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Sample records for employee relations

  1. Employee relations.

    PubMed

    Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

    2008-07-01

    This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected.

  2. Contemporary Developments in Employee Relations.

    ERIC Educational Resources Information Center

    Marchington, Mick; And Others

    1986-01-01

    Consists of seven articles describing the newest developments in employee relations. Topics include (1) research at two centers studying employee relations, (2) comparisons between United States and United Kingdom systems, (3) unions, (4) displacement, and (5) forms of remuneration. (CH)

  3. Training Guidelines for Employee Relations.

    ERIC Educational Resources Information Center

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  4. How to Calculate an Employee Relations Index.

    ERIC Educational Resources Information Center

    Cash, William B., Jr.

    1979-01-01

    Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

  5. How to Calculate an Employee Relations Index.

    ERIC Educational Resources Information Center

    Cash, William B., Jr.

    1979-01-01

    Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

  6. Critical Issues in School Employee Relations.

    ERIC Educational Resources Information Center

    Gregory, David L.

    1995-01-01

    Salient school employee-relations issues include elimination of positions because of budgetary austerity; and managerial initiatives toward higher productivity through enhanced technology and an ever-smaller, core, full-time workforce. (MLF)

  7. The Increasing Importance of Employee Relations

    ERIC Educational Resources Information Center

    Keckley, Paul

    1977-01-01

    Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

  8. 19 CFR 200.735-118 - Interests of employees' relatives.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Interests of employees' relatives. 200.735-118 Section 200.735-118 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION EMPLOYEE RESPONSIBILITIES... Interests of employees' relatives. The interest of a spouse, minor child or other member of an employee's...

  9. Relation between employees' religiosity and job involvement.

    PubMed

    Knotts, Tami L

    2003-12-01

    While it has been argued that religion influences the meaning of work, few studies have empirically examined how employees' religiosity and job attitudes relate to one another. Specifically, this study investigated the relations among three religious orientations (intrinsic, extrinsic-personal, and extrinsic-social) and job involvement for 100 employees of a rehabilitation hospital in the southern United States. The respondents completed the 1989 Intrinsic/Extrinsic-Revised Scale and the 6-item version of the 1965 Job Involvement Scale. Correlation indicated a negative association between Intrinsic Religiosity and Job Involvement (r=-.26, p<.05) and a positive one between Extrinsic-personal and Job Involvement (r=.23, p<.05) for the total sample. When separated by religious affiliation, regression analyses indicated a significant positive relationship between scores on Extrinsic-personal Religiosity and in Job Involvement for Protestants (B=.32, p<.01), but Intrinsic Religiosity was signifiantly negatively related to Job Involvement for non-Protestants (B=-.35, p<.05). No relation was found between scores on Extrinsic-social Religiosity and Job involvement for either group. These results suggest that employees' religiosity may influence work values in different ways for Protestant and non-Protestant workers.

  10. Employee Relations: Where Will It Be in 1985?

    ERIC Educational Resources Information Center

    Schiavoni, Michael R.

    1978-01-01

    Examines the influence of social, economic, government, and organized labor forces on employee relations and reviews the implications of those four forces for employee relations and management. (Author/IRT)

  11. An analysis of the relation between employee-organization value congruence and employee attitudes.

    PubMed

    Amos, Elizabeth A; Weathington, Bart L

    2008-11-01

    Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

  12. Give the Employee What He Wants in the Corporate Newspaper: Improve Employee Relations.

    ERIC Educational Resources Information Center

    Surlin, Stuart H.; Walker, Barry

    Undertaken to isolate employee characteristics and to determine how they relate to several aspects of employee attitudes toward the corporate newspaper, this study measured the characteristics of employee tenure, job rank, and perceived "self-newspaper" agreement on the manner in which topics were handled within corporate publications. The random…

  13. Employees.

    ERIC Educational Resources Information Center

    Levin, Betsy

    This chapter summarizes recent state supreme court and federal court decisions involving school employees. The cases discussed are generally limited to those decided during 1975 and reported in the General Digest as of March 1976. In her discussion, the author attempts to integrate related cases and to illuminate any unifying legal principles that…

  14. Job-related motivational factors among Malaysian employees.

    PubMed

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

    This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

  15. Classifying Work-Related and Personal Problems of Troubled Employees.

    ERIC Educational Resources Information Center

    Gomez-Mejia, Luis R.; Balkin, David B.

    1980-01-01

    Summarizes the results of research conducted on the nature of work-related and personal problems afflicting employee assistance program users. Based on a sample of 14,000 cases, the project sought to identify problems that seem to cluster together and the demographic profile of employees experiencing the cluster. (Author/MLF)

  16. Subjective Relational Experiences and Employee Innovative Behaviors in the Workplace

    ERIC Educational Resources Information Center

    Vinarski-Peretz, Hedva; Binyamin, Galy; Carmeli, Abraham

    2011-01-01

    This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The…

  17. Subjective Relational Experiences and Employee Innovative Behaviors in the Workplace

    ERIC Educational Resources Information Center

    Vinarski-Peretz, Hedva; Binyamin, Galy; Carmeli, Abraham

    2011-01-01

    This paper presents two studies that explore the implications of subjective relational experiences (positive regard, mutuality and vitality) on employee engagement in innovative behaviors at work. Data collected at two points in time were used to test two mediation models that link subjective relational experiences and innovative behaviors. The…

  18. Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

    ERIC Educational Resources Information Center

    Martin, Rodney; Hayter, Roy, Ed.

    This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

  19. Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

    ERIC Educational Resources Information Center

    Martin, Rodney; Hayter, Roy, Ed.

    This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

  20. A New Concept in Personnel Development and Employee Relations

    ERIC Educational Resources Information Center

    Morano, Richard A.

    1974-01-01

    This article introduces a new personnel development concept and attempts to correct the notion that personnel development is largely a training function. Implicit is the notion that by enhancing the utilization of existing manpower and providing opportunities for career development, we foster good employee relations and contribute to…

  1. 29 CFR 780.908 - Relation of employee's work to specified transportation.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Relation of employee's work to specified transportation... Relation of employee's work to specified transportation. In order for the exemption to apply to an employee... activities is not exempt work. The employee must be actually engaged in the described operations. The...

  2. 29 CFR 780.908 - Relation of employee's work to specified transportation.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Relation of employee's work to specified transportation... Relation of employee's work to specified transportation. In order for the exemption to apply to an employee... activities is not exempt work. The employee must be actually engaged in the described operations. The...

  3. Employees.

    ERIC Educational Resources Information Center

    Nordin, Virginia Davis

    Cases involving employment interests of teachers, administrators, and other school employees generally continue trends set in earlier years. Discrimination considerations continue to play an important role. One area in which the courts might be said to intervene somewhat more than in others is the prevention and remediation of race discrimination.…

  4. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  5. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 230 cases reported in 1988 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  6. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This chapter analyzes more than 200 cases reported in 1986 involving public-sector employees in elementary and secondary education. Also included, where appropriate, are relevant 1986 Supreme Court cases from outside the field of education, as well as leading cases from prior years. Legal issues covered by the review include the following: (1)…

  7. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This first chapter of "The Yearbook of School Law, 1986" summarizes and analyzes over 250 state and federal court decisions handed down in 1985 affecting the legal rights of employees of public schools and state education agencies. Among the topics examined are discrimination on the basis of race, religion, sex, national origin, age, and handicap;…

  8. Employees.

    ERIC Educational Resources Information Center

    Delon, Floyd G.; Bartman, Robert E.

    The bulk of this chapter is devoted to three areas of contention: discrimination in employment (including discrimination on the grounds of race, sex, age, and handicapping condition), the discipline and dismissal of employees (including separate discussions of such causes as insubordination, neglect of duty, unprofessional conduct, incompetence,…

  9. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  10. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter examines cases reported during 1981 concerning school employees. In the format used, federal questions are addressed first, then issues associated with state laws. The author deals with cases in the areas of discrimination in employment, substantive constitutional rights of speech and association and privacy, and procedural due…

  11. Employees' Willingness to Participate in Work-Related Learning: A Multilevel Analysis of Employees' Learning Intentions

    ERIC Educational Resources Information Center

    Kyndt, Eva; Onghena, Patrick; Smet, Kelly; Dochy, Filip

    2014-01-01

    The current study focuses on employees' learning intentions, or the willingness to undertake formal work-related learning. This cross-sectional survey study included a sample of 1,243 employees that are nested within 21 organisations. The results of the multilevel analysis show that self-directedness in career processes, time management,…

  12. Employees' Willingness to Participate in Work-Related Learning: A Multilevel Analysis of Employees' Learning Intentions

    ERIC Educational Resources Information Center

    Kyndt, Eva; Onghena, Patrick; Smet, Kelly; Dochy, Filip

    2014-01-01

    The current study focuses on employees' learning intentions, or the willingness to undertake formal work-related learning. This cross-sectional survey study included a sample of 1,243 employees that are nested within 21 organisations. The results of the multilevel analysis show that self-directedness in career processes, time management,…

  13. 77 FR 25868 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-05-02

    ... 25868] [FR Doc No: 2012-10520] NATIONAL LABOR RELATIONS BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations Act AGENCY: National Labor Relations Board... Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA...

  14. 76 FR 63188 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-12

    ... Notification of Employee Rights Under the National Labor Relations Act AGENCY: National Labor Relations Board... capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. The Board hereby amends that rule to change...

  15. Influences of New Employee Development Practices on Temporary Employee Work-Related Attitudes

    ERIC Educational Resources Information Center

    Slattery, Jeffrey P.; Selvarajan, T. T.; Anderson, John E.

    2006-01-01

    The need to make organizations more flexible and thus more responsive to environmental change has led to many organizations using a flexible workforce that includes temporary employees. The article's purpose was to examine relationships between new employee development (NED) practices that promote organizational socialization and temporary…

  16. 76 FR 82133 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

    ... BOARD 29 CFR Part 104 RIN 3142-AA07 Notification of Employee Rights Under the National Labor Relations..., including labor organizations in their capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. (76...

  17. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  18. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  19. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  20. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  1. 29 CFR 785.29 - Training directly related to employee's job.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...

  2. Employee satisfaction as it relates to customer service.

    PubMed

    Hall, F

    1998-02-01

    Employees are often the forgotten customer in health care organizations. Satisfied employees are productive employees, which leads to obtaining long-term satisfied customers. Negative employees can discourage customers and destroy the integrity of an organization's culture. Long-term customers are critical for the survival of health care organizations for the year 2000 and beyond. Excellent service will be the only differentiation between a good and an excellent health care company. The article describes the current status of employees satisfaction at Columbia Centennial Medical Center and steps to be taken toward increasing satisfaction in the future.

  3. How the Government Ties Your Hands in Employee Relations

    ERIC Educational Resources Information Center

    Ellentuck, Elmer

    1976-01-01

    Gives highlights of statutes and court and administrative decisions which tell company chief executives what their organizations can and cannot do in the entire gamut between employee recruitment and retirement. Topics cover equal job rights, wages and hours, unions, veterans' rights, retirement, wage garnishment, and employee safety. (WL)

  4. The association between optimal lifestyle-related health behaviors and employee productivity.

    PubMed

    Katz, Abigail S; Pronk, Nicolaas P; Lowry, Marcia

    2014-07-01

    To investigate the association between lifestyle-related health behaviors including sleep and the cluster of physical activity, no tobacco use, fruits and vegetables intake, and alcohol consumption termed the "Optimal Lifestyle Metric" (OLM), and employee productivity. Data were obtained from employee health assessments (N = 18,079). Regression techniques were used to study the association between OLM and employee productivity, sleep and employee productivity, and the interaction of both OLM and sleep on employee productivity. Employees who slept less or more than 7 or 8 hours per night experienced significantly more productivity loss. Employees who adhered to all four OLM behaviors simultaneously experienced less productivity loss compared with those who did not. Adequate sleep and adherence to the OLM cluster of behaviors are associated with significantly less productivity loss.

