the identified challenges of this work. The introduction of a staff-informed postvention training package delivered improvements in staff confidence with communication, understanding and management of the impact of suicide bereavement, and increased willingness to share information about postvention services with families and mourners. The findings indicated that benefits of the training could be extended through organizational governance and integration of supports. The findings are used to inform a model of workplace postvention together with a methodology incorporating staff experience and organizational context.

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Yick, Alice G., i Andrea M. Daines. "Data in–data out? A metasynthesis of interpreter’s experiences in health and mental health". Qualitative Social Work 18, nr 1 (28.04.2017): 98–115. http://dx.doi.org/10.1177/1473325017707027.

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The goal of this metasynthesis study was to employ qualitative research studies to explore the experiences of interpreters working in hospitals or mental healthcare facilities. Using Noblit and Hare’s meta-ethnographic strategy, findings from six qualitative articles were reduced to seven main themes: (1) technicalities of interpreting, (2) balancing objectivity versus supporting and identifying with the patient, (3) emotionally charged stories, (4) workplace stress, (5) interpreters’ recommendations, (6) coping strategies, and (7) integrating the past with existential growth. Practice recommendations include examining the workplace culture for attitudes that devalue interpreters. To reduce secondary trauma, it is recommended that interpreters become integrated team members with access to supervision and stress management, in order to build coping strategies. Interpreters suggested implementing preparation time and debriefing time, as well as ongoing training and professional development. However, these suggestions raise complicated administrative issues surrounding fee-for-service reimbursement.

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Su, Yung-Yu, Su-Tsai Huang, Ying-Hsun Wu i Chun-Min Chen. "Factors Affecting Patients' Acceptance of and Satisfaction with Cloud-Based Telehealth for Chronic Disease Management: A Case Study in the Workplace". Applied Clinical Informatics 11, nr 02 (marzec 2020): 286–94. http://dx.doi.org/10.1055/s-0040-1708838.

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Abstract Objective Understanding patients' acceptance of and satisfaction with telehealth use is important for workplace health promotion. In this study, we used a questionnaire to measure patients' usage behavior and satisfaction with cloud-based telehealth services in the workplace. We empirically investigated the factors that influence patients' usage and satisfaction based on data collected from 101 participants. Methods As its main research framework, this study utilized a revised version of the technology acceptance model 2 that was based on the telehealth services provided for chronic disease management. Through integrating a cross-sectional research design with an author-developed structured questionnaire that was assessed using reliability and validity tests, an anonymous survey was conducted on selected participants. The proposed research model and hypotheses were validated through path analysis using SPSS. Results We found that users believe telehealth services can promote their workplace health management; that job relevance, result demonstrability, and perceived ease of use (PEOU) positively affect the perceived usefulness (PU), which implies that cognitive instrumental processes have the most significant impact on the PU of cloud-based telehealth; and that both PEOU and PU positively affect the intention to use (IU), but PU has a bigger influence than PEOU on users' intentions to continue using telehealth. In particular, the IU and actual usage behavior were critical to the patients' satisfaction with telehealth services. Conclusion This research contributes to the rapid developing field of technology acceptance research by examining workplace telemedicine engagement. Our results will provide researchers with useful advice and a user-centered strategy for promoting workplace health management, which benefits both health care providers and corporate managers.

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Clay-Williams, Robyn, Andrew Johnson, Paul Lane, Zhicheng Li, Lauren Camilleri, Teresa Winata i Michael Klug. "Collaboration in a competitive healthcare system: negotiation 101 for clinicians". Journal of Health Organization and Management 32, nr 2 (9.04.2018): 263–78. http://dx.doi.org/10.1108/jhom-12-2017-0333.

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Purpose The purpose of this paper is to evaluate the effectiveness of negotiation training delivered to senior clinicians, managers and executives, by exploring whether staff members implemented negotiation skills in their workplace following the training, and if so, how and when. Design/methodology/approach This is a qualitative study involving face-to-face interviews with 18 senior clinicians, managers and executives who completed a two-day intensive negotiation skills training course. Interviews were transcribed verbatim, and inductive interpretive analysis techniques were used to identify common themes. Research setting was a large tertiary care hospital and health service in regional Australia. Findings Participants generally reported positive affective and utility reactions to the training, and attempted to implement at least some of the skills in the workplace. The main enabler was provision of a Negotiation Toolkit to assist in preparing and conducting negotiations. The main barrier was lack of time to reflect on the principles and prepare for upcoming negotiations. Participants reported that ongoing skill development and retention were not adequately addressed; suggestions for improving sustainability included provision of refresher training and mentoring. Research limitations/implications Limitations include self-reported data, and interview questions positively elicited examples of training translation. Practical implications The training was well matched to participant needs, with negotiation a common and daily activity for most healthcare professionals. Implementation of the skills showed potential for improving collaboration and problem solving in the workplace. Practical examples of how the skills were used in the workplace are provided. Originality/value To the authors’ knowledge, this is the first international study aimed at evaluating the effectiveness of an integrative bargaining negotiation training program targeting executives, senior clinicians and management staff in a large healthcare organization.

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Chughtai, Muhammad Salman, Dr Hira Salah Ud Din Khan, Syed Zulfiqar Ali Shah i Lenny Yusrini. "Dark Triad, Counterproductive Work Behaviors, Workplace Incivility, and the Role of Islamic Work Values: A Moderated Mediation Model". Business Ethics and Leadership 4, nr 4 (2020): 56–67. http://dx.doi.org/10.21272/bel.4(4).56-67.2020.

