Artykuły w czasopismach na temat „Work and workplace health”
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Tiesman, Hope M., Srinivas Konda, Lauren Cimineri i Dawn N. Castillo. "Drug overdose deaths at work, 2011–2016". Injury Prevention 25, nr 6 (10.04.2019): 577–80. http://dx.doi.org/10.1136/injuryprev-2018-043104.
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Drug overdose fatalities have risen sharply and the impact on US workplaces has not been described. This paper describes US workplace overdose deaths between 2011 and 2016. Drug overdose deaths were identified from the Census of Fatal Occupational Injuries and fatality rates calculated using denominators from the Current Population Survey. Fatality rates were compared among demographic groups and industries. Negative binomial regression was used to analyse trends. Between 2011 and 2016, 760 workplace drug overdoses occurred for a fatality rate of 0.9 per 1 000 000 full-time equivalents (FTEs). Workplace overdose fatality rates significantly increased 24% annually. Workplace overdose fatality rates were highest in transportation and mining industries (3.0 and 2.6 per 1 000 000 FTEs, respectively). One-third of workplace overdose fatalities occurred in workplaces with fewer than 10 employees. Heroin was the single most frequent drug documented in workplace overdose deaths (17%). Workplace overdose deaths were low, but increased considerably over the six-year period. Workplaces are impacted by the national opioid overdose epidemic.
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Shankar, Janki, Daniel Lai, Shu-Ping Chen, Tanvir C. Turin, Shawn Joseph i Ellen Mi. "Highly Educated Immigrant Workers’ Perspectives of Occupational Health and Safety and Work Conditions That Challenge Work Safety". International Journal of Environmental Research and Public Health 19, nr 14 (19.07.2022): 8757. http://dx.doi.org/10.3390/ijerph19148757.
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This study explored the perspectives of new immigrant workers regarding occupational health and safety and workplace conditions that increase workers’ vulnerability to sustaining injury or illness. Using an interpretive research approach and semi-structured qualitative interviews, 42 new immigrant workers from a range of industries operating in two cities in a province in Canada were interviewed. Seventy-nine percent of the workers were highly qualified. A constant comparative approach was used to identify key themes across the workers’ experiences. The findings revealed that new immigrant workers have an incomplete understanding of occupational health and safety. In many workplaces, poor job training, little worker support, lack of power in the workplace, and a poor workplace safety culture make it difficult for workers to acquire occupational health and safety information and to implement safe work practices. This study proposes workplace policies and practices that will improve worker occupational health and safety awareness and make workplaces safer for new immigrant workers.
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Abumere, Flourish Itulua. "Examining the Theme: A Healthy Work Place and its Role in Promoting Work Place Health". European Scientific Journal, ESJ 17, nr 32 (30.09.2021): 58. http://dx.doi.org/10.19044/esj.2021.v17n32p58.
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Workplace health promotion initiatives that aim to improve employees' health and fitness have steadily increased throughout time. Previous studies have looked at the effectiveness, cost-effectiveness, and barriers to participating in workplace health promotion. The number of studies supporting the effectiveness of workplace health promotion in improving employees' health and well-being through changing their health behaviors is rising. This paper focuses on the importance of workplace health promotion in assuring employees' general well-being and the relevance of these perspectives in dealing with workplace illness prevention.
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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali i Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific". Global Health Promotion 27, nr 2 (3.04.2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.
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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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Malachowski, Cindy K., Katherine Boydell, Peter Sawchuk i Bonnie Kirsh. "The “Work” of Workplace Mental Health". Society and Mental Health 6, nr 3 (22.06.2016): 207–22. http://dx.doi.org/10.1177/2156869316642265.
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Zeytinoglu, Isik U., Waheeda Lillevik, Bianca Seaton i Josefina Moruz. "Part-Time and Casual Work in Retail Trade". Articles 59, nr 3 (20.06.2005): 516–44. http://dx.doi.org/10.7202/010923ar.
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The purpose of this article is to examine the effects of working conditions in part-time and casual work on worker stress and the consequences for their workplaces. Data were collected through interviews with occupational health and safety representatives, and focus groups and interviews with workers in retail trade. Results show that job insecurity, short- and split-shifts, unpredictability of hours, low wages and benefits in part-time and casual jobs in retail sector, and the need to juggle multiple jobs to earn a living wage contribute to stress and workplace problems of absenteeism, high turnover and workplace conflicts. Gendered work environments and work-personal life conflicts also contribute to stress affecting the workplace. Equitable treatment of part-time and casual workers, treating workers with respect and dignity, and creating a gender-neutral, safe and healthy work environment can help decrease stress, and in turn, can lead to positive workplace outcomes for retail workers.
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Waters, Sarah, Marina Karanikolos i Martin McKee. "When work kills". Journal of Public Mental Health 15, nr 4 (19.12.2016): 229–34. http://dx.doi.org/10.1108/jpmh-06-2016-0026.
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Purpose The purpose of this paper is to examine the rising public health phenomenon of workplace suicide drawing on comparative insights from the French and UK contexts. France has experienced what the media describes as a “suicide epidemic” in the workplace, with rising numbers of employees choosing to kill themselves in the face of extreme pressures at work. Design/methodology/approach The paper uses a comparative approach drawing on insights from the French context, in which workplace suicide is legally and officially recognised, to shed critical light on the UK context where workplace suicide remains a hidden phenomenon. Findings Whilst in France, workplace suicide is treated as an urgent public health phenomenon and data on suicides are collected centrally, in the UK, despite a deterioration in working conditions, suicide is not recognised in legislation and data are not collected centrally. Unless society recognises and document rising workplace suicides, we will be unable to deal with their profound human consequences for suicidal individuals, their families and society more widely. Research limitations/implications Research on workplace suicides in the UK and many other national contexts is hampered by fragmentary statistical data on this phenomenon. Practical implications The paper calls for greater recognition, analysis and monitoring of workplace suicide in the UK. Suicide should be included in the list of workplace accidents that are reported to the authorities for further investigation. In a context where workplace conditions are deteriorating, society need to recognises the profound human costs of these conditions for the individual employee. Social implications The paper has important implications for the contemporary workplace in terms of the contractual relationship between employer and employee. Originality/value Workplace suicide is an urgent, yet under-researched phenomenon. The paper brings a comparative and multidisciplinary perspective to bear on this phenomenon.