  5. Fatigue in employees with diabetes: its relation with work characteristics and diabetes related burden

    PubMed Central

    Weijman, I; Ros, W; Rutten, G; Schaufeli, W; Schabracq, M; Winnubst, J

    2003-01-01

    Aims: To examine the relations between work characteristics as defined by the Job Demand-Control-Support model (JDCS) (that is, job demands, decision latitude, and social support), diabetes related burden (symptoms, seriousness of disease, self care activities, and disease duration), and fatigue in employees with diabetes mellitus. Methods: Employees (n = 292) aged 30–60 years, with insulin treated diabetes, filled in self administered questionnaires that assess the above mentioned components of the JDCS model and diabetes related burdens. Results: Both work and diabetes related factors are related to fatigue in employees with diabetes. Regression analyses revealed that work characteristics explain 19.1% of the variance in fatigue; lack of support, and the interaction of job demands and job control contribute significantly. Diabetes related factors explain another 29.0% of the variance, with the focus on diabetes related symptoms and the burden of adjusting insulin dosage to circumstances. Fatigue is more severe in case of lack of social support at work, high job demands in combination with a lack of decision latitude, more burden of adjusting insulin dosage to circumstances, and more diabetic symptoms. Furthermore, regression analysis revealed that diabetic symptoms and the burden of adjusting the insulin dosage to circumstances are especially relevant in combination with high job demands. Conclusions: Both diabetes and work should be taken into consideration—by (occupational) physicians as well as supervisors—in the communication with people with diabetes. PMID:12782754

  6. 76 FR 54005 - Notification of Employee Rights Under the National Labor Relations Act

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-30

    ...On December 22, 2010, the National Labor Relations Board (Board) issued a proposed rule requiring employers, including labor organizations in their capacity as employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. This final rule sets forth the Board's review of and responses to comments on the......

  7. Marketing the oral and maxillofacial surgery practice through positive employee relations.

    PubMed

    Niamtu, Joe

    2008-02-01

    This article is about marketing. Having superlative acumen on employee relations is much more important to all oral and maxillofacial surgeons than "how to take a referring doc to lunch." Keep a copy of this article handy and distribute it to all new employees. Review the hiring and firing tenets and "Rules of the Game" each time you hire a new employee, fire an established one, or face trying times with staff or partners.

  8. The Relation between Employee Organizational and Professional Development Activities

    ERIC Educational Resources Information Center

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  9. Impediments to Innovative Employee Relations Arrangements. Background Paper No. 37.

    ERIC Educational Resources Information Center

    Block, Richard N.; Wolkinson, Benjamin W.

    An examination of how employers and employees may be encouraged to adapt to changing economic conditions through innovation and cooperation rather than conflict indicates that the system of dispute resolution in the United States contains substantial disincentives to resolving disputes through negotiation and substantial incentives to resolving…

  10. State and Local Government Employee Relations after "Garcia."

    ERIC Educational Resources Information Center

    Troy, Leo

    1986-01-01

    In "Garcia v. San Antonio Metropolitan Transit Authority" (1985), the United States Supreme Court ruled that the Tenth Amendment does not preclude application of the federal minimum wage act and the Fair Labor Standards Act to state and local government employees. This paper explains "Garcia" history and implications for…

  11. The Relation between Employee Organizational and Professional Development Activities

    ERIC Educational Resources Information Center

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  12. State and Local Government Employee Relations after "Garcia."

    ERIC Educational Resources Information Center

    Troy, Leo

    1986-01-01

    In "Garcia v. San Antonio Metropolitan Transit Authority" (1985), the United States Supreme Court ruled that the Tenth Amendment does not preclude application of the federal minimum wage act and the Fair Labor Standards Act to state and local government employees. This paper explains "Garcia" history and implications for…

  13. A research model for relating job characteristics to job satisfaction of university foodservice employees.

    PubMed

    Duke, K M; Sneed, J

    1989-08-01

    The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction.

  14. Relationships among supervisor feedback environment, work-related stressors, and employee deviance.

    PubMed

    Peng, Jei-Chen; Tseng, Mei-Man; Lee, Yin-Ling

    2011-03-01

    Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

  15. 29 CFR 2509.75-6 - Interpretive bulletin relating to section 408(c)(2) of the Employee Retirement Income Security...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Employee Retirement Income Security Act of 1974. 2509.75-6 Section 2509.75-6 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-6 Interpretive...

  16. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO THE EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 § 2509.75-9 Interpretive..., underwriter, investment advisor, voting trustee, director, officer, or employee of the plan or plan...

  17. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  18. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  19. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public...-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with privacy-related responsibilities? (a) Employees who design, develop, operate, or maintain Privacy Act...

  20. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Employees of related corporations. 31.3306(p)-1... of related corporations. (a) In general. For purposes of sections 3301, 3302, and 3306(b)(1), when two or more related corporations concurrently employ the same individual and compensate...

  1. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL... procedures, but who perform the following administrative functions for an employee benefit plan, within a... benefits; (2) Calculation of services and compensation credits for benefits; (3) Preparation of employee...

  2. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL... procedures, but who perform the following administrative functions for an employee benefit plan, within a... benefits; (2) Calculation of services and compensation credits for benefits; (3) Preparation of employee...

  3. 29 CFR 2509.75-8 - Questions and answers relating to fiduciary responsibility under the Employee Retirement Income...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL... procedures, but who perform the following administrative functions for an employee benefit plan, within a... benefits; (2) Calculation of services and compensation credits for benefits; (3) Preparation of employee...

  4. The Differences in Career-Related Variables between Temporary and Permanent Employees in Information Technology Companies in Korea

    ERIC Educational Resources Information Center

    Tak, Jinkook; Lim, Beomsik

    2008-01-01

    The purpose of this study was to examine differences in career-related variables, such as career commitment and career satisfaction, based on employment status (temporary vs. permanent employees) and job type (professional vs. nonprofessional employees). With a sample of 302 employees working in information technology companies in Korea, it was…

  5. The Differences in Career-Related Variables between Temporary and Permanent Employees in Information Technology Companies in Korea

    ERIC Educational Resources Information Center

    Tak, Jinkook; Lim, Beomsik

    2008-01-01

    The purpose of this study was to examine differences in career-related variables, such as career commitment and career satisfaction, based on employment status (temporary vs. permanent employees) and job type (professional vs. nonprofessional employees). With a sample of 302 employees working in information technology companies in Korea, it was…

  6. Role of demographic and job-related variables in determining work-related quality of life of hospital employees.

    PubMed

    Shukla, K; Shahane, S; D'Souza, W

    2017-01-01

    Considering a huge working population in health sector faced with stressful work life, limited autonomy in work and declining work contentment calls for an overemphasis on evaluating and monitoring their satisfaction associated with work-related quality of life (WRQoL). This study evaluates WRQoL of hospital employees and validates the bilingual (English and Marathi) version of WRQoL scale. The study was conducted during March-April'2014 on employees of a corporate hospital of Pune, India after ethical approval and informed consent from employees. The bilingual WRQoL scale has been tested for reliability and validity, and WRQoL scores have been reported. A total of 132 hospital employees (mean age 31 [±8] years, 55% males) who participated in the study reported overall moderate WRQoL scores. The scale showed high internal consistency (Cronbach's alpha = 0.82, P < 0.0001) and moderate to high validity. WRQoL did not significantly vary across marital status, family size, and gender. "Stress at work" score of WRQoL increased with age of employees. Higher work experience, employment at higher positions and those working in clinical and diagnostic departments reported a higher WRQoL. WRQoL scale is a reliable and valid instrument. Better WRQoL in employees placed in higher organizational positions indicates a need for focused measures to enhance WRQoL of employees in lower hierarchical levels, especially in control at work and home life interface domains. WRQoL needs regular monitoring for employees in lower positions and aging employees.

  7. The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

    PubMed

    Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

    2016-01-01

    The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.

  8. The daily commute from work to home: examining employees' experiences in relation to their recovery status.

    PubMed

    van Hooff, Madelon L M

    2015-04-01

    Sufficient recovery after daily effort expenditure at work is important to protect employee health and well-being. However, the role of commuting in the daily effort-recovery process is still not very well understood. The present study aimed to advance insight in this respect by examining if relaxation, detachment, mastery and stressful delays experienced during the commute from work to home affect employees' recovery status after returning home from work and at the end of the evening. Daily job demands were expected to moderate these effects. Serenity and (low) anxiety were included as indicators of employees' recovery status. Data were collected by means of a 5-day daily diary study (three measurements daily) among 76 participants from various industries. Multilevel analyses showed that relaxation was positively and stressful delays were negatively related to employees' recovery status after returning home from work but not to indicators of recovery at the end of the evening. For detachment, similar relations were found but only on days with high job demands. Mastery was not related to employees' recovery status. These findings enhance our insight in the daily effort-recovery cycle and underline the importance of promoting detachment (on demanding workdays) and relaxation on the way home from work.

  9. Antecedents of Employees' Involvement in Work-Related Learning: A Systematic Review

    ERIC Educational Resources Information Center

    Kyndt, Eva; Baert, Herman

    2013-01-01

    Involvement in work-related learning seems to be more complex than a simple supply-demand fit. An interplay of several factors can influence this involvement at different stages of the decision-making process of the employee. The aim of this systematic review is to examine which antecedents of work-related learning have been identified in previous…

  10. State and Local Public Employee Labor Relations--Where Are They Headed?

    ERIC Educational Resources Information Center

    Kovach, Kenneth A.

    1979-01-01

    Presents an overview of the history, current status, and trends in state and local employee unionism, and the laws relating to bargaining in these sectors. Concludes that state and local laws and practices are following the pattern of federal public-sector labor relations, which are based on the private-sector. (Author/IRT)

  11. Employer support for innovative work and employees' job satisfaction and job-related stress.

    PubMed

    Raykov, Milosh

    2014-01-01

    There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

  12. Work-related Learning and the Struggle for Employee Commitment.

    ERIC Educational Resources Information Center

    Forrester, Keith

    2002-01-01

    Recent policy developments have involved adult educators and unions in work-related learning. However, an uncritical analysis of learning in the workplace risks aligning these activities with new forms of oppression and managerial control. (Contains 39 references.) (Author/SK)

  13. 78 FR 47180 - Basic Program Elements for Federal Employee Occupational Safety and Health Programs and Related...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-05

    ... Occupational Safety and Health Administration 29 CFR Part 1960 Basic Program Elements for Federal Employee Occupational Safety and Health Programs and Related Matters; Subpart I for Recordkeeping and Reporting Requirements AGENCY: Occupational Safety and Health Administration (OSHA), Labor. ACTION: Final rule. SUMMARY...

  14. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  15. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 15 2011-04-01 2011-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  16. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 15 2012-04-01 2012-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  17. 26 CFR 31.3306(p)-1 - Employees of related corporations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Employees of related corporations. 31.3306(p)-1 Section 31.3306(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(p)-1...

  18. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 14 Aeronautics and Space 3 2013-01-01 2013-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  19. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 3 2010-01-01 2010-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  20. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 14 Aeronautics and Space 3 2014-01-01 2014-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION... Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue, SW., Washington, DC 20591....

  1. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 3 2011-01-01 2011-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  2. 14 CFR 120.221 - Consequences for employees engaging in alcohol-related conduct.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 14 Aeronautics and Space 3 2012-01-01 2012-01-01 false Consequences for employees engaging in alcohol-related conduct. 120.221 Section 120.221 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION..., Office of Aerospace Medicine, Attn: Drug Abatement Division (AAM-800), 800 Independence Avenue,...