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The organization’s ethical climate increases productivity at the individual the organizational level; further, it reduces the harmful characteristics and negative intensity of individuals’ inflated self-esteem. Integration of the theory of threatened egotism and ethical climate theory, this study’s objective was to examine the mediating mechanism of workplace incivility between dark triad (Narcissism, Psychopathy and Machiavellianism) and counterproductive work behaviors with the sample from public sector (judiciary) institution. Additionally, in the present study, we also test the moderating effect of Islamic work values between the mediating relationship of workplace incivility and counterproductive work behaviors. Close-ended questionnaires were used to collect data from a sample size of 268 participants (permanent employees of the judiciary) of a public sector organization who voluntarily participate in the process of data collection for this study. To test the study’s proposed hypothesis, different statistical techniques, i.e., correlation, regression were applied to test the direct effects, and Hayes PROCESS-macro method was applied to test indirect effects (mediation), moderation, and moderated mediation. Findings of the study indicate that workplace incivility mediates the association of dark triad and counterproductive work behaviors. Furthermore, findings reveal that Islamic work values moderate the mediated relationship between workplace incivility and counterproductive work behaviors. We also tested the moderated mediation model, and findings indicate that Islamic work values weaken the positive intensity of dark triad and counterproductive work behaviors in the presence of workplace incivility. This study’s findings further declare that a higher level of Islamic work values weaken the intensity of negative personality on counterproductive work behaviors and decrease the uncivil behaviors of individuals at the workplace. Policymakers and higher management of public sector institutions especially focus on the psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities at the workplace. Overall, this study contributed to the theory of threatened egotism and ethical climate theory by integrating dark triad, workplace incivility, counterproductive work behaviors, and Islamic work values collaborations with exciting outcomes, specifically with the background of public sector institution of Asian developing country. Keywords: Dark Triad; Workplace Incivility; Islamic Work Values; Counterproductive Work Behaviors; Theory of Threatened Egotism; Ethical Climate Theory.

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Kotejoshyer, Rajashree, Yuan Zhang, Marian Flum, Jane Fleishman i Laura Punnett. "Prospective Evaluation of Fidelity, Impact and Sustainability of Participatory Workplace Health Teams in Skilled Nursing Facilities". International Journal of Environmental Research and Public Health 16, nr 9 (27.04.2019): 1494. http://dx.doi.org/10.3390/ijerph16091494.

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Organizational features of work often pose obstacles to workforce health, and a participatory change process may address those obstacles. In this research, an intervention program sought to integrate occupational safety and health (OSH) with health promotion (HP) in three skilled nursing facilities. Three facilities with pre-existing HP programs served as control sites. The intervention was evaluated after 3–4 years through focus groups, interviews, surveys, and researcher observations. We assessed process fidelity in the intervention sites and compared the two groups on the scope of topics covered (integration), program impact, and medium-term sustainability. The intervention met with initial success as workers readily accepted and operationalized the concept of OSH/HP integration in all three intervention facilities. Process fidelity was high at first but diminished over time. At follow-up, team members in two intervention sites reported higher employee engagement and more attention to organizational issues. Two of the three control facilities remained status quo, with little OSH/HP integration. The intervention had limited but positive impact on the work environment and health climate: staff awareness and participation in activities, and organizational factors such as decision-making, respect, communication, and sharing of opinions improved slightly in all intervention sites. Resources available to the teams, management support, and changing corporate priorities affected potential program sustainability.

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Can, Elif, Clara Milena Konrad, Sidra Khan-Gökkaya, Isabel Molwitz, Jawed Nawabi, Jin Yamamura, Bernd Hamm i Sarah Keller. "Foreign Healthcare Professionals in Germany: A Questionnaire Survey Evaluating Discrimination Experiences and Equal Treatment at Two Large University Hospitals". Healthcare 10, nr 12 (22.11.2022): 2339. http://dx.doi.org/10.3390/healthcare10122339.

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Objective: To identify facilitators and barriers and derive concrete measures towards better workplace integration of migrants working in the German healthcare sector. Design: Two-centre cross-sectional quantitative online survey of experiences of discrimination among healthcare professionals with a migration history in two large German university hospitals. Participants: 251 participants fully completed the questionnaires. Main outcome measures: Experiences of discrimination and perception of inequality. Results: Fifty-five percent of migrant health workers had had at least some command of German before arriving in Germany. Members of all professional groups surveyed expressed experiences of discrimination related to language, nationality, race/ethnicity, and sex/gender. The proportions of staff with experiences of discrimination by peers differed significantly among occupational roles, with nurses and technologists having the most experiences of discrimination. The perception of inequality was reported more frequently than experiences of discrimination and had a negative impact on workplace satisfaction. Specifically, the compulsion to compete was a frequent feeling stated by participants. Conclusion: The mechanisms of discrimination and structural inequality revealed by our survey could inform specific measures, for example at the management level, to increase workplace satisfaction and attract migrant health workers in the long term.

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Andreasik, Jan. "The Architecture of the Intelligent Case-Based Reasoning Recommender System (CBR RS) Recommending Preventive/Corrective Procedures in the Occupational Health and Safety Management System in an Enterprise". Barometr Regionalny. Analizy i Prognozy 15, nr 3 (12.01.2018): 109–24. http://dx.doi.org/10.56583/br.430.

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The paper presents the original architecture of the system recommending preventive/corrective procedures in the occupational health and safety management system in an enterprise: ComplianceOHS-CBR. The system consists of four modules: Module A — an ontology of the workplace OHS profile, Module B — an ontology of preventive/corrective procedure indexation OPCPI, Module C — a recording system of the monitoring process of non-compliance with the requirements of OHS, Module D — a recommending engine consistent with the CBR methodology. The essence of the approach presented in this paper is integration of the monitoring system of the analysis process of non-compliance with the requirements of OHS at the workplace (the ADONIS system was used) with the case-based reasoning process (CBR). The integration platform consists of two ontologies: an ontology of profile compliance with the workplace OHS requirements (OP-OHS) and an ontology of preventive/corrective procedure indexation (OPCPI). Both of the ontologies are presented in the Protege 5 OWL editor. Inference engines are alternatively, according to the CBR methodology, myCBR and jCOLLIBRI.

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London, Leslie. "AIDS Control and the Workplace: The Role of Occupational Health Services in South Africa". International Journal of Health Services 28, nr 3 (lipiec 1998): 575–91. http://dx.doi.org/10.2190/3fj6-7mj9-vx3l-76nj.

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AIDS interventions typically fail to address the disjuncture between private behaviors and the social determinants of HIV infection. Data from a telephone survey of manufacturing companies and a postal survey of occupational health nurses in the Western Cape, South Africa, were used to explore the possible role of occupational health services in prevention and control of AIDS. The author found limited evidence of worker involvement in AIDS programs, particularly in companies with occupational health professionals. The management of sexually transmitted diseases was incomplete. Mandatory pre-employment testing of workers for HIV was not widespread. Respondents' opinions on priorities for AIDS prevention and control reflected a preoccupation with knowledge transfer. To ensure their effectiveness, workplace AIDS programs must improve worker participation and integrate AIDS prevention in general workplace health and safety programs. In addition, education programs must develop objectives within a critical theoretical understanding of the behavioral issues relevant to AIDS prevention, and must emphasize the empowerment of women in the workplace. In the context of the present restructuring of health services in South Africa, occupational health services, using the strategies outlined, can make a major contribution to national AIDS prevention and control.