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Keleher, Julia, Michelle O’Sullivan i Fiona Mackay. "Harnessing the workplace as a tool for public mental health and prevention". Clinical Psychology Forum 1, nr 356 (sierpień 2022): 89–97. http://dx.doi.org/10.53841/bpscpf.2022.1.356.89.
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Adults in full time employment spend approximately one third of their time at work. The workplace has immense potential to influence mental health and wellbeing, for better or worse. But what makes workplaces ‘healthy’ and how can psychologists contribute to them? Using case studies, this article explores some of the different ways psychologists are are influencing the workplace, employing interventions to enhance mental health and wellbeing.
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Sabbath, Erika L. "The Workplace, Social Work, and Social Justice: Framing an Emerging Research and Practice Agenda". Social Work 64, nr 4 (30.09.2019): 293–300. http://dx.doi.org/10.1093/sw/swz031.
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Abstract Protecting the health and well-being of workers naturally aligns with the social work mission to advance human dignity. The workplace can both create and perpetuate health disparities by shaping health and well-being at multiple levels and in socially patterned ways. Yet workplace issues are rarely on social work research and practice agendas. This article serves as a call to action for social work, as a discipline, to engage with the workplace as a means of advancing the field's core values. It first provides evidence for why engagement with workplaces is critical for advancing social justice. It then presents evidence for the ways in which workplace exposures and experiences, at multiple levels, shape worker health and well-being. Finally, it provides concrete steps for how the skills and values of the social work profession can be applied to the workplace through research, practice, education, and policy efforts, and by extension improve population health and well-being.
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Suiter, Sarah V., i C. Danielle Wilfong. "Healing work". Social Enterprise Journal 16, nr 1 (17.11.2019): 82–99. http://dx.doi.org/10.1108/sej-07-2019-0046.
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Purpose The purpose of this paper is to explore women’s experiences in one such social enterprise, and to analyze the ways in which this social enterprise supports and/or undermines its employees’ health and well-being. Finding and keeping employment during recovery from addiction is a strong predictor of women’s ability to maintain sobriety and accomplish other important life goals. Many treatment organizations have programs that support job readiness and acquisition; however, less priority is placed on the quality of the workplaces and their consequences for continued health and well-being. Social enterprises that exist for the purpose of employing women in recovery have the potential to be health-promoting workspaces, but understanding how health is supported for this particular population is important. Design/methodology/approach This paper provides an ethnographic account of Light Collective, a social enterprise run by women in recovery from addiction. Data were collected through 2 years of participant observation, 38 interviews and 2 focus groups. Data were analysed using a grounded theory approach. Findings Light Collective provides a health-promoting workplace by keeping barriers to employment low and making work hours and expectations individualized and flexible. Furthermore, the organization creates a setting in which work is developmentally nurturing, provides the opportunity for meaningful mastery and serves to build community amongst women who are often marginalized and isolated in more traditional contexts. Originality/value This study contributes to literature exploring the potential for social enterprises to create health-promoting workplaces by focusing the types of workplace commitments required to support a particularly vulnerable population. This study also explores some of the challenges and contradictions inherent in trying to create health-promoting work environments vis-à-vis the constraints of broader economic systems.
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McLeod, John, i Max Henderson. "Does workplace counselling work?" British Journal of Psychiatry 182, nr 2 (luty 2003): 103–4. http://dx.doi.org/10.1192/bjp.182.2.103.
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There has been a rapid increase in compensation claims for work-related stress in recent years (Dyer, 2002). A Court of Appeal ruling last year (Sutherland v. Hatton, 2002) made it clear that employees who feel under stress at work should inform their employers and give them a chance to do something about it. Any employer who offers a confidential counselling service with access to treatment may have some protection from prosecution. In the face of a possible explosion in the provision of such services we need to ask – do they actually work? In 2001 the British Association for Counselling and Psychotherapy commissioned and published a report, Counselling in the Workplace: The Facts (McLeod, 2001), which described itself as ‘the most comprehensive possible review of all English language studies of counselling in the workplace’. The results appeared clear and unequivocal. After counselling, work-related symptoms returned to normal in more than half of all clients and sickness absence was reduced by over 25%. The report has received much publicity in the general medical press (Mayor, 2001). But just how reliable is the evidence? We asked Professor John McLeod, the author of the report, and Dr Max Henderson, Clinical Research Fellow in Occupational Psychiatry, to debate the issue: ‘Does workplace counselling work?’ The arguments will inform other debates into interventions that seem intrinsically to be a ‘good thing’ but that have not yet been subjected to rigorous investigation.
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Bula, Santa, Liana Deklava, Jelena Reste i Inese Lusena-Ezera. "The presence of violence at work of health care personnel and their work ability". SHS Web of Conferences 51 (2018): 01013. http://dx.doi.org/10.1051/shsconf/20185101013.
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Proportion of health care workers of those who believe that the work in progress threatens their health and safety is higher than the average in other sectors. Workers in health care facilities are especially exposed to violence in the workplace [1]. The aim of the study was the evaluation of the presence of violence at work and determination of its effect on the working ability of health care sector workers. The study included the survey of 132 emergency department employees (doctors, physician assistants, nurses) from Kurzeme Region hospitals (Latvia). Questionnaire of violence in the workplace of the health care sector workers and the work ability index assessment questionnaire were used for the data collection. It was found that medical staff of health care establishments experience mostly verbal abuse (97%), less from physical attacks (36%), and intimidation/bullying (30%). The study found that medical personnel are aware of the changes implemented in the workplace (29%), there has been no change (33%), while the impact of changes implemented by medical staff at the workplace has not been experienced (47%). For personnel who have suffered from violence in the workplace, working capacity is generally lower than for the personnel that has not experienced violence in the workplace.
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Goetzel, Ron Z., Rachel Mosher Henke, Maryam Tabrizi, Kenneth R. Pelletier, Ron Loeppke, David W. Ballard, Jessica Grossmeier i in. "Do Workplace Health Promotion (Wellness) Programs Work?" Journal of Occupational and Environmental Medicine 56, nr 9 (wrzesień 2014): 927–34. http://dx.doi.org/10.1097/jom.0000000000000276.