  3. The Work-Related Quality of Life Scale for Higher Education Employees

    ERIC Educational Resources Information Center

    Edwards, Julian A.; Van Laar, Darren; Easton, Simon; Kinman, Gail

    2009-01-01

    Previous research suggests that higher education employees experience comparatively high levels of job stress. A range of instruments, both generic and job-specific, has been used to measure stressors and strains in this occupational context. The Work-related Quality of Life (WRQoL) scale is a measure designed to capture perceptions of the working…

  4. The Impact of Proposition 13 on Public Employee Relations: The Case of Los Angeles.

    ERIC Educational Resources Information Center

    Swimmer, Gene

    1982-01-01

    The impact of Proposition 13 and subsequent state bailout legislation on public employee relations in the City and County of Los Angeles (California) has been a new collective bargaining environment. The 1979 negotiations, where a countywide strike was narrowly averted, illustrate the hardening of management attitudes and union militancy. (MLF)

  5. 76 FR 14777 - Supplemental Standards of Ethical Conduct for Employees of the Federal Labor Relations Authority

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-03-18

    ... Supplemental Standards of Ethical Conduct for Employees of the Federal Labor Relations Authority AGENCY... Authority (FLRA), with the concurrence of the Office of Government Ethics (OGE), is adopting as final, without change, the interim FLRA rule that supplements the executive-branch-wide Standards of...

  6. The Impact of Proposition 13 on Public Employee Relations: The Case of Los Angeles.

    ERIC Educational Resources Information Center

    Swimmer, Gene

    1982-01-01

    The impact of Proposition 13 and subsequent state bailout legislation on public employee relations in the City and County of Los Angeles (California) has been a new collective bargaining environment. The 1979 negotiations, where a countywide strike was narrowly averted, illustrate the hardening of management attitudes and union militancy. (MLF)

  7. The Work-Related Quality of Life Scale for Higher Education Employees

    ERIC Educational Resources Information Center

    Edwards, Julian A.; Van Laar, Darren; Easton, Simon; Kinman, Gail

    2009-01-01

    Previous research suggests that higher education employees experience comparatively high levels of job stress. A range of instruments, both generic and job-specific, has been used to measure stressors and strains in this occupational context. The Work-related Quality of Life (WRQoL) scale is a measure designed to capture perceptions of the working…

  8. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... commerce. 776.11 Section 776.11 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION... commerce. (a) Another large category of employees covered as “engaged in commerce” is comprised of... instrumentalities of commerce. (See the cases cited in footnote 28 to § 776.9. See also the discussion of...

  9. Union perceptions of factors related to the return to work of employees with depression.

    PubMed

    Corbière, Marc; Renard, Marianne; St-Arnaud, Louise; Coutu, Marie-France; Negrini, Alessia; Sauvé, Geneviève; Lecomte, Tania

    2015-06-01

    Between 30 and 60% of the societal cost of depression is due to losses related to decreased work productivity. To date, only a few studies have focused on union perspectives related to factors influencing the return-to-work of employees absent due to depression, despite evidence of the importance of these perspectives. The purpose of this study is to develop a better understanding of union perspectives on the factors surrounding the return-to-work of employees who were absent from work due to depression. In this qualitative study, conducted in Canada (Québec), 23 individuals (union representatives and peer workers) from the three largest unions (mixed industries) in Quebec took part in one of three focus groups. Fourteen emerging themes (e.g., work environment, attitudes toward depression) were distributed over five categories of stakeholders involved in the return-to-work of employees on sick leave (i.e., employers and immediate supervisors, co-workers, employees on sick leave due to depression, general physicians, and unions). We observed four major cross-cutting themes that arose beyond these five categories: (1) organizational culture in which mental health issues and human aspects of work are central, (2) support and follow-up during the work absence and the return-to-work, (3) lack of resources to assist the employee in the return-to-work, and (4) stakeholders' prejudices and discomfort regarding depression. Our results clarify the factors, from a union perspective, that may facilitate or hinder the return-to-work of employees absent from work due to depression.

  10. Physical Work Environment as a Managerial Tool for Decreasing Job-Related Anxiety and Improving Employee-Employer Relations.

    PubMed

    Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle

    2015-01-01

    The expected increase in healthcare needs resulting from the Affordable Care Act and the growing population of older citizens in the United States is challenging owners and operators of hospitals to improve quality of care and reduce operational costs. Meanwhile, studies have indicated a serious shortage in the healthcare workforce and have highlighted the critical role of employees' job-related attitudes and feelings. The main objective of this study was to test whether employees' evaluations of important environments within hospitals were significantly associated with their job-related attitudes and feelings, and whether this relationship varied across different demographic groups. About 700 healthcare professionals from 10 acute-care hospitals run by three healthcare organizations participated in this cross-sectional study. Structural equation modeling found that employees' evaluations of their physical work environment were significantly associated with lower rates of job-related anxiety, higher levels of job satisfaction, and increased rates of organizational commitment. Perceived organizational support was responsible for mediating part of these relationships, indicating that employees can perceive a healthy work environment as a sign of their organization valuing them and caring about their well-being. When distinguishing between different spaces, analysis found that satisfaction with rest areas and work spaces had the largest effect size, while the influence of patient areas was small. Employees newer to the facility and to the organization were more influenced by the physical work environment. This study provides preliminary evidence that facility design can be used as a managerial tool for improving employees' job-related attitudes and feelings and earning their commitment.

  11. Workplace skills and the skills gaps related to employee critical thinking ability and science education curriculum

    NASA Astrophysics Data System (ADS)

    Alexander, William A.

    In recent years, business and industry have been vocal critics of education. Critics complain the American workforce, particularly young people, are deficient in workplace skills. A survey of 500 randomly selected Ohio businesses was used to determine opinions of respondents related to workplace skills gaps, rising skill levels, and level and type of critical thinking used on the job by all employees and entry-level employees. Four of 18 science outcomes promoted by the Ohio Department of Education had an application in business and these required critical-thinking skills to complete. These four formed the foundation in the survey because they provided a connection between thinking skills required on the Ohio 12 th Grade Proficiency Test and those required on the job. Pearson correlation coefficient was used to identify correlation between responses. The alpha level was p ≤ .05. Stepwise multiple linear regression analysis was conducted to identify significant (p ≤ .05) relationships between variables as represented by responses. In addition, one version of the Science Section of the Ohio 12th Grade Proficiency Test was analyzed for use of critical thinking using the SCAN's critical-thinking attributes as a standard. There were several findings related to workplace skills and critical thinking. Only 17.1% of respondents indicated dissatisfaction with the basic academic skill level of their employees. A majority (71.1%) of responding businesses perceived a lack of work ethic as more important than deficient academic skills. Only 17.1% of respondents reported the skill level of their entry-level employees was rising. Approximately 1/3 of responding businesses required no critical thinking at all from their entry-level employees. Small businesses were significantly more likely to require higher levels of critical thinking from their entry level employees than larger businesses. Employers who reported rising skill levels in entry-level employees required all of

  12. The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan

    PubMed Central

    Tang, Feng-Cheng; Li, Ren-Hau; Huang, Shu-Ling

    2016-01-01

    Background and Objectives Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1) to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2) to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled. Methods A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine), psychological condition (perceived mental health and psychological distress), job-related psychosocial factors (job demand, job control, and workplace social support), and prolonged fatigue. Results A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue. Conclusion Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers’ prolonged fatigue. However, more research is required to verify the causation among all the variables. PMID:26930064

  13. The Association between Job-Related Psychosocial Factors and Prolonged Fatigue among Industrial Employees in Taiwan.

    PubMed

    Tang, Feng-Cheng; Li, Ren-Hau; Huang, Shu-Ling

    2016-01-01

    Prolonged fatigue is common among employees, but the relationship between prolonged fatigue and job-related psychosocial factors is seldom studied. This study aimed (1) to assess the individual relations of physical condition, psychological condition, and job-related psychosocial factors to prolonged fatigue among employees, and (2) to clarify the associations between job-related psychosocial factors and prolonged fatigue using hierarchical regression when demographic characteristics, physical condition, and psychological condition were controlled. A cross-sectional study was employed. A questionnaire was used to obtain information pertaining to demographic characteristics, physical condition (perceived physical health and exercise routine), psychological condition (perceived mental health and psychological distress), job-related psychosocial factors (job demand, job control, and workplace social support), and prolonged fatigue. A total of 3,109 employees were recruited. Using multiple regression with controlled demographic characteristics, psychological condition explained 52.0% of the variance in prolonged fatigue. Physical condition and job-related psychosocial factors had an adjusted R2 of 0.370 and 0.251, respectively. Hierarchical multiple regression revealed that, among job-related psychosocial factors, job demand and job control showed significant associations with fatigue. Our findings highlight the role of job demand and job control, in addition to the role of perceived physical health, perceived mental health, and psychological distress, in workers' prolonged fatigue. However, more research is required to verify the causation among all the variables.

  14. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 9 2014-07-01 2014-07-01 false Interpretive bulletin relating to payments by certain employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

  15. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 9 2012-07-01 2012-07-01 false Interpretive bulletin relating to payments by certain employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

  16. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 9 2011-07-01 2011-07-01 false Interpretive bulletin relating to payments by certain employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

  17. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 9 2013-07-01 2013-07-01 false Interpretive bulletin relating to payments by certain employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

  18. Individual deals within teams: Investigating the role of relative i-deals for employee performance.

    PubMed

    Vidyarthi, Prajya R; Singh, Satvir; Erdogan, Berrin; Chaudhry, Anjali; Posthuma, Richard; Anand, Smriti

    2016-11-01

    The authors extend i-deals theory to an individual-within-a-team context. Drawing upon social comparison theory, they contend that individuals will react to their own i-deals within the context of group members' i-deals. Therefore, they examine the role of relative i-deals (an individual's i-deals relative to the team's average) in relation to employee performance. Furthermore, integrating social comparison theory with social identity theory the authors assert that the behavioral outcomes of relative i-deals are influenced by the team's social and structural attributes of team orientation and task interdependence. Finally, they contend that the perceptions of one's relative standing with the leader, or leader-member exchange social comparison (LMXSC), mediate the i-deals-outcome relationship in groups with low team orientation and task interdependence. Results of multilevel modeling using time-lagged data from 321 employees nested in 46 teams demonstrated that the positive relationship between relative i-deals and employee performance was stronger in groups with low team orientation and task interdependence, and the mediation effect of LMXSC was stronger in teams with low rather than high team orientation. (PsycINFO Database Record

  19. The importance of being "me": The relation between authentic identity expression and transgender employees' work-related attitudes and experiences.

    PubMed

    Martinez, Larry R; Sawyer, Katina B; Thoroughgood, Christian N; Ruggs, Enrica N; Smith, Nicholas A

    2017-02-01

    The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace experiences, in part because the reduction of this discrepancy is related to greater feelings of authenticity. In Study 1, we found that the extent to which one has transitioned was related to higher job satisfaction and perceived person-organization (P-O) fit and lower perceived discrimination. In Study 2, we replicate and extend these results by showing that the extent to which employees felt that others at work perceived them in a manner consistent with how they perceived themselves (relational authenticity) mediated the relations between extent of transition and all 3 of these outcomes. However, perceptions of alignment between one's felt and expressed identity (action authenticity) only mediated this link for job satisfaction. We discuss the theoretical and practical implications of our results, as well as avenues for future research on authenticity in the workplace. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  20. Subjective measures of work-related fatigue in automobile factory employees.