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Baharudin, Baharudin, Fauziah Nuraini Kurdi i Andries Lionardo. "ANALISIS PERBEDAAN TIPE KEPRIBADIAN A DAN B TERHADAP MANAJEMEN KONFLIK INTERPERSONAL PADA PEGAWAI RUMAH SAKIT KHUSUS MATA PROVINSI SUMATERA SELATAN". Psikis : Jurnal Psikologi Islami 1, nr 2 (16.05.2016): 25–33. http://dx.doi.org/10.19109/psikis.v1i2.565.

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Hospital as one of health public services institution on delivering health services supported by multidiscipline professions that have diversity of personality. Personality is one of factor contributed in triggering interpersonal conflict at workplace. There are five interpersonal conflict managements commonly used, namely ; integrating, obliging, dominating, avoiding dan compromising. Research was conducted on March 2015 at Eye Specialist Hospital South Sumatera Province which 75 respondens as samples of the reaserch. The objectives of this reaserch to explore differences among type A and B personality toward interpersonal conflict management in the hospital. Cross Sectional Study as design of the reaserch with Manova and Post Hoc test analyisis. From this reaserch found that type A personality is dominant personality of employee, and dominant interpersonal conflict management is integrating style. Based on the risult of Post Hoc analysis shown that significant difference between type A and B personality towrad management conflict of interpersonal found on obliging style with P value 0,000 < 0,05, for other management conflict style was not found.

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Leovaridis, Cristina. "Workplace Innovations as Reflected in the Romanian Economic Press". Romanian Journal of Communication and Public Relations 17, nr 1 (1.04.2015): 101. http://dx.doi.org/10.21018/rjcpr.2015.1.134.

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<p>Workplace innovations are designed to optimize production processes in firms and improve employees’ working conditions; few researches on this topic have shown that workplace innovations increased employees’ job satisfaction, as well as a sense of responsibility and autonomy, but also employees’ overall well-being, especially regarding to work–life balance and health. Workplace innovation includes aspects regarding work organization (job autonomy, self-managed teams, flexible working etc.), organizational structure and systems (devolution of decision-making to employees, fairness and equality, supporting employee initiative etc.), learning and development (high involvement innovation, staff learning and development, shared knowledge and experience etc.), workplace partnership (social dialogue, representative participation, involvement in change, openness and communication, integrating tacit and strategic knowledge etc.). This paper aims to highlight the main characteristics of workplace innovations in Romanian firms, as they are presented in some economical, business and academic, journals in our country. The research methodology consisted of a content analysis performed on four Romanian economic journals two from academic area (Management and Marketing and Management Dynamics in Knowledge Economy) and two from business area (Cariere and Biz). The dimensions of content analysis included the different types of workplace innovations and their effects on organizational performance as well as on employees’ quality of life at the workplace, the size and the source of capital and economic sector of firms that innovate in human resource management, barriers and drivers to the implementation of workplace innovations etc. The period for journals content analysis was 1 year, between January 1 and December 31, 2013. The paper contains a case study for each journal, including abstracts of the most relevant articles on the workplace innovations and related topics.</p>

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Matsumoto, Miyuki, i Baiju Gopal. "Solidarity, job satisfaction, and turnover intent in employees". International Journal of Workplace Health Management 12, nr 4 (25.07.2019): 247–57. http://dx.doi.org/10.1108/ijwhm-09-2018-0118.

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Purpose While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees’ length of working overtime or working long hours. Design/methodology/approach The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime.

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Lagrosen, Yvonne, i Frederick Travis. "Developing a neuropsychological measurement to capture workplace learning". Journal of Modelling in Management 11, nr 3 (8.08.2016): 783–801. http://dx.doi.org/10.1108/jm2-10-2014-0082.

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Purpose The purpose of the paper is to examine variables to be included in a measurement instrument which measures workplace learning related to recent research into quality management and brain functioning. Design/methodology/approach A literature review was conducted, investigating measures of workplace learning as well as the connections between brain functioning and management. Further studies will use the brain integration scale to compare levels of brain integration with measures of workplace learning. Findings The variables “empathy”, “presence and communication”, “continuity”, “influence”, “development”, “work-integrated learning” and “flow” were found to be relevant from the literature review to be tested for inclusion in the measurement instrument. A measurement model with these variables included has been developed. Research limitations/implications This paper is conceptual in its nature. Empirical studies are needed to validate the propositions. Practical implications The proposed measurement instrument can be used by managers to gain insight into underlying mechanisms in the organizational culture that influence employees’ learning and potential for development. Thus, it can aid managers to achieve profound learning in their organizations, which is necessary for continuously maintaining high quality of products and services. Social implications For society, the implementation of the proposed measurement instrument in companies could lead to better health and higher job satisfaction among employees. Originality/value Traditional ways of measuring working environment are rarely connected to brain functioning of the employees. Only requiring small resources, this approach adds to an understanding of underlying mechanisms.

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Aljohani, Wael Abdullah, i Glezzeelyne Pascual Pascua. "Impacts of Manual Handling Training and Lifting Devices on Risks of Back Pain among Nurses: An Integrative Literature Review". Nurse Media Journal of Nursing 9, nr 2 (3.12.2019): 210–30. http://dx.doi.org/10.14710/nmjn.v9i2.26435.

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Background: Musculoskeletal injuries, notably lower back injuries, are major occupational health problems among nurses. These injuries occur mainly due to incorrect use of body mechanics upon handling, lifting, and transfer of patients. It is the leading cause of occupational disability and is associated with increased healthcare costs. Reducing these injuries can lead to a significant reduction in healthcare costs.Purpose: This integrative literature review aims to examine the impacts of manual handling and lifting devices on the risk of back pain among hospital nurses.Methods: This study uses an integrative literature review design. Proquest, Science Direct, MEDLINE, and CINAHL were searched comprehensively. A Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) flow diagram was used to check the number of publications that were identified and screened for eligibility, and the number of publications excluded and reasons for exclusion. The Critical Appraisal Skills Programme (CASP) and the Centre for Evidence-Based Management critical appraisal checklist for a cross-sectional study (CEBM) were used to appraise the quality of selected articles.Results: Fifteen studies were found to highlight the importance of manual handling training programs and the consistent use of lifting devices in the prevention of low back pain. Ergonomics training, proper body mechanics and posture, use of body slings, workplace characteristics, availability of equipments and complexity of work, lost work days including nurses’ knowledge, experience, attitude and compliance are essential factors that impacts back pain.Conclusion: Manual handling training programs and the use of patient lifting equipment are effective in preventing lower back pain among nurses.