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Jahangiri, Mehdi, Rosanna Cousins i Vahid Gharibi. "Let’s get back to work: Preventive biological cycle management of COVID-19 in the workplace". Work 66, nr 4 (17.09.2020): 713–16. http://dx.doi.org/10.3233/wor-203217.
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BACKGROUND: The primary response to the coronavirus (COVID-19) pandemic has been to minimize social contact through lockdown measures. The closure of non-essential businesses to tackle the spread of the coronavirus has had negative consequences for the global economy, production, and employment. OBJECTIVE: To outline how known occupational health principles can be used for preventative management of the coronavirus in workplaces to support resumption of work. METHODS: A discussion of current knowledge of COVID-19, the cost of the lockdown strategy, and preventative biological cycle management. RESULTS: The evidence-based literature indicates that biological cycle management can control the risk of coronavirus infection, provide a suitable and sufficient exit strategy from lockdown, and support getting employees back to work. Adherence to personal protective equipment standards has been insufficient, indicating a need for workplace investment and education. CONCLUSION: Imposed restrictions on workplace operations can be lifted without compromising worker health and safety when a workplace commits to practicing the three principles of biological cycle management.
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Roy, Rajshri, Teri Winona Styles i Andrea Braakhuis. "Do health programmes within the New Zealand food industry influence the work environment for employees?" Health Promotion International 35, nr 5 (22.08.2019): 892–906. http://dx.doi.org/10.1093/heapro/daz079.
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Abstract Workplace wellness programmes have increased over the past years, but as yet has not been investigated in food and grocery organizations in New Zealand (NZ). The study aim was to explore the commitment of NZ Food and Grocery Council (FGC) companies in altering the workplace environment for employee health and the efficacy of the current wellness policies. Using a mixed-methods approach, FGC companies (n = 22) completed a workplace environment audit (WEA) survey. Three focus groups were held, consisting of employees (n = 20) from four of the FGC companies that completed the WEA survey. Two sets of data were then compared via methodological triangulation. The mean WEA score was 46% (p = 0.00), indicating an ‘average’ commitment by the FGC to health-promotion in their own workplaces. Significantly more initiatives related to improving nutrition were offered (p = 0.00) and larger food companies scored higher than smaller companies (p = 0.063). During the focus groups, employees revealed they felt workplace wellness programmes increased productivity, improved their physical health, allowed work–life balance, promoted social interaction and provided health-related education. Barriers to participating in wellness activities were identified as lack of time, working in a blue-collar position and working externally to the main office. The results of this study have large implications for companies and employers in NZ for future planning, implementation and monitoring of health initiatives in the workplace.
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Hernández-Cordero, Sonia, Mireya Vilar-Compte, Kathrin Litwan, Vania Lara-Mejía, Natalia Rovelo-Velázquez, Mónica Ancira-Moreno, Matthias Sachse-Aguilera i Fernanda Cobo-Armijo. "Implementation of Breastfeeding Policies at Workplace in Mexico: Analysis of Context Using a Realist Approach". International Journal of Environmental Research and Public Health 19, nr 4 (17.02.2022): 2315. http://dx.doi.org/10.3390/ijerph19042315.
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Return to work is one of the most significant barriers to breastfeeding (BF). Family-friendly policies are critical to ensure that BF and maternal work are not mutually exclusive. This study aims to determine contextual factors and underlying mechanisms influencing the implementation of workplace policies in Mexico. Following a qualitative approach, the study was conducted in the following four cities in Mexico: Mérida, Chihuahua, Guadalajara, and Monterrey. Interviews were conducted in 14 workplaces, and included 49 (potential) beneficiaries, 41 male employees, and 21 managers and human resources personnel. The information collected was analyzed through a deductive thematic analysis and mapped against the Context-Mechanism-Outcome framework of Breastfeeding Interventions at the Workplace. Contextual factors influencing a BF-friendly environment in the workplace were as follows: work-schedule flexibility, provision of lactation services (i.e., BF counseling) other than a lactation room, women’s previous experience with BF and family-friendly environments in the workplace. The underlying mechanisms enabling/impeding a BF-friendly environment at the workplace were as follows: awareness of Mexican maternity protection legislation, usage of BF interventions in the workplace, culture, supervisor/co-worker support and BF-friendly physical space. To achieve a BF-friendly environment in the workplace, actions at the level of public policy and workplaces must accompany adherence to Mexican legislation.
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Karmali, Shazya, Marie Denise Beaton i Shelina Babul. "Outlining the Invisible: Experiences and Perspectives Regarding Concussion Recovery, Return-to-Work, and Resource Gaps". International Journal of Environmental Research and Public Health 19, nr 13 (5.07.2022): 8204. http://dx.doi.org/10.3390/ijerph19138204.
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Appropriate supports and accommodations are necessary to ensure full concussion recovery and return-to-work (RTW). This research investigated barriers and facilitators to concussion recovery and RTW, and resource gaps reported by adults with concussion (‘workers’) and workplace and healthcare professionals (‘workplaces’). Semi-structured interviews and focus groups were conducted with workers (n = 31) and workplaces (n = 16) across British Columbia. Data were analyzed using inductive content analysis. Facilitators to workers’ concussion recovery and RTW included treatment, social support, and workplace and lifestyle modifications. To address barriers, both groups recommended: (a) widespread concussion and RTW education and training (b) standardized concussion recovery guidelines; (c) changing attitudes toward concussion; (d) mental health supports; and (e) increasing awareness that every concussion is unique. Findings can inform best practice for concussion recovery and RTW among professionals in workplaces, healthcare, occupational health and safety, and workers’ compensation boards.
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Goto, E., H. Ishikawa, T. Okuhara, H. Ueno, H. Okada, Y. Fujino i T. Kiuchi. "Presenteeism among workers: health-related factors, work-related factors and health literacy". Occupational Medicine 70, nr 8 (1.11.2020): 564–69. http://dx.doi.org/10.1093/occmed/kqaa168.