    PubMed

    Guo, Fu; Wang, Tianbo; Ning, Zuojiang

    2017-09-14

    Work-related fatigue is common among automobile factory employees. The purpose of this study was to assess fatigue of employees at a Chinese automobile factory. 238 employees (119 engineers and 119 workers) participated in this study. The following questionnaires were completed: demographic survey questionnaire, working condition questionnaire (WCQ), functional assessment of chronic illness therapy-fatigue (FACIT-F), subscales of multidimensional fatigue inventory (MFI), and Pittsburgh sleep quality index (PSQI). Both engineers and workers experienced fatigue. The workers (35.6 years old, SD = 6.7) generally felt more fatigue than engineers (42.6 years old, SD = 6.4). The engineers claimed to be more satisfied with the working conditions than workers. The WCQ showed good properties for assessing work-related factors, which were significantly correlated with fatigue (r = 0.568 for engineers and r = 0.639 for workers). For engineers, general fatigue was observed regularly and frequently, and for workers, physical fatigue usually had a long duration. The fatigue was significantly correlated with work-related factors, especially working environment and monotony. For workers, the duration of the work day also affected their fatigue. Some improvements to the working condition in this automobile factory should be considered.

  1. Perception and practice regarding allergen labeling: focus on food-related employees.

    PubMed

    Park, Si-Eun; Kwon, Yong-Seok; Paik, Jin-Kyoung; Kwak, Tong-Kyung; Hong, Wan-Soo

    2016-08-01

    Most consumers are able to recognize allergenic foods. However, the frequency of checking such foods is reportedly low, resulting in higher prevalence of food-related allergic reactions in Korea compared to other countries. Thus, this study was performed to investigate the overall perception of allergenic food labeling and its practice level in food manufacturing company employees. The survey was administered to food safety employees and food development teams at food companies located in metropolitan areas. A total of 399 (93.8%) valid samples were used in the final analysis. Statistical analyses, including Frequency Analysis, t-test, Anova, PCA (Principal Component Analysis), and Pearson Correlation Analysis using SPSS ver. 21.0, were performed. The correct answer rate in the analysis of allergy-related knowledge level ranged from 15.0% to 89.7%. Analysis of differences in allergy-related perception by knowledge level showed significant differences in introduction of a food recall system, strengthening of relevant laws and regulations, content labeling, description of substitutional food, and differentiated package by age. It can be concluded that labeling of allergenic foods should be made easier and more convenient for checking by employees, developers, and consumers, and it is necessary to provide contents through the development of publicity, guidelines, or APP along with labeling.

  2. Perception and practice regarding allergen labeling: focus on food-related employees

    PubMed Central

    Park, Si-Eun; Kwon, Yong-Seok; Paik, Jin-Kyoung; Kwak, Tong-Kyung

    2016-01-01

    BACKGROUND/OBJECTIVES Most consumers are able to recognize allergenic foods. However, the frequency of checking such foods is reportedly low, resulting in higher prevalence of food-related allergic reactions in Korea compared to other countries. Thus, this study was performed to investigate the overall perception of allergenic food labeling and its practice level in food manufacturing company employees. SUBJECTS/METHODS The survey was administered to food safety employees and food development teams at food companies located in metropolitan areas. A total of 399 (93.8%) valid samples were used in the final analysis. Statistical analyses, including Frequency Analysis, t-test, Anova, PCA (Principal Component Analysis), and Pearson Correlation Analysis using SPSS ver. 21.0, were performed. RESULTS The correct answer rate in the analysis of allergy-related knowledge level ranged from 15.0% to 89.7%. Analysis of differences in allergy-related perception by knowledge level showed significant differences in introduction of a food recall system, strengthening of relevant laws and regulations, content labeling, description of substitutional food, and differentiated package by age. CONCLUSIONS It can be concluded that labeling of allergenic foods should be made easier and more convenient for checking by employees, developers, and consumers, and it is necessary to provide contents through the development of publicity, guidelines, or APP along with labeling. PMID:27478550

  3. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations... bulletin relating to guidelines on independence of accountant retained by Employee Benefit Plan. The Department of Labor today announced guidelines for determining when a qualified public accountant...

  4. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations... bulletin relating to guidelines on independence of accountant retained by Employee Benefit Plan. The Department of Labor today announced guidelines for determining when a qualified public accountant...

  5. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false When must we authorize payment of expenses related to an employee's death? 303-70.1 Section 303-70.1 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS FOR...

  6. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations... bulletin relating to guidelines on independence of accountant retained by Employee Benefit Plan. The Department of Labor today announced guidelines for determining when a qualified public accountant is...

  7. 29 CFR 2509.75-9 - Interpretive bulletin relating to guidelines on independence of accountant retained by Employee...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... independence of accountant retained by Employee Benefit Plan. 2509.75-9 Section 2509.75-9 Labor Regulations... bulletin relating to guidelines on independence of accountant retained by Employee Benefit Plan. The Department of Labor today announced guidelines for determining when a qualified public accountant is...

  8. 41 CFR 105-64.107 - What standards of conduct apply to employees with privacy-related responsibilities?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... conduct apply to employees with privacy-related responsibilities? 105-64.107 Section 105-64.107 Public... SERVICES ADMINISTRATION Regional Offices-General Services Administration 64-GSA PRIVACY ACT RULES 64.1-Policies and Responsibilities § 105-64.107 What standards of conduct apply to employees with...

  9. Patterns of daily energy management at work: relations to employee well-being and job characteristics.

    PubMed

    Kinnunen, Ulla; Feldt, Taru; de Bloom, Jessica; Korpela, Kalevi

    2015-11-01

    The present study aimed at identifying subgroups of employees with similar daily energy management strategies at work and finding out whether well-being indicators and job characteristics differ between these subgroups. The study was conducted by electronic questionnaire among 1122 Finnish employees. First, subgroups of employees with unique and distinctive patterns of energy management strategies were identified using latent profile analysis. Second, differences in well-being indicators and job characteristics between the subgroups were investigated by means of ANCOVA. Four subgroups (i.e., patterns) were identified and named: Passives (n = 371), Averages (n = 390), Casuals (n = 272) and Actives (n = 89). Passives used all three (i.e., work-related, private micro-break and physical micro-break) strategies less frequently than other subgroups, whereas Actives used work-related and physical energy management strategies more frequently than other subgroups. Averages used all strategies on an average level. Casuals' use of all strategies came close to that of Actives, notably in a shared low use of private micro-break strategies. Active and Casual patterns maintained vigor and vitality. Autonomy and social support at work played a significant role in providing opportunities for the use of beneficial energy management strategies. Autonomy and support at work seem to support active and casual use of daily energy management, which is important in staying energized throughout the working day.

  10. Public Employee Unions: A Study of the Crisis in Public Sector Labor Relations.

    ERIC Educational Resources Information Center

    Chickering, A. Lawrence, Ed.

    This collection of 12 papers examines various aspects of public employee collective bargaining and unionization. Public employee unions in the United States have caused growing concern since the mid-1960s when wages in the public sector began to rise more rapidly than those of private employees. Public employee strikes became significant for the…

  11. Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

    ERIC Educational Resources Information Center

    Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

    2006-01-01

    This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

  12. Proposing a Research Methodology to Evaluate the Relation Between Training Needs Assessment and Employee Performance

    DTIC Science & Technology

    2016-06-01

    and employee performance after training. 14. SUBJECT TERMS training needs assessments, human resources, TNA, Likert scale analysis, LSA 15...the effectiveness of the TNA on employee performance and the overall organizational performance is still questionable. According to Cekada (2010...employee performance . Positive employee performance has been attributed to both extrinsic and intrinsic factors , as explained in Herzberg’s Two

  13. Public Employee Unions: A Study of the Crisis in Public Sector Labor Relations.

    ERIC Educational Resources Information Center

    Chickering, A. Lawrence, Ed.

    This collection of 12 papers examines various aspects of public employee collective bargaining and unionization. Public employee unions in the United States have caused growing concern since the mid-1960s when wages in the public sector began to rise more rapidly than those of private employees. Public employee strikes became significant for the…

  14. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF CERTAIN EMPLOYEES 70-AGENCY REQUIREMENTS FO...

  15. Euthanasia-related strain and coping strategies in animal shelter employees.

    PubMed

    Baran, Benjamin E; Allen, Joseph A; Rogelberg, Steven G; Spitzmüller, Christiane; Digiacomo, Natalie A; Webb, Jennifer B; Carter, Nathan T; Clark, Olga L; Teeter, Lisa A; Walker, Alan G

    2009-07-01

    To identify and evaluate coping strategies advocated by experienced animal shelter workers who directly engaged in euthanizing animals. Cross-sectional study. Animal shelters across the United States in which euthanasia was conducted (5 to 100 employees/shelter). With the assistance of experts associated with the Humane Society of the United States, the authors identified 88 animal shelters throughout the United States in which animal euthanasia was actively conducted and for which contact information regarding the shelter director was available. Staff at 62 animal shelters agreed to participate in the survey. Survey packets were mailed to the 62 shelter directors, who then distributed them to employees. The survey included questions regarding respondent age, level of education, and role and asked those directly involved in the euthanasia of animals to provide advice on strategies for new euthanasia technicians to deal with the related stress. Employees completed the survey and returned it by mail. Content analysis techniques were used to summarize survey responses. Coping strategies suggested by 242 euthanasia technicians were summarized into 26 distinct coping recommendations in 8 categories: competence or skills strategies, euthanasia behavioral strategies, cognitive or self-talk strategies, emotional regulation strategies, separation strategies, get-help strategies, seek long-term solution strategies, and withdrawal strategies. Euthanizing animals is a major stressor for many animal shelter workers. Information regarding the coping strategies identified in this study may be useful for training new euthanasia technicians.

  16. Risk for work-related fatigue among the employees on semiconductor manufacturing lines.

    PubMed

    Lin, Yu-Cheng; Chen, Yen-Cheng; Hsieh, Hui-I; Chen, Pau-Chung

    2015-03-01

    To examine the potential risk factors for work-related fatigue (WRF) among workers in modern industries, the authors analyzed the records of need-for-recovery questionnaires and health checkup results for 1545 employees. Compared with regular daytime workers, and after adjusting for confounders, the workers adapting to day-and-night rotating shift work (RSW) had a 4.0-fold (95% confidence interval [CI] = 2.7-5.9) increased risk for WRF, higher than the 2.2-fold risk (95% CI = 1.5-3.3) for persistent shift workers. Based on highest education level, the male employees with university degrees had the highest adjusted odds ratio (a-OR) 2.8 (95% CI = 1.0-7.8) for complaining of WRF versus compulsory education group. For female workers, currently married/cohabiting status was inversely associated with WRF (a-OR = 0.5; 95% CI = 0.2-0.9), and child-rearing responsibility moderately increased WRF risk (a-OR = 1.9; 95% CI = 1.0-3.7). Day-and-night RSW and the adaptation, educational levels of males, and domestic factors for females contributed to WRF among semiconductor manufacturing employees.

  17. A new quantitative approach to measure perceived work-related stress in Italian employees.

    PubMed

    Cevenini, Gabriele; Fratini, Ilaria; Gambassi, Roberto

    2012-09-01

    We propose a method for a reliable quantitative measure of subjectively perceived occupational stress applicable in any company to enhance occupational safety and psychosocial health, to enable precise prevention policies and intervention and to improve work quality and efficiency. A suitable questionnaire was telephonically administered to a stratified sample of the whole Italian population of employees. Combined multivariate statistical methods, including principal component, cluster and discriminant analyses, were used to identify risk factors and to design a causal model for understanding work-related stress. The model explained the causal links of stress through employee perception of imbalance between job demands and resources for responding appropriately, by supplying a reliable U-shaped nonlinear stress index, expressed in terms of values of human systolic arterial pressure. Low, intermediate and high values indicated demotivation (or inefficiency), well-being and distress, respectively. Costs for stress-dependent productivity shortcomings were estimated to about 3.7% of national income from employment. The method identified useful structured information able to supply a simple and precise interpretation of employees' well-being and stress risk. Results could be compared with estimated national benchmarks to enable targeted intervention strategies to protect the health and safety of workers, and to reduce unproductive costs for firms.