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Kogi, Kazutaka. "Linking better shiftwork arrangements with safety and health management systems". Revista de Saúde Pública 38, suppl (grudzień 2004): 72–79. http://dx.doi.org/10.1590/s0034-89102004000700011.

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OBJECTIVE: Various support measures useful for promoting joint change approaches to the improvement of both shiftworking arrangements and safety and health management systems were reviewed. A particular focus was placed on enterprise-level risk reduction measures linking working hours and management systems. METHODS: Voluntary industry-based guidelines on night and shift work for department stores and the chemical, automobile and electrical equipment industries were examined. Survey results that had led to the compilation of practicable measures to be included in these guidelines were also examined. The common support measures were then compared with ergonomic checkpoints for plant maintenance work involving irregular nightshifts. On the basis of this analysis, a new night and shift work checklist was designed. RESULTS: Both the guidelines and the plant maintenance work checkpoints were found to commonly cover multiple issues including work schedules and various job-related risks. This close link between shiftwork arrangements and risk management was important as shiftworkers in these industries considered teamwork and welfare services to be essential for managing risks associated with night and shift work. Four areas found suitable for participatory improvement by managers and workers were work schedules, ergonomic work tasks, work environment and training. The checklist designed to facilitate participatory change processes covered all these areas. CONCLUSIONS: The checklist developed to describe feasible workplace actions was suitable for integration with comprehensive safety and health management systems and offered valuable opportunities for improving working time arrangements and job content together.

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Buttigieg, Sandra C., Kevin Agius, Adriana Pace i Maria Cassar. "The integration of immigrant nurses at the workplace in Malta: a case study". International Journal of Migration, Health and Social Care 14, nr 3 (10.09.2018): 269–89. http://dx.doi.org/10.1108/ijmhsc-06-2017-0024.

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Purpose The purpose of this paper is to identify the extent to which immigrant nurses have integrated within the Maltese healthcare system. Design/methodology/approach This research consisted of a qualitative case study approach which was conducted within Malta’s four public entities in the secondary care sector. In this case study, data were collected through 34 semi-structured interviews with ten nursing managers, 12 Maltese nurses and 12 immigrant nurses. The data were analysed using content analysis. Data were collected between June 2015 and July 2015. Findings Four themes emerged from the data. These were: human resources management, language barrier, cultural differences and discrimination. The recruitment of nurses to Malta from other countries translated into several positive and favourable outcomes, such as the sharing of knowledge. However, a number of negative and unfavourable outcomes are also indicated in the data including language barrier and discrimination. Research limitations/implications This paper presents a discussion of the issues experienced within a healthcare system in relation to the mobility of nurses. Increasingly, the nursing workforce across the globe comprises of professionals from various nationality, origin, training, culture and professional ethos. The findings are presented in an effort to inform policy makers, management and administrative structures regarding the issues pertaining to the prevalent growing reality of mobility in nurse populations. Originality/value This research study provides a unique contribution to the literature regarding the phenomenon of nurse mobility because it embraces the integration of nurses as a two-way process. Since data was collected from immigrant nurses as well as from local nurses and nursing managers, this study hopes to offer a different point of view from previous studies which largely focused on the views of immigrant nurses only.

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Nnaji, Chukwuma, Ibukun Awolusi, JeeWoong Park i Alex Albert. "Wearable Sensing Devices: Towards the Development of a Personalized System for Construction Safety and Health Risk Mitigation". Sensors 21, nr 3 (20.01.2021): 682. http://dx.doi.org/10.3390/s21030682.

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Wearable sensing devices (WSDs) are increasingly helping workers stay safe and healthy in several industries. However, workers, especially in the construction industry, have shown some aversion towards the use of WSDs due to their ability to capture specific information that may be considered personal and private. However, this revered information may provide some critical insight needed by management to plan and optimize worksite safety and support technology adoption in decision making. Therefore, there is a need to develop personalized WSD systems that are mutually beneficial to workers and management to ensure successful WSD integration. The present study aims to contribute to knowledge and practice by filling this critical gap using insight from 330 construction workers with experience using WSDs. The results from this study indicate that all 11 WSD functions identified through this study play a vital role in improving worker safety and health and that approximately two out of three workers are open to sharing the physiological and environmental information captured using these WSDs with their management. However, functions for detecting workers’ proximity to workplace hazards, specifically energized electrical materials, toxic gas, and fire/smoke, were the most critical functions that had mutual value to workers and management. Finally, the present study proposed and evaluated a phased personalized WSD system that should encourage successful WSD integration.

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Matouq, Mohammed. "Process Safety Management Strategies and Risk Assessment". Volume 4 issue 2 4, nr 2 (1.08.2021): 52–61. http://dx.doi.org/10.48103/jjeci472021.

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The benefits of achieving excellent process safety prevent or mitigate incidents. Well, the decision-making process has a benefit on risk reduction. This paper guides how an effective system can be established to develop methods and models for mandatory safety and a healthful workplace. The success of health and safety management depends on the discipline, commitment, and participation of all employees to ensure the success of management strategies and ensure the reduction of significant risks. The sustainability challenges are increasingly by evaluating risk and process safety due to the differences in the knowledge and experiences. Failure Mode and Effective Analysis (FMEA) combined with risk management principles provide an overall assessment to express the deviation that might occur in the process before failure and distinguish the importance of risk factors. This article intended to provide a method for integrating an organization's safety and health regardless of its size and work contributed to regulations and requirements. The benefits to implementing this model in the company will show returns in the investment. The main challenges include identification and discussion of the potential risks, in addition, to the collaborative of researchers between environmental protection and process system leading to the reliability and better understanding of the existing safety concepts.

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Ortlieb, Renate, i Silvana Weiss. "Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics". German Journal of Human Resource Management: Zeitschrift für Personalforschung 34, nr 4 (28.04.2020): 418–42. http://dx.doi.org/10.1177/2397002220914224.

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Do employers tend to exploit refugees or do they offer them high-quality jobs? This article examines the job quality of refugees from Afghanistan and Syria working in Austria. It uses unique survey data of 316 refugees and cluster analysis to identify job quality profiles. Drawing on well-established job quality frameworks, it considers multiple dimensions of job quality, including pay, job security, overqualification in terms of level and content area, learning opportunities, at-home feeling and health aspects. The findings reveal four job quality profiles with considerable trade-offs or compromises between job quality dimensions. Furthermore, the job quality profiles are associated with the methods refugees use to find a job. The study enhances understanding of labour market integration of refugees and the associated role of human resource management.