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Abstract Background Presenteeism is an important factor in workers’ health. However, few studies have examined how variables such as socio-economic status, health status, workplace status and health literacy correlate with and affect presenteeism. Aims To assess the correlates of presenteeism with a focus on health-related factors, work-related factors and health literacy. Methods We conducted a cross-sectional study of 2914 Japanese workers from one company. We used a self-administered questionnaire to assess socio-demographic characteristics, health status, work environment, presenteeism and health literacy. Results Forty-one per cent of participants were under 40 years of age and 70% were male. We found that 59% of the participants were at high risk of presenteeism. Presenteeism was associated with sex, age, household income, marital status, health-related factors (i.e. self-rated health status, dietary choices, exercise habits), work-related factors (i.e. workplace support, job demands, job control) and health literacy. Logistic regression analyses indicated that presenteeism was associated with self-rated health status, overtime hours, workplace support, job demands, job control and health literacy after adjusting for sex, age and income. Conclusions Health-related factors, work-related factors and health literacy are all associated with presenteeism. Improving the workplace environment, especially factors such as overtime working hours, workplace support, job demands and job control, and increasing health literacy may reduce presenteeism among general office workers.
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Halder, Susmita, i Akash Kumar Mahato. "Mental Health at Work Place". International Journal of Occupational Safety and Health 2, nr 1 (22.02.2012): 2–6. http://dx.doi.org/10.3126/ijosh.v2i1.5915.
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Mental health denotes a symptom free mind and fair level of emotional well being. Be it home or workplace; mental health of an individual is subjected to environmental stressors that may reduce one’s state of well being. The workplace in particular can be a very tiring environment for anyone. The stress of long working hours, ever increasing targets, managing coworkers and subordinates can take a toll on a persons mind and prove very toxic to one's mental and physical health in long run. It is difficult for persons with full blown mental illness to continue at work; but it generally takes a gradual course, before an individual shows full blown symptoms of a particular illness. Thus it becomes necessary to constantly check mental health and stress level of workers. The article discusses mental health, particularly in work place occupational stress and the related issues.DOI: http://dx.doi.org/10.3126/ijosh.v2i1.5915 International Journal of Occupational Safety and Health, Vol. 2 No. 1 (2012) 2-6
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Hossain, Sabrina, Sandra Moll, Emile Tompa i Rebecca Gewurtz. "The interactive process of negotiating workplace accommodations for employees with mental health conditions". Work 69, nr 1 (26.05.2021): 75–90. http://dx.doi.org/10.3233/wor-213459.
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BACKGROUND: Implementing workplace accommodations is an effective means of retaining employees with mental health conditions. However, the process is poorly understood and poorly documented. OBJECTIVE: The purpose of this research is to explore the interactive process of negotiating workplace accommodations from the perspective of employees with mental health conditions and workplace stakeholders. METHODS: We interviewed employees across Canada who self-identified as having a mental health condition requiring accommodations, and six stakeholders at various workplaces across Canada who are involved in providing accommodations. Data were analyzed using a qualitative descriptive approach to identify key themes. RESULTS: The findings highlight that the process of negotiating accommodations is non-linear, interactive, and political. The process is shaped by organizational and political factors and collaboration between stakeholders. CONCLUSIONS: The negotiation process is a combination of social, relational and political factors. Clear and accessible accommodation policies, workplace awareness and specific workplace training on how to implement accommodations are needed to optimize the accommodation process for all involved.
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J. Burke, Tricia, Stephanie L. Dailey i Yaguang Zhu. "Let’s work out: communication in workplace wellness programs". International Journal of Workplace Health Management 10, nr 2 (3.04.2017): 101–15. http://dx.doi.org/10.1108/ijwhm-07-2016-0055.
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Purpose People spend a lot of time communicating with their co-workers each day; however, research has yet to explore how colleagues influence each other’s health behaviors. The purpose of this paper is to examine the association between health-related communication and health behaviors among co-workers in a workplace wellness program. Design/methodology/approach Participants (n=169) were recruited from a large south-western university and its local school district through e-mail announcements sent from a wellness administrator. Participants were part of a workplace wellness program that offers several daily group fitness classes, as well as cooking classes, and other educational programs for faculty and staff. Findings Structural equation modeling was used to examine the association between people’s perceived social influence and social support from co-workers, organizational socialization and their health behaviors. Results indicated that perceived social influence from co-workers had an indirect effect on people’s health behaviors through their perceived social support from their co-workers, as well as through their organizational socialization. Research limitations/implications These variables were examined cross-sectionally, meaning that causal relationships and directionality cannot be determined in this study. Practical implications Co-worker communication and socialization appear to be important factors in understanding individuals’ health behaviors; thus, organizations that offer workplace wellness programs should provide opportunities for socialization and co-worker communication to facilitate employees’ healthy behaviors. Originality/value Although the authors only looked at one wellness program and did not examine these variables in programs of varying sizes and types, this study uniquely incorporates interpersonal and organizational communication perspectives in order to give new insight into co-workers’ health-related communication.
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Sendall, Marguerite C., Alison Brodie, Laura K. McCosker, Phil Crane, Marylou Fleming, Herbert C. Biggs i Bevan Rowland. "Truckies and the Australian transport industry: Managers’ perspectives about enablers and inhibitors to workplace health promotion". Work 68, nr 1 (29.01.2021): 161–69. http://dx.doi.org/10.3233/wor-203365.
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BACKGROUND: There is little published research about managers’ views about implementing and embedding workplace health promotion interventions. OBJECTIVE: To shed light on research-to-practice challenges in implementing workplace health promotion interventions in the Australian road transport industry. METHODS: In this Participatory Action Research project, managers from small-to-midsized companies in the Australian road transport industry were asked their views about enablers and barriers to implementing nutrition and physical activity interventions in their workplace. RESULTS: Managers identified practical assistance with resources, ideas, and staffing as being key enablers to implementation. Barriers included time restraints, worker age and lack of interest, and workplace issues relating to costs and resources. CONCLUSION: Manager perspectives add new insights about successful implementation of workplace health promotion. A Participatory Action Research approach allows managers to develop their own ideas for adapting interventions to suit their workplace. These findings add to a small body of knowledge about managers’ views regarding implementing workplace health promotion in small-to-midsized road transport companies – a relatively unexplored group. Managers highlight the importance of time constraints and worker availability when designing interventions for the road transport industry. Managers require a good understanding of the workplaces’ socio-cultural context for successful health promotion and health behaviour change.