  18. Predictors of the work-related depressive symptoms among blue-collar male employees of an industrial unit in Iran.

    PubMed

    Lotfizadeh, Masoud; Rahimzadeh, Shadi; Zareiy, Saeid

    2016-01-01

    Possible associations between depressive symptoms and work-related parameters have frequently been discussed in the literature. The present study was aimed to evaluate the work-related depressive symptoms and their possible-related parameters among male employees of Esfahan Steel Company (ESCO) as one of the most important industrial sites in Iran. With a cross-sectional design and a stratified random sampling method in 2010, a total of 400 male employees were enrolled from the operational parts of the ESCO. Among 400 participated employees, 245 (61.3%) were rotational duty employees and 358 (89.5%) were reported making <$500. After applying the linear regression model, some variables including: economic difficulties (P = 0.022, odds ratio [OR] = 0.558, 95% confidence interval [CI] =0.339-0.919), family-related problems (P = 0.003, OR = 0.303, 95% CI = 0.138-0.669), and work environment (P < 0.001, OR = 0.244, 95% CI = 0.140-0.426) were found to be significantly associated with higher depressive symptoms among the participants. The present study brought to light the predictors of occupational depressive symptoms among blue-collar employees of ESCO. More research is needed to find the causal relations between mental health and work-related parameters among Iranian employees.

  19. Predictors of the work-related depressive symptoms among blue-collar male employees of an industrial unit in Iran

    PubMed Central

    Lotfizadeh, Masoud; Rahimzadeh, Shadi; Zareiy, Saeid

    2016-01-01

    Background and Aim: Possible associations between depressive symptoms and work-related parameters have frequently been discussed in the literature. The present study was aimed to evaluate the work-related depressive symptoms and their possible-related parameters among male employees of Esfahan Steel Company (ESCO) as one of the most important industrial sites in Iran. Materials and Methods: With a cross-sectional design and a stratified random sampling method in 2010, a total of 400 male employees were enrolled from the operational parts of the ESCO. Results: Among 400 participated employees, 245 (61.3%) were rotational duty employees and 358 (89.5%) were reported making <$500. After applying the linear regression model, some variables including: economic difficulties (P = 0.022, odds ratio [OR] = 0.558, 95% confidence interval [CI] =0.339–0.919), family-related problems (P = 0.003, OR = 0.303, 95% CI = 0.138–0.669), and work environment (P < 0.001, OR = 0.244, 95% CI = 0.140–0.426) were found to be significantly associated with higher depressive symptoms among the participants. Conclusion: The present study brought to light the predictors of occupational depressive symptoms among blue-collar employees of ESCO. More research is needed to find the causal relations between mental health and work-related parameters among Iranian employees. PMID:28659694

  20. Analyzing best practices in employee health management: how age, sex, and program components relate to employee engagement and health outcomes.

    PubMed

    Terry, Paul E; Grossmeier, Jessica; Mangen, David J; Gingerich, Stefan B

    2013-04-01

    Examine the influence of employee health management (EHM) best practices on registration, participation, and health behavior change in telephone-based coaching programs. Individual health assessment data, EHM program data, and health coaching participation data were analyzed for associations with coaching program enrollment, active participation, and risk reduction. Multivariate analyses occurred at the individual (n = 205,672) and company levels (n = 55). Considerable differences were found in how age and sex impacted typical EHM evaluation metrics. Cash incentives for the health assessment were associated with more risk reduction for men than for women. Providing either a noncash or a benefits-integrated incentive for completing the health assessment, or a noncash incentive for lifestyle management, strengthened the relationship between age and risk reduction. In EHM programs, one size does not fit all. These results can help employers tailor engagement strategies for their specific population.

  1. Physical activity and unplanned illness-related work absenteeism: Data from an employee wellness program

    PubMed Central

    Yang, Heidi Y.; Katz, Jeffrey N.; Collins, Jamie E.

    2017-01-01

    Background Illness-related absenteeism is a major threat to work productivity. Our objective was to assess the relationship between physical activity and unplanned illness-related absenteeism from work. Methods We implemented physical activity program for sedentary non-clinician employees of a tertiary medical center. Financial rewards were available for reaching accelerometer-measured ambulatory physical activity goals over a 24-week period. We categorized participants into three groups based on mean levels of physical activity: low (0–74 min/week), medium (75–149 min/week) and meeting CDC guidelines (≥150 min/week). We built a multivariable Poisson regression model to evaluate the relationship between physical activity and rates of unplanned illness-related absenteeism. Results The sample consisted of 292 employees who participated in the program. Their mean age was 38 years (SD 11), 83% were female, and 38% were obese. Over the 24 intervention weeks, participants engaged in a mean of 90 min/week (SD 74) of physical activity and missed a mean of 14 hours of work (SD 38) due to illness. Unplanned absenteeism due to illness was associated with physical activity. As compared to the group meeting CDC guidelines, in multivariable analyses those in the medium physical activity group had a 2.4 (95% CI 1.3–4.5) fold higher rate of illness-related absenteeism and those in the lowest physical activity group had a 3.5 (95% CI 1.7–7.2) fold higher rate of illness-related absenteeism. Discussion Less physical activity was associated with more illness-related absenteeism. Workforce-based interventions to increase physical activity may thus be a promising vehicle to reduce unplanned illness-related absenteeism. PMID:28472084

  2. Lead absorption in children of employees in a lead-related industry

    SciTech Connect

    Morton, D.E.; Saah, A.J.; Silberg, S.L.; Owens, W.L.; Roberts, M.A.; Saah, M.D.

    1982-04-01

    Children can be exposed to lead from a variety of environmental sources. It has been repeatedly reported that children of employees in a lead-related industry are at increased risk of lead absorption because of the high levels of lead found in the household dust of these workers. A case-control study was done in Oklahoma in 1978 to determine whether children of employees in a battery manufacturing plant has a higher prevalence of high levels of blood lead than children whose parents were not employed in a lead-related industry. The data obtained indicated that the blood lead levels of the study children were significantly greater than those of the control children. None of the control children had blood lead levels >30 ..mu..g/dl, while 53% of the exposed children had blood lead levels of >30 ..mu..g/dl. Trends indicated that the children whose fathers had higher lead exposure at work also had higher blood lead levels. However, the study children whose fathers had good personal hygiene had blood lead levels comparable to the control children. It appeared that only good personal hygiene, i.e., showering, shampooing and changing clothes and shoes before leaving work, was effective for lead containment. The mere changing of clothes and shoes appeared to be inadequate for lead containment.

  3. Factors relating to organizational commitment of older male employees in Japan.

    PubMed

    Yamada, Yoshiko; Sugisawa, Hidehiro; Sugihara, Yoko; Shibata, Hiroshi

    2005-09-01

    Recently, an increasing number of employers have provided employment opportunities for older adults. Yet, few studies pay attention to older employees' perceptions of their employment. Using a Japanese national sample of 995 male employees aged 55 to 64, this study examined whether the existing research on organizational commitment applies to older employees, whether measures that are unique to older employees have significant relationships to their organizational commitment, and whether the effects of these factors differ by retirement status. The results of hierarchical multiple regression analyses showed significant relationships between employee organizational commitment and employment security, personal relationships in workplaces and job characteristics. Negative ageism and employer-sponsored programs for older employees also had significant relationships to organizational commitment. The effects of salary, job autonomy, job demands, and employer-sponsored programs differed by retirement status. While the study was consistent with the existing research, it also suggested the importance of measures that are unique to older employees.

  4. The relation between overcommitment and burnout: does it depend on employee job satisfaction?

    PubMed

    Avanzi, Lorenzo; Zaniboni, Sara; Balducci, Cristian; Fraccaroli, Franco

    2014-01-01

    Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.

  5. Work-related respiratory disease in employees leaving an electronics factory.

    PubMed

    Perks, W H; Burge, P S; Rehahn, M; Green, M

    1979-02-01

    Examination of the records of employees leaving an electronics factory over three-and-a-half years showed that a significantly greater proportion left the shop floor (where soldering took place) because of ill health than left the stores and office areas. This difference was largely due to work-related respiratory disease in those whose job was soldering. Shop floor workers leaving for health reasons also had increased sickness certification due to respiratory illness compared to stores and office workers. These findings suggest that work-related respiratory illness is a significant cause of morbidity and loss of employment in solderers working at the factory and that this has been a longstanding problem with its onset before the first recorded cases of occupational asthma caused by solder flux containing colophony.

  6. Work-related violence and its association with self-rated general health among public sector employees in Sweden.

    PubMed

    Vaez, Marjan; Josephson, Malin; Vingård, Eva; Voss, Margaretha

    2014-01-01

    Work-related violence is one of the most serious threats to employee safety and health. To ascertain the extent of self-reported violence or threats of violence at work in relation to the general health of public sector employees. The study population comprised 9,611 female (83%) and male public employees in Sweden. A questionnaire based on items derived mainly from validated instruments was constructed to cover aspects such as health, lifestyle, and physical and psychosocial work conditions. One in three employees reported work-related violence, with the highest proportions among psychiatric nurses (79%) and psychiatric attendants (75%). Work-related violence more often affected those who were < 45 years old, worked < 40 hours/week, worked nights, or reported poor health. Regardless of gender, age, hours of work, night work, and type of occupation, exposure to work-related violence was associated with less than good general health, and this relationship was strongest for psychiatric nurses (OR=3.19; 95% CI=1.28-7.98), medical doctors/dentists (OR=2.46; 95% CI=1.35-4.49), compulsory school teachers (OR=2.14; 95% CI=1.33-3.45), and other nurses (OR=1.87; 95% CI=1.23-2.84). Work-related violence was frequently reported by employees in the most common public sector occupations, and it was associated with poor health in both genders.

  7. Putting the "Public" First in Public Relations: An Exploratory Study of Municipal Employee Public Service Attitudes, Job Satisfaction and Communication Variables.

    ERIC Educational Resources Information Center

    Jeffers, Dennis W.

    A study was conducted to determine (1) which actions municipal employees consider important to a city's overall public relations effort, (2) the attitudes of city employees toward public service activities, (3) the relationship between attitude and job satisfaction, and (4) ways to improve employee attitudes and, perhaps, public service…

  8. Putting the "Public" First in Public Relations: An Exploratory Study of Municipal Employee Public Service Attitudes, Job Satisfaction and Communication Variables.

    ERIC Educational Resources Information Center

    Jeffers, Dennis W.

    A study was conducted to determine (1) which actions municipal employees consider important to a city's overall public relations effort, (2) the attitudes of city employees toward public service activities, (3) the relationship between attitude and job satisfaction, and (4) ways to improve employee attitudes and, perhaps, public service…

  9. Relation between indicators for quality of occupational rehabilitation of employees with low back pain

    PubMed Central

    van der Weide, W. E.; Verbeek, J. H.; van Dijk, F. J.