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Haas, Emily J., i Emanuele Cauda. "Using Core Elements of Health and Safety Management Systems to Support Worker Well-Being during Technology Integration". International Journal of Environmental Research and Public Health 19, nr 21 (25.10.2022): 13849. http://dx.doi.org/10.3390/ijerph192113849.

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Research studying the intersection of occupational safety and health (OSH) and direct reading and sensor technologies (DRST) is sparse, with a specific lack of research available that has empirically considered ways that DRST may impact worker well-being. In this paper, the authors examine how organizations could utilize core elements of their health and safety management system (HSMS) to coordinate and execute DRST in the workplace to support worker well-being. National Institute for Occupational Safety and Health (NIOSH) researchers developed a 39-item questionnaire targeting OSH professionals to understand attitudes toward DRST and the current and intended uses of DRST at their place of employment. Eighty-eight OSH professionals completed the questionnaire between August and December 2021. Descriptive results of the study sample are provided but the focus of the study applies the open-ended responses to two questions, which was deductively analyzed. Descriptive results show that reliability and validity of data was a top concern while the open-ended qualitative feedback revealed three primary themes: (1) acceptability and trust in technology; (2) ease of use; and (3) support and guidelines. Results provide an opening to use core HSMS elements (i.e., management commitment and leadership, communication and coordination, and employee involvement) during DRST integration to demonstrate support for workers during times of ambiguity and change.

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Bühne, David, Torsten Alles, Christian Hetzel i Matthias Mozdzanowski. "Umsetzung des betrieblichen Eingliederungsmanagements. Ergebnisse der Erwerbstätigenbefragung 2018". ASU Arbeitsmedizin Sozialmedizin Umweltmedizin 2022, nr 01 (21.12.2021): 46–52. http://dx.doi.org/10.17147/asu-1-161095.

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Implementation of operational integration management – findings of a representative survey of employees 2018 Objectives: In Germany, employers are obliged to offer “operational integration management” (OIM) to employees who have been on sick leave for more than six weeks within the past 12 months. The aim of this analysis was to investigate the implementation of OIM. Methods: The analysis was based on a representative survey of employees (“BIBB/BAuA Employment Survey of the Working Population on Qualification and Working Conditions in Germany 2018”), which includes information on OIM for the first time. Sociodemographic and health-related characteristics, attributes of the company and job requirements, as well as aspects related to job satisfaction were analyzed in connection with the reported receipt of offers of OIM. It included subjects who reported having been on sick leave for 31 or more days within the last 12 months. The analysis was carried out by using multiple logistic regression models. Results: Among 1347 employees with 31 or more days of sick leave, 615 (45.7 %) reported having received an offer of OIM from their employer. Eleven characteristics were found to be significant in multiple models (p < 0.05). An increased chance of an OIM invitation was observed in subjects that reported a positive view on work and the working atmosphere (sense of community at the workplace, praise from superiors, job satisfaction) as well as in those who were employed in companies with a works or staff council (odds ratio (OR) = 1.7). If workplace health promotion measures had been implemented in their companies within the last two years, the odds of receiving an OIM offer were 2.4 times higher. Compared to public service, only the other services were associated with a lower chance of receiving an OIM offer (OR = 0.6). Conclusions: The findings suggest that the legal mandate for OIM is still not being adequately implemented. According to the survey, this applies in particular to companies classified as other services, to those that have neither a staff nor a works council and in which no health promotion measures have been implemented in the last two years. Keywords: BEM – occupational health management – incapacity for work – capacity for work

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Khodeir, Laila, i Youhansen Salahel Dine. "The Impact of Integrating Occupational Safety and Health into the Pre-Construction Phase of Projects: A Literature Review". Academic Research Community publication 2, nr 3 (18.12.2018): 173. http://dx.doi.org/10.21625/archive.v2i3.357.

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Construction is a high-risk industry owning to several accidents that take place in construction sites. Fatalities and workplace injuries are a major issue. Construction managers concentrate on profitability as far as cost, quality, and time are concerned. Unless experts end up mindful of safety-related issues, development tasks can never reach their targets. The main aim of this paper is to review the literature that highlights the result of the implementation of occupational health and safety practices in construction sites. The research examines the impact of the implementation on the number of accidents in construction sites and the precautions that should be taken into consideration starting from the pre-construction stage. Previous research suggested that early introduction of occupational safety & health management systems (OHSMS) and elements within the project implementation is an important asset in decision-making. It aims toward the abatement of occupational hazards in the workplace. The paper explores through a literature review the root causes of construction accidents and factors causing risks in construction sites. The research explains OSHMS, and its effects, and how they can be integrated into the pre-construction stage in projects. The impact of the implementation of occupational health and safety practices at construction sites will be discussed as well. The study concluded that due to implementing OHSMS, there is a significant reduction in accidents. In order to improve security and health, safety measures should be included starting from the preparation of contract documents. It is recommended that the managers of top construction companies commit more to safety and health procedures. There is a need to provide funding for the regulatory body that oversees health and safety in the construction industry.

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Costa-Black, Kátia M., i Chris Arteberry. "The social value of Participatory Ergonomics from a practitioner’s perspective". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 64, nr 1 (grudzień 2020): 919–23. http://dx.doi.org/10.1177/1071181320641219.

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Ergonomics applies a set of ambitious frameworks and robust body of evidence for integrating different practices to optimize worker health and well-being. One recognized framework is the participatory approach, which delves into sociotechnical workplace actions – developed from the ground up – to achieve improved human performance outcomes and acceptability across the organization. Much of what is known about the value of participatory ergonomics centers on return-on-investment analyses related to injury prevention. Outside this spectrum, little has been discussed. This paper imparts how a participatory approach can lead to various positive impacts beyond financial gains, mainly by focusing on continuous improvements at the management systems level and on proactively motivating people and organizations to embrace healthy working conditions and behaviors. Issues such as the social-ethical value of involving workers in work design and return-to-work solutions are discussed to illustrate the holistic value of participatory ergonomics in the context of Total Worker Health.

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Heller-Ono, Alison. "21st Century Ergonomics: A Lean Approach to Ergonomics Process Design and Management". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 53, nr 16 (październik 2009): 1013–16. http://dx.doi.org/10.1177/154193120905301603.