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Kenny, Dianna T. "Returning to Work After Workplace Injury: Impact of Worker and Workplace Factors". Journal of Applied Rehabilitation Counseling 29, nr 1 (1.03.1998): 13–19. http://dx.doi.org/10.1891/0047-2220.29.1.13.
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Injured workers (N=407) completed a questionnaire to identify factors that predict return to work following a compensable workplace injury. Two regression models were developed to assess the relative contributions of injury and worker variables to return to work, and whether these factors could be mediated by workplace characteristics and the response of the workplace to the injury. Each model aimed to identify the respondents who were working with the same employer doing the same job (71.2% of cases) after returning to work. Return to work was significantly related to higher perceived standards of occupational health and safety characteristics of workplaces, better perceived methods of information dissemination to workers about their rights and entitlements and by the status of the claim for workers' compensation (disputed/not disputed). Discriminant function analysis correctly predicted return to work status of 64% of the sample. Six case vignettes were presented to highlight the range of both positive and negative experiences of injured workers with occupational rehabilitation.
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Siu, Oi Ling, i Ting Kin Ng. "Family-to-Work Interface and Workplace Injuries: The Mediating Roles of Burnout, Work Engagement, and Safety Violations". International Journal of Environmental Research and Public Health 18, nr 22 (9.11.2021): 11760. http://dx.doi.org/10.3390/ijerph182211760.
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Past research has primarily investigated the role of the negative side (family-to-work conflict; FWC) of the family-to-work interface in workplace safety outcomes and neglected the positive side (family-to-work enrichment; FWE). Moreover, the mechanism underlying the relation between the family-to-work interface and workplace safety has not been well studied. From the perspectives of the job demands-resources model as well as conservation of resources theory, this study endeavors to extend the current literature on workplace safety by evaluating the mediating roles of burnout, work engagement, and safety violations in the associations of FWC and FWE with workplace injuries. Two-wave longitudinal survey data were obtained from 233 Chinese employees in two high-risk industries (nursing and railways). The hypothesized longitudinal mediation model was analyzed with the structural equation modeling technique. It was revealed that the association of FWE with workplace injuries was mediated by work engagement and then safety violations. Burnout was found to mediate the association of FWC with workplace injuries. Safety violations were also found to mediate the association of FWC with workplace injuries. The present findings offer insights into the underlying mechanisms by which the family-to-work interface influences workplace injuries.
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Jarman, Lisa, Angela Martin, Alison Venn, Petr Otahal, Leigh Blizzard, Brook Teale i Kristy Sanderson. "Workplace Health Promotion and Mental Health: Three-Year Findings from Partnering Healthy@Work". PLOS ONE 11, nr 8 (11.08.2016): e0156791. http://dx.doi.org/10.1371/journal.pone.0156791.
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Kaplan, Berton H., James C. Quick, Rabi S. Bhagat, James E. Dalton i Jonathan D. Quick. "Work Stress: Health Care Systems in the Workplace." Contemporary Sociology 17, nr 4 (lipiec 1988): 536. http://dx.doi.org/10.2307/2072740.
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Stybel, Laurence J. "Work Stress: Health Care Systems in the Workplace". American Journal of Psychotherapy 42, nr 4 (październik 1988): 653–54. http://dx.doi.org/10.1176/appi.psychotherapy.1988.42.4.653.
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Baillien, Elfi, Denise Salin, Caroline V. M. Bastiaensen i Guy Notelaers. "High Performance Work Systems, Justice, and Engagement: Does Bullying Throw a Spanner in the Works?" International Journal of Environmental Research and Public Health 19, nr 9 (4.05.2022): 5583. http://dx.doi.org/10.3390/ijerph19095583.
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High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship. Using reasoning from Affective Events Theory (AET), we expected that the positive association between HPWS and engagement through perceptions of organizational justice is impaired by experiences of workplace bullying. Moreover, we expected a remaining direct effect between HPWS and engagement, also attenuated by bullying. Our results in a sample of service workers in Finland (n = 434) could not support the moderating role of bullying in the indirect effect. Workplace bullying did, however, impair the remaining direct relationship indicating it disrupts the positive effect of HPWS on engagement. In all, whereas HPWS were found to be beneficial for not bullied respondents, it was associated with decreased engagement for the bullied. Our findings further underscore the importance of preventing bullying in our workplaces, as it may significantly alter the outcomes of positively intended HR practices into an undesired result.
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Bohatko-Naismith, Joanna, Maya Guest, Carole James, Dimity Pond i Darren A. Rivett. "Australian general practitioners' perspective on the role of the workplace Return-to-Work Coordinator". Australian Journal of Primary Health 24, nr 6 (2018): 502. http://dx.doi.org/10.1071/py17084.
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General practitioners (GPs) play a key role in the return-to-work process, and yet their experiences working with workplace Return-to-Work Coordinators (RTWCs) have rarely been studied. The aim of this paper is to provide insights from the GP perspective about their experiences with workplace RTWCs and their preparedness for the role. GPs from Australian states and territories where legislation mandates workplaces employ a RTWC were requested to complete a questionnaire on their experiences with workplace RTWCs. Fifty GPs completed a questionnaire on the preparedness of RTWCs in relation to their role, with 58% (n=29) indicating RTWCs require more training. A total of 78% (n=39) of respondents considered RTWCs were important in assisting injured workers return to work, with 98% (n=49) ranking trustworthiness, respectfulness and ethicalness as the most important or an important trait for a RTWC to possess. Interestingly, 40% (n=20) of respondents themselves reported having no training in the return-to-work process. GPs acknowledge the importance of the workplace RTWC in the return-to-work process, and the results highlight the need for RTWCs to possess specific traits and undergo appropriate training for the facilitation of a successful return to work for injured workers.
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Teale, B. "Healthy@Work—The Tasmanian state service workplace health and wellbeing program". Journal of Science and Medicine in Sport 12 (styczeń 2010): e222. http://dx.doi.org/10.1016/j.jsams.2009.10.464.
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Koyama, Alain K., Vishal Bali, Irina Yermilov i Antonio P. Legorreta. "Identification of Undiagnosed Hyperlipidemia: Do Work Site Screening Programs Work?" American Journal of Health Promotion 32, nr 4 (28.09.2016): 971–78. http://dx.doi.org/10.1177/0890117116671537.