    1999-01-01

    OBJECTIVES: To assess if the implementation of guidelines for occupational rehabilitation of patients with low back pain by means of process variables--a set of objective criteria for technical performance and continuity of care--led to a better outcome in clinical and return to work variables. METHODS: The study group consisted of 59 patients with at least 10 days of sick leave because of low back pain. Univariate analyses as well as multiple logistic regression and Cox's regression analyses were performed to assess the relation between quality of care and outcome. RESULTS: Process indicators for technical competence, continuity of care, and total performance were all significantly related to satisfaction of employees. Continuity of care and total performance were significantly related to working status at 3 months, and time to return to work. None of the process indicators was related to pain or disability after 3 months follow up. Satisfaction was not related to any of the other outcome variables. This indicates that if guidelines for occupational rehabilitation are met, outcome is better. CONCLUSION: Quality of the process of care was related to outcome. Interventions of occupational physicians need improvement in the areas of continuity of care and communication with treating physicians. The effectiveness of an improved intervention should be studied in a subsequent randomised clinical trial.   PMID:10472321

  10. Upper limb work-related musculoskeletal disorders among newspaper employees: cross-sectional survey results.

    PubMed

    Polanyi, M F; Cole, D C; Beaton, D E; Chung, J; Wells, R; Abdolell, M; Beech-Hawley, L; Ferrier, S E; Mondloch, M V; Shields, S A; Smith, J M; Shannon, H S

    1997-12-01

    At a metropolitan newspaper office in Canada with extensive video display terminal (VDT) use, researchers carried out a survey (n = 1,007, 84% response) to establish baseline prevalence of work-related musculoskeletal disorders (WMSDs) and to identify demographic, postural, task, and psychosocial factors associated with WMSD symptoms. One-fifth of the respondents reported moderate or worse upper limb pain recurring at least monthly or lasting more than a week over the previous year. Logistic regression showed that employees who faced frequent deadlines and high psychological demands (fast work pace and conflicting demands), had low skill discretion and social support, spent more time keyboarding, or who had their screen in a non-optimal position were more likely to report moderate to severe symptoms. Women reported significantly higher levels of symptoms than men.

  11. Organizational culture: its impact on employee relations and discipline in health care organizations.

    PubMed

    Crow, Stephen M; Hartman, Sandra J

    2002-12-01

    Organizations need to examine their cultures at the level of the "shop floor"--in health care, the point where health care workers deal with patients--to determine if the culture is consistent with management policies and will permit an effective program of reward and discipline. This article describes a case where organizational culture was a major imperative in the outcome of an arbitration case. Discussed is a shop-floor situation in manufacturing holding implications for health care, a setting in which management, by countenancing counterproductive aspects of the culture, made it impossible to apply discipline as needed. The conclusion is that health care organizations that neglect the detrimental elements of their culture may find themselves not only at risk of poor employee relations, but also unable to apply discipline effectively.

  12. Factors Relating to Managerial Stereotypes: The Role of Gender of the Employee and the Manager and Management Gender Ratio.

    PubMed

    Stoker, Janka I; Van der Velde, Mandy; Lammers, Joris

    2012-03-01

    PURPOSE: Several studies have shown that the traditional stereotype of a "good" manager being masculine and male still exists. The recent changes in the proportion of women and female managers in organizations could affect these two managerial stereotypes, leading to a stronger preference for feminine characteristics and female leaders. This study examines if the gender of an employee, the gender of the manager, and the management gender ratio in an organization are related to employees' managerial stereotypes. DESIGN/METHODOLOGY/APPROACH: 3229 respondents working in various organizations completed an electronic questionnaire. FINDINGS: The results confirm our hypotheses that, although the general stereotype of a manager is masculine and although most prefer a man as a manager, female employees, employees with a female manager, and employees working in an organization with a high percentage of female managers, have a stronger preference for feminine characteristics of managers and for female managers. Moreover, we find that proximal variables are much stronger predictors of these preferences than more distal variables. IMPLICATIONS: Our study suggests that managerial stereotypes could change as a result of personal experiences and changes in the organizational context. The results imply that increasing the proportion of female managers is an effective way to overcome managerial stereotyping. ORIGINALITY/VALUE: This study examines the influence on managerial stereotypes of various proximal and distal factors derived from theory among a large group of employees (in contrast to students).

  13. It Is Not Just a Matter of Having the Time: Job-Related Training Participation of Hong Kong Employees

    ERIC Educational Resources Information Center

    Tam, May Yeuk-Mui

    2014-01-01

    Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…

  14. It Is Not Just a Matter of Having the Time: Job-Related Training Participation of Hong Kong Employees

    ERIC Educational Resources Information Center

    Tam, May Yeuk-Mui

    2014-01-01

    Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…

  15. Anesthesiologists work-related exhaustion: A comparison study with other hospital employees.

    PubMed

    Riad, Waleed; Mansour, Afaf; Moussa, Ashraf

    2011-07-01

    Anesthesia is a demanding occupation due to long working hours, sustained vigilance, unpredictability of stressful situation, fear of litigation, competence, and production pressure. Work-related exhaustion can lead to several physical and psychological symptoms and delay decision making. The aim of this study was to evaluate how different work conditions affect personnel exhaustion by studying a sample of anesthesiologists comparing them with ophthalmologists and ancillary hospital staff One hundred fifty persons divided into three equal groups (50 each) were invited to participate in this study. Subjects were asked to answer two self report questionnaires: The Multidimensional Fatigue Inventory (MFI-20) and General Health Questionnaire (GHQ-12) which used to assess work related exhaustion and mental health, respectively. Multidimensional Fatigue Inventory scale (MFI 20) and General Health Questionnaire (GHQ 12) were significantly higher in anesthesiologists than in other groups (P = 0.001). Different aspects of work-related exhaustion showed that general, physical and mental fatigue were significantly higher in anesthesiologists (P = 0.002 and 0.001, respectively). Reduced activity and reduced motivation were also higher in anesthesiologists compare to the other groups (P = 0.005 and 0.001, respectively). Work-related exhaustion under the current study is more obvious among anesthesiologists. Ophthalmologist and ancillary hospital employees felt that they had less stress at their work.

  16. Stages of change and health-related quality of life among employees of an institution.

    PubMed

    Liau, Siow Yen; Shafie, Asrul A; Ibrahim, Mohamed Izham Mohamed; Hassali, Mohamed Azmi; Othman, Ahmad Tajuddin; Mohamed, Mohamad Haniki Nik; Hamdi, Menal A

    2013-06-01

    Transtheoretical Model of change has been used successfully in promoting behaviour change. To examine the relationships between health-related quality of life (HRQoL) scores with the stages of change of adequate physical activity and fruit and vegetables intake. This was a cross-sectional study conducted among employees of the main campus and Engineering campus of Universiti Sains Malaysia (USM) during October 2009 and March 2010. Data on physical activity and fruit and vegetable intake was collected using the WHO STEPS instrument for chronic disease risk factors surveillance. The Short Form-12 health survey (SF-12) was used to gather information on participants' HRQoL. The current stages of change are measured using the measures developed by the Pro-Change Behaviour Systems Incorporation. One way ANOVA and its non-parametric equivalent Kruskal-Wallis were used to compare the differences between SF-12 scores with the stages of change. A total of 144 employees were included in this analysis. A large proportion of the participants reported inadequate fruits and vegetable intake (92.3%) and physical activity (84.6%). Mean physical and mental component scores of SF-12 were 50.39 (SD = 7.69) and 49.73 (SD = 8.64) respectively. Overall, there was no statistical significant difference in the SF-12 domains scores with regards to the stages of change for both the risk factors. There were some evidence of positive relationship between stages of change of physical activity and fruit and vegetable intake with SF-12 scores. Further studies need to be conducted to confirm this association. © 2011 John Wiley & Sons Ltd.

  17. Relation between perceived health and sick leave in employees with a chronic illness.

    PubMed

    Boot, Cécile R L; Koppes, Lando L J; van den Bossche, Seth N J; Anema, Johannes R; van der Beek, Allard J

    2011-06-01

    To improve work participation in individuals with a chronic illness, insight into the role of work-related factors in the association between health and sick leave is needed. The aim of this study was to gain insight into the contribution of work limitations, work characteristics, and work adjustments to the association between health and sick leave in employees with a chronic illness. All employees with a chronic illness, between 15 and 65 years of age (n = 7,748) were selected from The Netherlands Working Conditions Survey. The survey included questions about perceived health, working conditions, and sick leave. Block-wise multivariate linear regression analyses were performed and, in different blocks, limitations at work, work characteristics, and work adjustments were added to the model of perceived health status. Changes in regression coefficient (B) (%) were calculated for the total group and for sub-groups per chronic illness. When work limitations were added to the model, the B between health and sick leave decreased by 18% (5.0 to 4.1). Adding work characteristics did not decrease the association between health and sick leave, but the B between work limitations and sick leave decreased by 14%, (5.3 to 4.5). When work adjustments were added to the model, the Bs between sick leave and work limitations and work characteristics changed from 4.5 to 3.4 for work limitations and from 2.1 to 1.9 for temporary contract and from -0.8 to -1.0 for supervisor support. The association between health and sick leave was explained by limitations at work, work characteristics, and work adjustments. Paying more attention to work limitations, characteristics and adjustments offers opportunities to reduce the negative consequences of chronic illness.

  18. The Separate, Relative, and Joint Effects of Employee Job Performance Domains on Supervisors' Willingness to Mentor

    ERIC Educational Resources Information Center

    Lapierre, Laurent M.; Bonaccio, Silvia; Allen, Tammy D.

    2009-01-01

    The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and…

  19. 75 FR 79261 - Supplemental Standards of Ethical Conduct for Employees of the Federal Labor Relations Authority

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-20

    ....305(b)(1), or involves a fiduciary relationship as defined in 5 CFR 2636.305(b)(2). Section 5901.102(c... relationship involving the provision of personal services. It includes writing when done under an arrangement... employee serves as a fiduciary; or (2) provided, without compensation, to an employee subject to...

  20. Characteristics of the work environment related to older employees' willingness to continue working: intrinsic motivation as a mediator.

    PubMed

    van den Berg, Peter T

    2011-08-01

    The relationships between older employees' willingness to continue working and characteristics of the work environment for older workers were investigated, as well as a possible mediation by intrinsic motivation. 103 employees ages 50 to 65 years, from various sectors of the Dutch labor market, completed questionnaires that measured willingness to continue working, intrinsic motivation, organizational stimulation, work variety, work challenge, and job autonomy. Hierarchical regression analyses showed organizational stimulation, as well as the various job characteristics, were positively related to employees' willingness to continue working. Moreover, intrinsic motivation fully mediated the relationship of work variety with willingness to continue working and partially mediated the relationships of organizational stimulation, work challenge, and job autonomy with willingness to continue working. It was concluded that organizations can encourage older workers to work until age 65 and beyond by shifting their focus from extrinsic to intrinsic rewards.

  1. Work-related determinants of multi-site musculoskeletal pain among employees in the health care sector.

    PubMed

    Neupane, Subas; Nygård, Clas-Håkan; Oakman, Jodi

    2016-06-16

    Work-related musculoskeletal pain is a major occupational problem. Those with pain in multiple sites usually report worse health outcomes than those with pain in one site. This study explored prevalence and associated predictors of multi-site pain in health care sector employees. Survey responses from 1348 health care sector employees across three organisations (37% response rate) collected data on job satisfaction, work life balance, psychosocial and physical hazards, general health and work ability. Musculoskeletal discomfort was measured across 5 body regions with pain in ≥ 2 sites defined as multi-site pain. Generalized linear models were used to identify relationships between work-related factors and multi-site pain. Over 52% of the employees reported pain in multiple body sites and 19% reported pain in one site. Poor work life balance (PRR = 2.33, 95% CI = 1.06-5.14). physical (PRR = 7.58, 95% CI = 4.89-11.77) and psychosocial (PRR = 1.59, 95% CI = 1.00-2.57) hazard variables were related to multi-site pain (after controlling for age, gender, health and work ability. Older employees and females were more likely to report multi-site pain. Effective risk management of work related multi-site pain must include identification and control of psychosocial and physical hazards.