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Ergonomics strategies are becoming more common in the workplace for a variety of different reasons. These include productivity and efficiency gains, reducing the risk of work injuries, improving workstation design and layout, enhancing tool design or all of the above. One such strategy that generates significant results by addressing multiple reasons is the development and integration of an Ergonomics Process (EP) into the organization. The EP is a lean, pro-active and participative approach that is designed to prevent and manage work injuries quickly and effectively. The EP is based on the theory of Macro ergonomics, continuous improvement, participatory ergonomics and modern day lean system thinking. The EP described in this paper demonstrates a practical and efficient approach to the design of work systems that engages employees, management and administrators to impact the organization at the macro and micro ergonomics level, resulting in a powerful return on investment through increased productivity, employee work health satisfaction, and significant cost savings.

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Patton, Eric. "Autism, attributions and accommodations". Personnel Review 48, nr 4 (4.06.2019): 915–34. http://dx.doi.org/10.1108/pr-04-2018-0116.

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PurposeIndividuals with autism spectrum disorders (ASD) represent a growing segment of the population but face important obstacles in the workplace. Even for ASD individuals with the mildest form/highest-functioning type, unemployment is 80 percent, and many of those who work are underemployed. This in spite of the fact that these individuals are highly intelligent and capable of excellent work. The purpose of this paper is to present a model of the unique challenges that workers with ASD face in the modern workplace based on stigmas and discrimination surrounding mental health, attribution theory and the disconnect between behaviors common to neurodiverse individuals and some of the most researched theories in the field of organizational behavior. The goal of the paper is to encourage more empirical research focused specifically on ASD workers.Design/methodology/approachA review of the literature on ASD in juxtaposed to evidence-based social psychology and management theories to demonstrate the difficulties faced by individuals with ASD.FindingsRecommendations for overcoming these barriers and using management theories to help integrate ASD workers are discussed.Originality/valueWorkers with ASD are a growing population in the workforce, but have received scant research attention. This is the first paper to link several theories to ASD and the hope is that subsequent research will illuminate these relationships empirically.

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Niescken, Svenja, i Ellen Braun. "Prävention von Depression und Burnout am Arbeitsplatz". Der Betriebswirt: Volume 53, Issue 2 53, nr 2 (30.06.2012): 8–12. http://dx.doi.org/10.3790/dbw.53.2.8.

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Das Thema „Burnout“ wird vielfach diskutiert und gerät gleichzeitig damit in Gefahr, nicht den angemessenen Stellenwert im Unternehmen zu erreichen. Und doch sind die durch psychische Erkrankungen verursachten Krankenstände und Frühverrentungen ein brisantes Thema für Unternehmen. Im folgenden Artikel werden zum einen die gesundheitlichen Hintergründe näher beleuchtet, aber auch die für die Personalverantwortlichen wesentlichen Themen Strategie, Führung und Kosten. Denn ein konsequentes, präventiv ausgerichtetes Gesundheitsmanagement und eine Integration der Grundsätze gesunder Führung ins Unternehmensleitbild stellen zukünftig einen wichtigen Wettbewerbsfaktor im sich anbahnenden Konkurrenzkampf um spezialisierte Fach- und Führungskräfte dar. Das gilt nicht nur für Konzerne und Großunternehmen, sondern auch für mittlere und kleinere Unternehmen. Psychological stress at the workplace and its potential negative impact like increasing absenteeism and early retirement pension because of mental disorders have risen strongly in the last years. Thus, it has become more and more important for executives and HR managers to early identify stress among their personnel and react appropriately. At the same time, the topic of mental health not only implies risk, but also chances. If the topic is integrated into operational health management efforts consequently, companies can establish a basis for increasing the motivation of their staff and thus to built resilience against future workplace demands. Keywords: psychische gesundheit, problemstellung, personalwirtschaftliche beurteilung, personalkosten, arbeitsunfähigkeit

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Tokarz i Malinowska. "From Psychological Theoretical Assumptions to New Research Perspectives in Sustainability and Sustainable Development: Motivation in the Workplace". Sustainability 11, nr 8 (12.04.2019): 2222. http://dx.doi.org/10.3390/su11082222.

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This article proposes a framework that indicates opportunities for integrating psychology into research on sustainability and sustainable development. The central issue proposed is motivation in the workplace with a strong focus on employee health and optimal functioning. The main methodological issues are formulated in four assumptions: (1) Health from the perspective of health per se; (2) an individual seen as an agent; (3) an agent in the situation and context; (4) the life-span development perspective. The article refers in the narrative review to the most influential conceptualizations and research. This proposition shows a way forward and offers new opportunities to formulate challenging and important research questions in the psychology of sustainability and sustainable development.

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Côté, Julie N., Suzy Ngomo, Susan Stock, Karen Messing, Nicole Vézina, David Antle, Alain Delisle, Marie Bellemare, Marie Laberge i Marie St-Vincent. "Quebec Research on Work-related Musculoskeletal Disorders". Articles 68, nr 4 (24.02.2014): 643–60. http://dx.doi.org/10.7202/1023009ar.

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This paper aimed to demonstrate the contribution of the research performed by the musculoskeletal disorders (MSD) Research Axis group of the Quebec Occupational Health and Safety Research Network towards better understanding of work-related MSD (WMSD) development and prevention. Although the group targets its work to the Quebec population, its work has significant impact around the world, placing MSD axis members and knowledge and expertise created in Quebec on the international map. Results from the contribution of members are relevant, primarily in the demonstration of the implication of physical workload as well as organizational and psychosocial work-related factors in the development of WMSDs. Also, members have demonstrated that gender, sex, social class, age and ethno-cultural groups interact in various ways with WMSD determinants. Efforts are devoted towards improving understanding of the physiological responses linked with MSDs, which could also lead to new workplace practices in rehabilitation. The group emphasizes the integration of prevention procedures from the design stage to the workplace intervention. Members have proposed research-based tools for best practices at work and also an original conceptual model as a key, novel element of a theoretical conceptualization of WMSDs. Moreover, the group focuses on improving WMSD surveillance, using multiple sources of information, providing information on newly identified health risks and developing new methods of assessing risk in order to effectively prevent disability in the working population. Finally, results from research of the MSD axis group have implications for orienting legal processes, improving legal recognition of MSDs as occupational diseases, and contributing to the evolution of legal thinking. However, much remains to be done. To that end, the group plans and encourages new initiatives for further advancement. In conclusion, the originality of the work places the group in a favourable position to address the complexity underlying WMSDs, combining expertise that enriches fundamental, clinical and population-based research.