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Purpose: We evaluated the rate of hyperlipidemia identified during workplace screening in previously undiagnosed individuals, the association between workplace hyperlipidemia screening and use of medical care during follow-up, and changes in lipid profile among individuals with hyperlipidemia at screening. Design: Nonexperimental longitudinal study. Setting: Employees who participated in a workplace health screening. Participants: A total of 18 993 individuals from 39 self-insured employers in the United States. Measures: Total cholesterol, low-density lipoprotein (LDL), high-density lipoprotein (HDL), and triglycerides were measured during screening. A claims-based algorithm was used to identify hyperlipidemia cases. Analysis: Discrete-time survival analysis was used to estimate monthly rates of new hyperlipidemia diagnoses or prescriptions. Paired t tests were used to evaluate 1-year changes in lipid profile. Results: A total of 1872 (9.9%) individuals had hyperlipidemia at screening. Among all individuals, a significantly greater rate of new hyperlipidemia diagnoses was observed during the first month after screening, compared to the 3 months before screening (odds ratio [95% CI]: 2.99 [2.66-3.36]). Among the 987 individuals who were followed up 1 year later, significant improvements were observed in total cholesterol (−8.5% ± 13.6%) and LDL levels (−10.2% ± 19.3%). Conclusion: Workplace health screenings in an insured population were associated with a subsequent increase in physician visits and prescriptions for hyperlipidemia. After 1 year, significant improvements in total cholesterol and LDL levels were observed among individuals who screened positive for hyperlipidemia.
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Wagner, Joan I. J., Denise Brooks i Ann-Marie Urban. "Health Care Providers’ Spirit at Work Within a Restructured Workplace". Western Journal of Nursing Research 40, nr 1 (1.12.2016): 20–36. http://dx.doi.org/10.1177/0193945916678418.
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Spirit at work (SAW) research emerged as a response to care provider determination to maintain a healthy and productive health care work environment, despite restructuring. The aim of this descriptive mixed-methods research is to present the care provider’s perceptions of SAW. SAW is a holistic measure of care provider workplace outcomes, defined as the unique experience of individuals who are passionate about and energized by their work. A mixed group of licensed and unlicensed care providers in a continuing care workplace were surveyed. Eighteen Likert-type scale survey questions were further informed by two open-ended questions. Results indicated that unlicensed continuing care providers’ perceptions of SAW are lower than licensed care providers. Responses suggest that open discussion between managers and team members, combined with structured workplace interventions, will lead to enhanced SAW and improved patient care. Further research on SAW within the continuing care workplace is required.
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Ebrahimi, Kamal, Reza Tajik, Taybeh Karami, Samira Rahimnejad i Farshad Arghavani. "Evaluation of occupational noise exposure and general health of workers in industrial sites: A case study". Work 68, nr 1 (29.01.2021): 115–21. http://dx.doi.org/10.3233/wor-203362.
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BACKGROUND: Occupational noise exposure in workplaces is the most common detrimental factor that has the greatest impact on the health of people working there. OBJECTIVE: The aim of this study was to evaluate occupational noise exposure and its relation to the general health status in industrial workers in Sanandaj, Iran. METHODS: This cross-sectional study was conducted on the general health of 500 male workers in Sanandaj using the General Health Questionnaire (GHQ-28). Likewise, occupational noise exposure was measured based on sound pressure level (SPL) and dosimetry in the work and rest conditions of workers. RESULTS: The results showed poor general health status of workers, exceeded the daily working hours and also the standard range of sound. A significant correlation was found between general health and its dimensions with indicators of workplace sound pressure levels (P < 0.05). This means that with the increase in sound pressure level is worse general health status. CONCLUSION: It seems that the health of workers in these industries is an inappropriate process due to exposure to occupational noise exposure and poor conditions of the workplace. A high percentage of them will lose their health in case of non-implementation of prevention programs and health in the workplace in the future.
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Sigursteinsdóttir, Hjördís, Guðbjörg Linda Rafnsdóttir i Thorgerður Einarsdóttir. "Threats and physical violence in female-dominated workplaces in times of an economic crisis". International Journal of Workplace Health Management 13, nr 4 (12.05.2020): 377–92. http://dx.doi.org/10.1108/ijwhm-01-2019-0009.
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PurposeThe recent global economic crisis affected workplaces in many countries, raising questions about the employees' situation. While most work-related studies in times of crises focus on job loss and unemployment, this study analyzes workplace violence in the wake of the 2008 economic crisis among municipal employees within care and education.Design/methodology/approachMixed method approach was used for data collection; longitudinal online surveys and focus group interviews were used.FindingsThe prevalence of workplace violence increased between the three time points of the study, in particular in downsized workplaces. A higher proportion of employees working in care were exposed to threats and physical violence than employees in education as clients of employees in care services were more likely to lash out against employees due to cutbacks in services. Focus groups interviews indicated that the causes of increased workplace violence may be due to a spreading effect both from within and outside the workplace.Practical implicationsAs workplace violence can have serious consequences for the health and well-being of employees, it is important for those who have responsibility for the work environment and occupational health in the workplace to design policies that take these findings into account.Originality/valueBased on the mixed methods, longitudinal survey and focus group interviews, this study contributes to knowledge on workplace violence in times of economic crises. It shows that the prevalence of workplace violence increased not only directly after the economic collapse but also continued up to five years later.
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Mobach, Mark P. "Workplace impact on employees: A Lifelines Corona Research Initiative on the return to work". PLOS ONE 18, nr 1 (5.01.2023): e0279902. http://dx.doi.org/10.1371/journal.pone.0279902.
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A large proportion of the global workforce migrated home during the COVID-19 pandemic and subsequent lockdowns. It remains unclear what the exact differences between home workers and non-home workers were, especially during the pandemic when a return to work was imminent. How were building, workplace, and related facilities associated with workers’ perceptions and health? What are the lessons to be learned? Lifelines Corona Research Initiative was used to compare employees’ workplaces and related concerns, facilities, work quality, and health in a complete case analysis (N = 12,776) when return to work was imminent. Mann-Whitney U, logistic regression, and Wilcoxon matched-pairs were used for analyses. Notwithstanding small differences, the results show that home workers had less favourable scores for concerns about and facilities of on-site buildings and workplaces upon return to work, but better scores for work quality and health than non-home workers. However, additional analyses also suggest that building, workplace, and related facilities may have had the capacity to positively influence employees’ affective responses and work quality, but not always their health.