  2. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 41 Public Contracts and Property Management 4 2014-07-01 2014-07-01 false When must we authorize payment of expenses related to an employee's death? 303-70.1 Section 303-70.1 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF...

  3. Risk profiles for four types of work-related injury among hospital employees: a case-control study.

    PubMed

    Thomas, Nancy I; Brown, Norman D; Hodges, Linda C; Gandy, Jay; Lawson, Louanne; Lord, Janet E; Williams, David K

    2006-02-01

    In this retrospective case-control study, researchers examined risk factors for four types of work-related injury (WRI) in hospital employees. Data were collected from employee health charts and computer databases (N = 2050) and analyzed using logistic regression. Study results showed that strain injuries were related to increased age, increased body mass index (BMI), and maintenance, custodial, and direct-caregiver employment types. Repetitive motion injuries were related to increased BMI and clerical and custodial employment types. Exposure/reaction injuries were related to increased age, increased BMI, and maintenance, custodial, and direct-caregiver employment types. Contact/assault injuries were related to increased age, increased BMI, and maintenance, custodial, and direct-caregiver employment types. All injury types were most often related to female gender and full-time employment status. Reformulating policies to improve screening, prevention, and education for those at risk for certain injury types may limit WRI occurrences and costs.

  4. Documenting Employee Conduct

    ERIC Educational Resources Information Center

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  5. Documenting Employee Conduct

    ERIC Educational Resources Information Center

    Dalton, Jason

    2009-01-01

    One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

  6. [Work-related disability among postal employees: incidence, duration, and social security costs in 2008].

    PubMed

    Mascarenhas, Flávia Alves Neves; Barbosa-Branco, Anadergh

    2014-06-01

    This study analyzed the characteristics of Brazilian postal workers that received sick leave benefits in 2008. The databases were from the Unified Benefits System (SUB) and the National Registry of Social Information (CNIS). The incidence rate was 556.5 benefits per 10,000 employees, and the leading causes of work-related sick leave were injuries, musculoskeletal disorders, and mental disorders. Areas most frequently reported in injuries were knees and legs, wrists and hands, ankles and feet, and shoulders and arms, with higher incidence rates in men. Women were more affected by musculoskeletal disorders and mental disorders. Average sick leave lasted longer in men, and the incidence of benefits increased with age. The States with the highest incidence rates were Mato Grosso do Sul, Goiás, and Santa Catarina, and security benefits averaged BRL 1,847.00. Postal work may involve additional risk of injuries to the limbs, due to the long distances carrying heavy weight, assault, and dog bites.

  7. Prevalence of psychological distress, as measured by the Kessler 6 (K6), and related factors in Japanese employees.

    PubMed

    Fushimi, Masahito; Saito, Seiji; Shimizu, Tetsuo; Kudo, Yasutsugu; Seki, Masayuki; Murata, Katsuyuki

    2012-06-01

    The aim of this study was to examine the prevalence of and related factors for psychological distress among employees. The employees in Akita prefecture, Japan, were invited to complete the Kessler 6 (K6). A value of 13 or higher on the K6 scale indicated high psychological distress. Furthermore, we identified the relationships among the prevalence of high psychological distress, socio-demographic status, and employment-related variables. The data of 1,709 employees indicated that 10.8% of the employees had high psychological distress; the proportion of psychological distress found in the present study was high compared to that found in previous studies. The identified socio-demographic and occupation-related factors included young age groups associated with a high risk and clerical or administrative tasks associated with a low risk of psychological distress. The data of this study can be used as K6 benchmark values, which enhance the significance of future corporate health risk appraisal surveys.

  8. Computerized cognitive behavioural therapy at work: a randomized controlled trial in employees with recent stress-related absenteeism.

    PubMed

    Grime, Paul R

    2004-08-01

    Emotional distress has major implications for employees and employers. Cognitive behavioural therapy (CBT) is a recommended treatment, but demand outstrips supply. CBT is well suited to computerization. Most employee assistance programmes have not been systematically evaluated and computerized CBT has not previously been studied in the workplace. To evaluate the effect of an 8 week computerized cognitive behavioural therapy programme, 'Beating The Blues', on emotional distress in employees with recent stress-related absenteeism, and to explore the reasons for non-participation. An open, randomized trial in a London NHS occupational health department. Forty-eight public sector employees, with 10 or more cumulative days stress-related absenteeism in the last 6 months, randomized equally to 'Beating The Blues' plus conventional care, or conventional care alone. Main outcome measures were Hospital Anxiety and Depression Scale and Attributional Style Questionnaire scores at end of treatment and 1, 3 and 6 months later; and reasons for non-participation. At end of treatment and 1 month later, adjusted mean depression scores and adjusted mean negative attributional style scores were significantly lower in the intervention group. One month post-treatment, adjusted mean anxiety scores were also significantly lower in the intervention group. The differences were not statistically significant at 3 and 6 months post-treatment. Non-participation was common and related to access problems, preference for other treatments, time commitment, scepticism about the intervention and the employer connection. 'Beating The Blues' may accelerate psychological recovery in employees with recent stress-related absenteeism. Greater flexibility and accessibility might improve uptake.

  9. 41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true Must we pay death-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH...

  10. Overload, and Cutbacks, and Freezes, Oh My! The Relative Effects of the Recession-Related Stressors on Employee Strain and Job Satisfaction.

    PubMed

    Jones, Morgan D; Sliter, Michael; Sinclair, Robert R

    2016-12-01

    Across the globe, economic fluctuations have taken their toll on both organizations and employees, particularly during sustained recessions. Surprisingly, little research, however, has directly investigated the effects of recessions on employees. As such, the goal of the current study was to investigate the effects of specific recession-related stressors on employee outcomes (strain and satisfaction). We investigated an archival data set of 7666 individuals collected as part of the Workplace Employment Relations Study for relations among recession-related stressors with strain and job satisfaction variables. We found that recession-related stressors were significantly related to both strain and satisfaction. More specifically, certain recession-related stressors (e.g. increased workload and reorganization of work) were more strongly related to strain and satisfaction than others. These results imply the need for greater attention to stress management strategies aimed at helping both employees and their organizations cope with the human costs of economic recessions. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

  11. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  12. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  13. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  14. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  15. 20 CFR 10.113 - What should the employer do when an employee dies from a work-related injury or disease?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... dies from a work-related injury or disease? 10.113 Section 10.113 Employees' Benefits OFFICE OF WORKERS... Notices and Claims for Injury, Disease, and Death-Employer's Actions § 10.113 What should the employer do when an employee dies from a work-related injury or disease? (a) The employer shall immediately...

  16. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 18 2011-04-01 2011-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  17. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 18 2013-04-01 2013-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  18. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 18 2014-04-01 2014-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  19. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  20. 26 CFR 301.6521-1 - Mitigation of effect of limitation in case of related employee social security tax and self...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 18 2012-04-01 2012-04-01 false Mitigation of effect of limitation in case of related employee social security tax and self-employment tax. 301.6521-1 Section 301.6521-1 Internal... effect of limitation in case of related employee social security tax and self-employment tax. (a)...

  1. Is cultural activity at work related to mental health in employees?

    PubMed

    Theorell, Töres; Osika, Walter; Leineweber, Constanze; Magnusson Hanson, Linda L; Bojner Horwitz, Eva; Westerlund, Hugo

    2013-04-01

    To examine relationships between work-based cultural activities and mental employee health in working Swedes. A positive relationship between frequent cultural activity at work and good employee health was expected. Random sample of working Swedish men and women in three waves, 2006, 2008 and 2010, on average 60 % participation rate. A postal questionnaire with questions about cultural activities organised for employees and about emotional exhaustion (Maslach) and depressive symptoms (short form of SCL). Employee assessments of "non-listening manager" and work environment ("psychological demands" and "decision latitude") as well as socioeconomic variables were covariates. Cross-sectional analyses for each study year as well as prospective analyses for 2006-2008 and 2008-2010 were performed. Lower frequency of cultural activities at work during the period of high unemployment. The effects of relationships with emotional exhaustion were more significant than those with depressive symptoms. The associations were attenuated when adjustments were made for manager function (does your manager listen?) and demand/control. Associations were more pronounced during the period with low unemployment and high cultural activity at work (2008). In a prospective analysis, cultural activity at work in 2008 had an independent statistically significant "protective" effect on emotional exhaustion in 2010. No corresponding such association was found between 2006 and 2008. Cultural activities at work vary according to business cycle and have a statistical association with mental employee health, particularly with emotional exhaustion. There are particularly pronounced statistical protective effects of frequent cultural activity at work on likelihood of emotional exhaustion among employees.

  2. Predictors of Depression and Musculoskeletal Disorder Related Work Disability Among Young, Middle-Aged, and Aging Employees.

    PubMed

    Ervasti, Jenni; Mattila-Holappa, Pauliina; Joensuu, Matti; Pentti, Jaana; Lallukka, Tea; Kivimäki, Mika; Vahtera, Jussi; Virtanen, Marianna

    2017-01-01

    The aim of this study was to investigate the level and predictors of work disability in different age groups. We followed young (18 to 34 years), middle-aged (35 to 50 years), and aging (>50 years) employees (n = 70,417) for 7 years (2005 to 2011) for all-cause and cause-specific work disability (sickness absence and disability pension). Using negative binomial regression, we obtained both relative risk estimates and absolute rates, that is, days of work disability per person-year. The greatest relative difference in all-cause, and specifically depression-related work disability, was between young women and young men, and between employees with low versus high levels of education. Aging employees with a low education and chronic somatic disease had the highest levels of musculoskeletal disorder related work disability. The predictors of work disability vary by age and diagnosis. These results help target age-specific measures for the prevention of permanent work disability.

  3. Employee Relations Bibliography: Public, Non-Profit and Professional Employment. Essay, Annotated Listing, Indexes.

    ERIC Educational Resources Information Center

    Tice, Terrence N.

    This comprehensive listing of 2,724 bibliographic items from 1967 through early 1977 includes significant English-language material on the contractual relationship between public employers and employees in the United States and Canada. (There are a few items in French.) Although access is given to the broader areas of public management and…

  4. Employee Relations. MAS-110. Waste Isolation Division (WID). Management and Supervisor Training (MAST) Program.

    ERIC Educational Resources Information Center

    Westinghouse Electric Corp., Carlsbad, NM.

    This module is part of a set of management and supervisor training (MAST) materials developed by the Department of Energy for the Waste Isolation Division. Its stated purpose is to enable trainees to deal with employees fairly and effectively. The first section of the module is an introduction that includes a terminal objective and opening remarks…

  5. Employer-Employee Relations. A Guide for Industrial Cooperative Training Programs. Learning Activity Package. LAP 5.

    ERIC Educational Resources Information Center

    Carpenter, Herbert G.; Chernenko, Walter

    This learning activity package, one of six intended for use in Industrial Cooperative Training Programs, is designed to aid students in developing a good employer-employee relationship by gaining the kinds of worker traits sought by employers. (The industrial cooperative training program provides industrial occupational training experience for…

  6. [Challenges Related to Employees with Developmental Disabilities, from the Perspective of an Occupational Physician].

    PubMed

    Morita, Tetsuya

    2015-01-01

    Changing in the work environment in recent years, an occupational physician needs to make a countermeasure to mental health disorders. When the occupational physician works with employees who have, or are suspected of having, high-functioning developmental disorders, it is necessary to consider the following: Whether, in the course of addressing problems faced by employees, occupational health staff members are able to consider the possibility of developmental disorders. An additional issue is whether the occupational physician, when working with the treating psychiatrist, is able to appropriately provide precise information. Furthermore, when an employee is diagnosed with a developmental disorder, there are questions of whether a smooth internal company approach is possible in the context of appropriate workplace support, and whether it is possible to obtain the understanding of colleagues prior to implementing appropriate workplace assignments and accommodations. Additionally, it is necessary to consider the career paths of employees with high-functioning developmental disorders that are discovered subsequent to being hired. In this paper, introducing some cases, It was summarized the challenges of developmental disabilities in the workplace and discussed correspondence in the workplace.