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Chen, Lu-Jui, Han Lee, Wen-Ruey Lee i Siou-Hua Yi. "From Where Does Innovation Come? Employee Well-Being and Organizational Commitment Induced by Leadership Style". Journal of Management Research 15, nr 1 (8.11.2022): 1. http://dx.doi.org/10.5296/jmr.v15i1.20358.

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Companies require good management practices to enhance their competitive advantage. The goal of this study is to examine the impact of leadership style, specifically how it induces employee well-being and organizational commitment. This study suggests that the management style of leaders is a key prerequisite for creating a good work environment and inducing innovation in employees. Therefore, this study uses the concepts of leadership style, employee well-being, organizational commitment, and innovation to analyze a sample of 349 respondents in the workplace. Theoretical and hypothetical investigation through causality testing using statistical tools of path analysis. The results indicate that transformational leadership and transactional leadership increase employee well-being and innovation. When employees feel satisfied, they increase their commitment to the organization, which in turn increases their innovation. In conclusion, companies need to be able to emphasize integration in their leadership styles. How to switch or match leadership styles is an important issue for leaders.

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Tsang, Y. P., K. L. Choy, P. S. Koo, G. T. S. Ho, C. H. Wu, H. Y. Lam i Valerie Tang. "A fuzzy association rule-based knowledge management system for occupational safety and health programs in cold storage facilities". VINE Journal of Information and Knowledge Management Systems 48, nr 2 (14.05.2018): 199–216. http://dx.doi.org/10.1108/vjikms-01-2017-0004.

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Purpose This paper aims to improve operational efficiency and minimize accident frequency in cold storage facilities through adopting an effective occupational safety and health program. The hidden knowledge can be extracted from the warehousing operations to create the comfortable and safe workplace environment. Design/methodology/approach A fuzzy association rule-based knowledge management system is developed by integrating fuzzy association rule mining (FARM) and rule-based expert system (RES). FARM is used to extract hidden knowledge from real operations to establish the relationship between safety measurement, personal constitution and key performance index measurement. The extracted knowledge is then stored and adopted in the RES to establish an effective occupational and safety program. Afterwards, a case study is conducted to validate the performance of the proposed system. Findings The results indicate that the aforementioned relationship can be built in the form of IF-THEN rules. An appropriate safety and health program can be developed and applied to all workers, so that they can follow instructions to prevent cold induced injuries and also improve the productivity. Practical implications Because of the increasing public consciousness of occupational safety and health, it is important for the workers in cold storage facilities where the ambient temperature is at/below 10°C. The proposed system can address the social problem and promote the importance of occupational safety and health in the society. Originality/value This study contributes to the knowledge management system for improving the occupational safety and operational efficiency in the cold storage facilities.

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Gravel, Sylvie, Daniel Côté, Stéphanie Gladu i France Labrèche. "O1E.4 Electronic waste recycling in québec, canada: hiring practices and occupational health and safety management". Occupational and Environmental Medicine 76, Suppl 1 (kwiecień 2019): A11.2—A11. http://dx.doi.org/10.1136/oem-2019-epi.30.

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Background and objectiveElectronic waste recycling (e-recycling) has received little attention from an occupational health and safety (OHS) perspective. Our objective was to describe hiring and OHS management practices in a sample of formal e-recycling facilities.MethodsWithin a cross-sectional study of exposure of e-recycling workers to various contaminants, we conducted semi-structured face-to-face interviews with a sample of 26 workers and 6 managers, employed in four companies. Thematic analyses, followed by a matrix analysis based on the companies’ missions were conducted on the recorded interviews.ResultsThree companies are small enterprises: one receives young offenders/ex-prisoners for up to six months of vocational internships; another is a private company recruiting its workforce through governmental programs integrating people with chronic health problems; the third, a family business, mainly employs workers within neighbouring communities. Lastly, a medium-sized unionized company recruits its employees through staffing agencies, offering permanent jobs to the best candidates after a three-month trial period. Most participants were male, aged between 20–50 years old, and had not completed high school, except for a few recent immigrants with graduate degrees. Regarding occupational hazards in their workplace, 40% of interviewees reported chemicals, 31% mentioned the danger of being struck by lift trucks, and less than 25% identified toxic vapours, inappropriate protective personal equipments (PPEs), cuts, dusts, musculoskeletal or back pain. Some workers expressed concern about the pace of work (and resulting stress), which they identified as an injury risk factor. None of the participants received any mentoring upon entering the job. Agency workers had inferior wages and did not have access to the same OHS preventive practices or PPEs as regular workers.ConclusionsIn our sample, OHS management practices varied according to the employment relationship, although workers are exposed to similar working conditions. Working conditions in the growing e-recycling industry need our attention.

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Schultz, Tim, Jodie Shoobridge, Gill Harvey, Libby Carter i Alison Kitson. "Building capacity for change: evaluation of an organisation-wide leadership development program". Australian Health Review 43, nr 3 (2019): 335. http://dx.doi.org/10.1071/ah17158.

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Objective This study evaluated Leading 4 Change, a change leadership development program designed to support healthcare middle managers through a period of significant organisational change and enhance workplace resilience. Methods A mixed methods evaluation was conducted within the program’s framework of a quality improvement activity. Quantitative measures were participant responses (n=160) to online questionnaires, which were compared before and after the program, using an uncontrolled pre-post study design. Four questionnaires were used: Resilience @ Work, General Self-Efficacy, the 11-item Learning Organization Survey and organisational climate. Differences between the pre- and post-program periods were compared using linear mixed-effects models, incorporating repeated measures between ‘pre’ and ‘post’ periods. Qualitative data were obtained by interviewing four participants on three occasions during the program, and through text responses provided by participants during a presentation session after the program finished. Both interview data and textual data were subjected to thematic analysis. Results Integration of data from quantitative and qualitative analyses generated three main findings: (1) participants were satisfied and engaged with the program, which met their learning objectives; (2) the program led to increased workplace resilience, in particular the ability to manage stress and self-efficacy for individuals; and (3) organisational learning perceptions were unchanged. Conclusion Although conducted during a period of intense internal and external pressure, Leading 4 Change led to demonstrable effects. It effectively engaged middle managers across a health system. However, there was no evidence that the effect of the program extended beyond individual participants to their perceptions of their work environment as a learning organisation. What is known about the topic? Although much has been written about change management and change leadership within healthcare, the failure to manage the ‘people’ element and engage employees hampers the success of that change. However, how to engage employees and enhance their resilience and self-efficacy (self-belief to proactively manage) during change has been little explored. Further, the concept of a learning organisation has been developed in private, non-healthcare fields and there is little known about it in other areas, such as healthcare, particularly during change. What does this paper add? The paper describes the evaluation of a 16-week change leadership development program (Leading 4 Change) for middle managers of a public health system undergoing significant reform. It assesses how the program engaged employees, and how and to what extent their workplace resilience, self-efficacy and perceptions of their workplace as a learning organisation changed after the program. Based on the present study, individual development of staff does not necessarily translate directly to better staff perceptions of organisational outcomes. What are the implications for practitioners? Despite being clearly engaged with Leading 4 Change, quantitative and qualitative measures suggested mixed effects of the program on participants. Participants’ self-rated workplace resilience, ability to manage stress and self-efficacy increased after the program. However, there was no evidence that the effect of the program improved staff perceptions of their work as a learning organisation. For complex public sector healthcare organisations to become learning organisations, other organisational factors, in addition to staff development and training, require consideration.