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Horton Dias, Cynthia, Robin M. Dawson, Demetrius A. Abshire, Diane Harris i Michael D. Wirth. "Free Food at Work: A Concept Analysis". Workplace Health & Safety 69, nr 6 (13.04.2021): 277–89. http://dx.doi.org/10.1177/2165079921997328.
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Background: Employees who spend substantial amounts of time in a workplace away from home are likely to acquire and consume food during work hours. Reportedly, free food at work is a common occurrence in various workplace settings such as business offices and hospitals. Little is known about the nutritional quality, prevalence, or health impact of free food at work. Furthermore, free food at work as a theoretical concept has not been previously analyzed or defined, but it is necessary to differentiate free food from other food sources in the workplace. Methods: A concept analysis of free food at work was conducted using the 8-step Walker and Avant framework. A literature review in June and July 2020 provided the basis to delineate the concept and identify its defining attributes including antecedents, consequences, and empirical referents. Findings: Free food at work is defined as food that is available for consumption in the workplace at no financial cost to employees. Critical attributes of free food at work include nutritional value, quantity, frequency, and location within the workplace. Antecedents are sources and reasons for free food provision. Consequences include influence on consumption, behaviors, attitudes, emotions, and health outcomes. Additional measurable aspects of the concept and implications are discussed. Conclusion/Application to Professional Practice: The concept of free food at work was analyzed; defining attributes and empirical referents were discussed and presented in a conceptual model to encourage further study and theory development. Identifying the health impact of free food at work is an issue requiring consideration for workplace health-promoting programs.
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Foster, Deborah. "The Health and Well-Being at Work Agenda: Good News for (Disabled) Workers or Just a Capital Idea?" Work, Employment and Society 32, nr 1 (1.02.2017): 186–97. http://dx.doi.org/10.1177/0950017016682458.
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Health and well-being (H&WB) initiatives have increasingly appeared in workplaces, but are the subject of surprisingly little critical analysis. The terms H&WB have also become positively embedded in Human Resource Management (HRM) and academic vocabularies, often displacing disability, which, it is argued, is (wrongly) regarded as a negative descriptor. This article challenges the sometimes taken-for-granted assumption that employer-led H&WB initiatives are inherently positive. It considers how they are being used to undermine statutory trade union health and safety representatives, reinforce concepts of normalcy and ableism in respect of worker lifestyle and impairments, and individualize/medicalize experiences of workplace stress. Utilizing a critical disability studies lens debate challenges a dominant element of many H&WB programmes – employee resilience – and concludes that a social model of disability and workplace well-being is needed to focus debate on the social, economic and political causes of ill-health and dis-ability in workplaces under neo-liberal austerity.
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Vickers, Margaret H. "Bounded Grief at Work: Working and Caring for Children with Chronic Illness". Illness, Crisis & Loss 13, nr 3 (lipiec 2005): 201–18. http://dx.doi.org/10.1177/105413730501300302.
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This article highlights the problem of bounded grief in our workplaces. The article commences by making the case that grief does exist at work—both grief from our personal lives brought to work, and grief emanating from workplace experiences. Then, I present a qualitative analysis that demonstrates grief that can exist in and around our workplaces; the grief of women who are in paid full time work while caring for a child with chronic illness. The findings reinforce that “there's always grief in the room.” For these women, their grief is ongoing, recurring and multiple-sourced. Often we don't recognise grief experienced at work or how to best to respond to it in a workplace setting. Some suggestions are made as to how individuals might best respond to the grief experienced in the work setting.
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Karanika-Murray, Maria, i Christine Ipsen. "Guest editorial: Reshaping work and workplaces: learnings from the pandemic for workplace health management". International Journal of Workplace Health Management 15, nr 3 (9.05.2022): 257–61. http://dx.doi.org/10.1108/ijwhm-06-2022-209.
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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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DeJoy, David M., i Mark G. Wilson. "Organizational Health Promotion: Broadening the Horizon of Workplace Health Promotion". American Journal of Health Promotion 17, nr 5 (maj 2003): 337–41. http://dx.doi.org/10.4278/0890-1171-17.5.337.
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This article argues that efforts to improve the health and well-being of the workforce should begin with the organization itself. The term organizational health promotion is introduced to expand the scope of worksite health promotion. Organizational health promotion delves into the basic structural and organizational fabric of the enterprise—to how work is organized. The core themes of healthy work organization are introduced, and the status of our ability to identify organizational risk factors is discussed. A conceptual model of healthy work organization is presented, along with a process for expanding the health promotive capacity of the organization. The final section addresses challenges related to adopting an organizational health promotion perspective.
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Berényi, László, Bernadett Szolnoki, Lehel Zoltán Györfy i Nikolett Deutsch. "Perception of Computer Work Health Impact among Higher Education Students". Periodica Polytechnica Social and Management Sciences 29, nr 1 (16.10.2020): 92–103. http://dx.doi.org/10.3311/ppso.15671.
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Beyond professional and IT competencies, sufficient computer work requires adequate workplace design. Applying ergonomic aspects in design and utilization aims to establish and maintain the man-machine system while considering long term impacts. However, the human body is quite adaptive to health-disadvantaged work postures, and it may be adversely affected, which leads to a decrease in work performance as well. This study investigates the relationship between computer use habits, workplace design, work environment, and perceived health impacts among higher education students. The study aims to find the critical factors of computer work for establishing ergonomic development actions. The results are based on the responses of 711 business students from various higher education institutions in Hungary, using a voluntary online survey. Cross-tabulation, ANOVA, and correlation analyses could show that exposition to the risk by workload and wrong workplace selection go together with more health problems. The results show that portable computers are preferred, sitting posture is usually wrongly chosen, tiredness in the upper body is common, but students rated their workplace design rather good. The main experience of the study is that targeted actions are required for protecting the health and improve efficiency in performing computer activities.
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Onyekwelu, Njideka Phina, Ezieshi Francis Monyei i Uju Sussan Muogbo. "Flexible Work Arrangements and Workplace Productivity: Examining The Nexus". International Journal of Financial, Accounting, and Management 4, nr 3 (1.12.2022): 303–14. http://dx.doi.org/10.35912/ijfam.v4i3.1059.
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Abstract: Purpose: This study investigates the nexus between flexible working arrangements (FWA) and the productivity of the selected workplaces across the 6 geo-political zones in Nigeria. Research methodology: The descriptive survey design was used, with a population of 600 businesses in chosen states throughout Nigeria's six geopolitical zones. Using the statistical procedure developed by Krejcie and Morgan (1970), a sample size of 234 was found. Data was acquired from primary sources, and descriptive (mean) and inferential statistics were used to analyze the data with a 5% level of significance. Results: Flexible work arrangements had a positive statistical effect on workplace productivity (R2 = 0.882359, F = 1545.089, p-value = 0.05). Limitations: One state does not efficiently represent the geopolitical zones. Contribution: FWA can influence the development of business policies and strategies as revealed in the study. As such, businesses must adapt and invest in strategies that support and facilitate FWA such as information and technology systems, as they have become crucial to both staff and workplace viability. Keywords: 1. Flexible work arrangement 2. ICT 3. Productivity 4. Strategy 5. Workplace
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Konovalova, Valeriya. "MENTAL HEALTH IN THE WORKPLACE: A NEW LEVEL OF PROBLEMS AND THEIR SOLUTIONS". Management of the Personnel and Intellectual Resources in Russia 11, nr 6 (6.02.2023): 5–13. http://dx.doi.org/10.12737/2305-7807-2022-11-6-5-13.
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The article discusses the prospects for maintaining and improving mental health in the workplace. Statistical data reflecting the state of mental health of the staff are summarized. The main risk factors for mental health at work and their consequences are identified. A system of indicators is proposed that take into account the current WHO recommendations in the field of protecting and promoting mental health in the workplace and can be used to identify, analyze and justify the promotion of psychologically healthy practices in the workplace and include an assessment of the organizational culture that supports the mental health of employees, the availability of services and resources in the field of mental health, the use of stress management techniques, the state of mental health education of managers and employees that takes into account the needs of a diverse workforce, policies and practices to prevent sexual harassment, discrimination, workplace violence and bullying/ignorance, the existence of infrastructure that supports healthy behavior, management of workers and work-related factors that may affect mental health, etc. Conclusions about the need for an effective mental health strategy are substantiated, which should include both mental health promotion and policies and practices that promote a healthy work environment; reducing stigma to improve employee engagement and help create a supportive workplace culture.
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Torp, S., A. Grimsmo, S. Hagen, A. Duran i S. B. Gudbergsson. "Work engagement: a practical measure for workplace health promotion?" Health Promotion International 28, nr 3 (11.06.2012): 387–96. http://dx.doi.org/10.1093/heapro/das022.
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Jordan-Marsh, Maryalice, i Michael A. Vojtecky. "Workplace Health Education: Work Group Consensus, Priorities and Practices". AAOHN Journal 34, nr 2 (luty 1986): 63–68. http://dx.doi.org/10.1177/216507998603400202.
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Mattke, Soeren, i Hangsheng Liu. "Comment on “Do Workplace Health Promotion (Wellness) Programs Work?”". Journal of Occupational and Environmental Medicine 57, nr 1 (styczeń 2015): e9. http://dx.doi.org/10.1097/jom.0000000000000365.
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Lowe, John. "Do Workplace Stretching Programs Work?" Professional Case Management 12, nr 5 (wrzesień 2007): 300–302. http://dx.doi.org/10.1097/01.pcama.0000291430.84481.14.
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Dwicahyaningtyas, Ratna, Riris Diana Rachmayanti i Soedarwanto Soedarwanto. "Healthy Workplace through Increasing Healthy Lifestyle and Personal Health Skills in Sidoarjo, East Java, Indonesia". Indonesian Journal Of Occupational Safety and Health 10, nr 2 (30.07.2021): 188. http://dx.doi.org/10.20473/ijosh.v10i2.2021.188-198.
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Introduction: Creating a healthy workplace is a form of workplace health promotion that enables workers to have control on their health, supports workers to work on their best and increases productivity. The major components of healthy workplace are healthy lifestyle and personal health skills. In an internationally qualified catering service company, workers have to work on a busy schedule. The purpose of this research is to describe the health promotion activities, specifically about healthy lifestyle and personal health skills at a catering service company. Methods: This research was a qualitative study, with a population of 488 workers, and a sample of 5 informants from Human Capital (HC) and Quality, Health, Safety, and Environment (QHSE) Department. Primary data were collected through interviews with employees as informants using an interview guide, and the observation was performed throughout the workplace based on a checklist instrument. Meanwhile, the secondary data were obtained from company’s documents. The data obtained were analyzed descriptively to portray the situation. Results: This company provides various programs and facilities to support employees to adopt healthy lifestyles and improve their health-related personal skills through mandatory and functional training programs that are integrated in the workplace, provision of healthy nutritious foods at the office canteen, a smoking area, physical activities, counseling, and maternity leave for female employees. Conclusion: Programs and facilities provided by the company are sufficient to help workers to carry out healthy lifestyles and work up on their skills to be conducive for their health, and improvement on the smoking area is needed to meet the existing regulation.Keywords: health promotion, lifestyle, personal health skills, workplace
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Szeto, Andrew, Keith S. Dobson, Dorothy Luong, Terry Krupa i Bonnie Kirsh. "Workplace Antistigma Programs at the Mental Health Commission of Canada: Part 2. Lessons Learned". Canadian Journal of Psychiatry 64, nr 1_suppl (8.05.2019): 13S—17S. http://dx.doi.org/10.1177/0706743719842563.
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The Opening Minds Initiative of the Mental Health Commission of Canada has worked with many workplaces to implement and evaluate mental illness stigma reduction programs. This article describes the lessons learned from Opening Minds’ research and programming initiatives in the workplace target group and details some of the most valuable learnings from collaborating with workplace partners. These insights range from issues such as the recruitment of potential partners to the implementation of evaluation in the workplace. The lessons learned described here are not intended as the optimal ways of developing partnerships or conducting research in a workplace setting but are intended to highlight some of our experiences in implementing antistigma programming. These experiences are provided so that those who are in the same situation can draw from our learnings to make their efforts more efficient. To conclude, we discuss some of our thoughts in which the implementation of workplace mental illness stigma reduction programming should work towards in the future.