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Sakharuk, I. "TRENDS IN LEGAL REGULATION FOR PSYCHOSOCIAL RISKS AT WORK". Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, nr 114 (2020): 43–48. http://dx.doi.org/10.17721/1728-2195/2020/3.114-10.

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The article examines the psychosocial risks as an element of the occupational safety and health system. The author outlines that competition, higher expectations for productivity and working hours and other psychosocial hazards have resulted in increasingly stressful work environment. The legal grounds for psychological working conditions regulation are analysed. The author determines the recommendations for improving the legislation on occupational safety and health. The analysis of the main psychosocial risks is carried out. The paper substantiates the main directions for the improvement of occupational safety and health management systems. They include the integration of psychosocial risks in risk assessment for developing strategies for prevention and management of hazards; the ways to develop a safe psychological climate at the workplace; determining the impact of psychosocial risks at work on the physical health of employees; determining the correlation of overtime and sedentary work on the health of employees. The basic technological transformations and changes in the organization of work which influence the psychological safety of employees are investigated. The main risks to the employee's psychological health have been identified. They are 1) reduction of work-life balance; 2) isolation and lack of social interaction; 3) technostress and information overload; 4) expanding access to confidential information about the employee; 5) overtime; 6) non-standard forms of employment, 7) work on digital platforms. Particular attention is paid to counteracting mobbing and harassment at work.

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Markova, Gergana. "Not bad, just unhappy: diminished well-being as a motive for interpersonal deviance". Leadership & Organization Development Journal 39, nr 1 (5.03.2018): 66–81. http://dx.doi.org/10.1108/lodj-09-2015-0184.

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Purpose The purpose of this paper is to investigate the relationship between diminished employee well-being and interpersonal deviance. Design/methodology/approach In a survey, 380 employees from 107 organizations were asked about their psychological and social well-beings. Participants reported their experiences of irritation, depression and anxiety for psychological well-being. A modified scale of social well-being captured participants’ scores on social integration and social acceptance. Respondents also self-reported incidents of interpersonal deviance against coworkers. Findings The results demonstrate that only irritation, not depression or anxiety, was positively related to interpersonal deviance. Socially accepting individuals were less likely to engage in deviant acts against their coworkers. Furthermore, respondents scoring high on both neuroticism and depression were reporting more acts of interpersonal deviance. Research limitations/implications Based on these findings, the role of intent in the study of workplace deviance is discussed. Practical implications The findings of this study suggest that diminished well-being can be a catalyst for other negative outcomes in the workplace. Management should be concerned with the affective state of employees as the experiences of one person may translate into experiences for others. Given the complexity of human experiences, decision makers in organizations should consider emotional state and experiences in developing practices for deviance prevention. Attention and intervention initiatives devoted to improving well-being and social health of employees might be more effective than discipline policies. Originality/value Deviant behaviors are often conceptualized as intentional acts. The findings of this research paper provide some evidence that factors other than harmful intend may motivate transgressions against coworkers.

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Novikova, Nina, Elena Murugova, Elena Shapovalova i Svetlana Manzhilevskaya. "Sustainable development of the industry in the context of digitalization and ecolinguistics monitoring". E3S Web of Conferences 363 (2022): 03014. http://dx.doi.org/10.1051/e3sconf/202236303014.

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The development of organizational communication monitoring involves increasing the sustainability of production development, ensuring the efficiency of production. The article sets out the experience of some research in this area carried out by the authors. The authors propose to develop a system of optimization of efforts and resources aimed at improving the methodological apparatus of communication activity of specialists in production, considering the existing experience. Development of a comprehensive approach to acting in conditions of uncertainty, quasi-stable situations of risk and communicative tension. Development of creative potential of communication participants, their ability to integrate into various management situations and respond quickly to the changing situation in the workplace. The system development of a pragmatic approach to the communicative component of company management, the development of environmentally appropriate measures to maintain continuous managerial communication in the digital space, comfort and stress resistance of the employee.

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Yin, Eden, i Abeer Mahrous. "Covid-19 global pandemic, workplace spirituality and the rise of spirituality-driven organisations in the post-digital era". Journal of Humanities and Applied Social Sciences 4, nr 2 (17.01.2022): 79–93. http://dx.doi.org/10.1108/jhass-11-2021-0177.

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Purpose Despite the growing importance of workplace spirituality, organisations have been reluctant to integrate spirituality into their workplaces; this paper discusses how to integrate spirituality into the workplace. Design/methodology/approach This is a theoretical paper that builds its arguments on the synthesis of workplace spirituality and contemporary management paradigms. Findings The study argues that workplace spirituality is an extremely important driving force for the sustainable and healthy growth of any organisation; however, infusing workplace spirituality into companies in the industrial and digital eras would be a futile effort, as industrial organisations are built on an ethos highly incongruent with spiritual principles. Therefore, in the post-digital era, spirituality-driven organisations (SDOs) will emerge, marking the beginning of a true “spiritual paradigm” for business and human society at large. The study also elaborates on the characteristics of the post-digital era and the nature of SDOs. Originality/value Workplace spirituality has been a research topic for years but has never gained sufficient momentum. The Covid-19 global pandemic has made workplace spirituality a more pertinent issue on corporate agendas. Therefore, this paper provides the theoretical foundation to embed workplace spirituality in contemporary management thoughts and practices.

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