  7. Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes.

    PubMed

    Sikora, David M; Ferris, Gerald R; Van Iddekinge, Chad H

    2015-11-01

    Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's HPWP as a mediator of relations between HPWP and employee attitudes (i.e., turnover intentions and participative decision-making perceptions) and behavior (i.e., job performance). Using data from 507 line managers and 109 matched line manager-subordinate response sets, the results suggest that line managers' HPWP implementation perceptions fully mediate relations between HPWP and employee outcomes. The authors also found that line managers' human resources competency and political skill affect their HPWP implementation perceptions. Overall, these findings contribute to a more informed understanding of relationships between HPWP and work outcomes and suggest that additional SHRM research is needed to better understand whether and how HPWP are implemented.

  8. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    PubMed

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.

  9. Employee and work-related predictors for entering rehabilitation: a cohort study of civil servants.

    PubMed

    Lamminpää, Anne; Kuoppala, Jaana; Väänänen-Tomppo, Irma; Hinkka, Katariina

    2012-07-01

    The aim of this study was to determine how employee well-being, psychosocial factors at work, leadership and perceived occupational health services predict entering rehabilitation as modelled in the Job Well-being Pyramid. A random population of 967 civil servants participated in a survey on psychosocial factors and health at work in 2000 in Finland. A total of 147 employees entered rehabilitation during the median follow-up time of 7 years. Permanent employment, large organizations, feedback from supervisors, client violence and physically monotonous work were associated with an increased rate of entering rehabilitation, whereas physical jobs, clear aims, high appreciation, job satisfaction and job enjoyment were associated with a decreased rate of entering rehabilitation. Employee well-being in general was also associated with entering rehabilitation, and this was decreased by good work ability, good health, mental well-being and physical fitness and increased by constant musculoskeletal symptoms. On the other hand, support from supervisors, job control, work pressure, team climate at work, communication, bullying and discrimination, physical work environment, and sense of coherence appeared to have no association. Various psychosocial factors at work and job well-being predict entering rehabilitation. The association between employee health and entering rehabilitation refers to the fact that the selection process for rehabilitation works reasonably well and those in need of rehabilitation are also granted it. In general, these findings coincide well with the Job Well-being Pyramid model. Improving job conditions and well-being at work is likely to decrease the need for rehabilitation.

  10. Prevention of work related skin problems: an intervention study in wet work employees

    PubMed Central

    Held, E; Mygind, K; Wolff, C; Gyntelberg, F; Agner, T

    2002-01-01

    Aims: To evaluate the effect of implementation of an evidence based skin care programme for wet work employees as part of an occupational health and safety management system. Methods: 375 wet work employees were included in a prospective randomised controlled trial, allocated to either intervention (n = 207) or control (n = 168). The intervention group was exposed to a skin care programme during the five month study period. The intervention included an educational programme for a group of frontline employees, who underwent formalised training, and subsequently introduced the information to their colleagues. As part of the intervention a skin care policy including written instructions was established at each workplace. Both groups answered a test quiz, completed questionnaires on behaviour and symptoms, and underwent clinical examination of their hands before and after the five month period. Results: No difference between the intervention and the control group was found at baseline with respect to clinical symptoms or behaviour. Evaluation after the five months of intervention revealed a significantly higher information level on skin care in the intervention group compared to the control group, a significant change in behaviour in the intervention group but not in the control group, and significantly less skin symptoms as evaluated clinically in the intervention group but not in the control group. No significant difference was found for self reported skin problems. Conclusions: The intervention was successful with respect to information level (knowledge), behaviour, and clinical symptoms. Implementation of a skin care programme as part of an occupational health and safety management system is recommended as a prophylactic measure for employees in wet occupations. PMID:12151613

  11. Health-related quality of life association with work-related stress and social support among female and male disabled employees.

    PubMed

    Tsai, Su-Ying

    2016-01-01

    Few studies have focused on adverse relations of job strain to health in disabled employees by gender. In this study, the author explores gender differences in work-related stress, social support, and health-related quality of life (HRQoL) among 106 disabled employees in an electronics manufacturing plant during 2012-2013, using questionnaire data on demographics, perceived work-related stress, the Beck Depression Inventory, the Chinese version of the Job Content Questionnaire (C-JCQ), and HRQoL. The prevalence of stress related to workload, colleagues, and supervisor were 26.4%, 14.1%, and 8.5%, respectively. Disabled females had higher scores for psychological job demand than male disabled employees (p = .0219). Increasing psychological job demand scores were adversely related to physical function scores (β = -1.6) in males, whereas increasing decision latitude scores were positively related to role-limitation due to physical function (β = 2.3), general health (β = 1.2), vitality (β = 1.3), role-limitation due to emotional health (β = 2.6), and mental health (β = 0.9) scores in females. These results provide a better understanding of the HRQoL in female and male disabled workers, allowing for the development of stress-prevention programs specific for gender in disabled laborers.

  12. Health- and work-related predictors of work disability among employees with a cardiometabolic disease--A cohort study.

    PubMed

    Ervasti, Jenni; Kivimäki, Mika; Pentti, Jaana; Salo, Paula; Oksanen, Tuula; Vahtera, Jussi; Virtanen, Marianna

    2016-03-01

    The proportion of aging employees with cardiometabolic diseases, such as heart or cerebrovascular disease, diabetes and chronic hypertension is on the rise. We explored the extent to which health- and work-related factors were associated with the risk of disability pension among individuals with such cardiometabolic disease. A cohort of 4798 employees with and 9716 employees without a cardiometabolic disease were followed up for 7years (2005-2011) for disability pension. For these participants, register and survey data (from 2004) were linked to records on disability pensions. Cox proportional hazards modeling was used for estimating the hazard ratios (HR) with 95% confidence intervals (CI). Individuals with heart or cerebrovascular disease had 2.88-fold (95% CI=2.50-3.31) higher risk of all-cause disability pension compared to employees with no cardiometabolic disease. Diabetes was associated with a 1.84-fold (95% CI=1.52-2.23) and hypertension a 1.50-fold (95% CI=1.31-1.72) increased risk of disability pension. Obesity in cases of diabetes and hypertension (15%) and psychological distress in cases of heart or cerebrovascular disease (9%) were the strongest contributing factors. All 12 health- and work-related risk factors investigated accounted for 24% of the excess work disability in hypertension, 28% in diabetes, and 11% in heart or cerebrovascular disease. Cause-specific analyses (disability pension due to mental, musculoskeletal and circulatory system diseases) yielded similar results. In this study, modifiable risk factors, such as obesity and mental comorbidity, predicted permanent exit from the labor market due to disability in individuals with cardiometabolic disease. Copyright © 2016 Elsevier Inc. All rights reserved.

  13. Prevalence of Depressive Symptoms and Related Factors in Korean Employees: The Third Korean Working Conditions Survey (2011).

    PubMed

    Park, Ji Nam; Han, Mi Ah; Park, Jong; Ryu, So Yeon

    2016-04-14

    The aim of this study was to analyze the association between general working conditions and depressive symptoms among Korean employees. The target population of the study was native employees nationwide who were at least 15 years old, and 50,032 such individuals were enrolled in the study. Depressive symptoms was assessed using the WHO-5 wellbeing index. Associations between general characteristics, job-related characteristics, work environment, and depressive symptoms were tested using chi-square tests, t-tests, and multiple logistic regression analysis. The prevalence of depressive symptoms was 39% (40.7% in males and 36.5% in females). Multiple regression analysis revealed that male subjects, older subjects, subjects with higher education status, subjects with lower monthly income, current smokers, and frequent drinkers were more likely to have depressive symptoms. In addition, longer weekly work hours, occupation type (skilled, unskilled, operative, or economic sector), shift work, working to tight deadlines, exposure to stress at work, and hazard exposure were associated with depressive symptoms. This representative study will be a guide to help manage depression among Korean employees. We expect that further research will identify additional causal relationships between general or specific working conditions and depression.

  14. Work related and individual predictors for incident neck pain among office employees working with video display units

    PubMed Central

    Korhonen, T; Ketola, R; Toivonen, R; Luukkonen, R; Hakkanen, M; Viikari-Juntura, E

    2003-01-01

    Aims: To investigate work related and individual factors as predictors for incident neck pain among office employees working with video display units (VDUs). Methods: Employees in three administrative units of a medium sized city in Finland (n = 515) received mailed questionnaires in the baseline survey in 1998 and in the follow up survey in 1999. Response rate for the baseline was 81% (n = 416); respondents who reported neck pain for less than eight days during the preceding 12 months were included into the study cohort as healthy subjects (n = 232). The follow up questionnaire 12 months later was completed by 78% (n = 180). Incident neck cases were those reporting neck pain for at least eight days during the preceding 12 months. Results: The annual incidence of neck pain was 34.4% (95% CI 25.5 to 41.3). Poor physical work environment and poor placement of the keyboard increased the risk of neck pain. Among the individual factors, female sex was a strong predictor. Smoking showed a tendency for an increased risk of neck pain. There was an interaction between mental stress and physical exercise, those with higher mental stress and less physical exercise having especially high risk. Conclusion: In the prevention of neck disorders in office work with a high frequency of VDU tasks, attention should be given to the work environment in general and to the more specific aspects of VDU workstation layout. Physical exercise may prevent neck disorders among sedentary employees. PMID:12819280

  15. Predictive value of work-related self-efficacy change on RTW for employees with common mental disorders.

    PubMed

    Lagerveld, Suzanne E; Brenninkmeijer, Veerle; Blonk, Roland W B; Twisk, Jos; Schaufeli, Wilmar B

    2017-05-01

    To improve interventions that aim to promote return to work (RTW) of workers with common mental disorders (CMD), insight into modifiable predictors of RTW is needed. This study tested the predictive value of self-efficacy change for RTW in addition to preintervention levels of self-efficacy. RTW self-efficacy was measured 5 times within 9 months among 168 clients of a mental healthcare organisation who were on sick leave due to CMD. Self-efficacy parameters were modelled with multilevel analyses and added as predictors into a Cox regression analysis. Results showed that both high baseline self-efficacy and self-efficacy increase until full RTW were predictive of a shorter duration until full RTW. Both self-efficacy parameters remained significant predictors of RTW when controlled for several relevant covariates and within subgroups of employees with either high or low preintervention self-efficacy levels. This is the first study that demonstrated the prognostic value of self-efficacy change, over and above the influence of psychological symptoms, for RTW among employees with CMD. By showing that RTW self-efficacy increase predicted a shorter duration until full RTW, this study points to the relevance of enhancing RTW self-efficacy in occupational or mental health interventions for employees with CMD. Efforts to improve self-efficacy appear valuable both for people with relatively low and high baseline self-efficacy.

  16. [The state of the psychological contract and its relation with employees' psychological health].

    PubMed

    Gracia, Francisco Javier; Silla, Inmaculada; Peiró, José María; Fortes-Ferreira, Lina

    2006-05-01

    In the present paper the role of the state of the psychological contract to predict psychological health results is studied in a sample of 385 employees of different Spanish companies. Results indicate that the state of the psychological contract significantly predicts life satisfaction, work-family conflict and well-being beyond the prediction produced by the content of the psychological contract. In addition, trust and fairness, two dimensions of the state of psychological contract, all together contribute to explain these psychological health variables adding value to the role as predictor of fulfillment of the psychological contract. The results support the approach argued by Guest and colleagues.

  17. Are work stressors related to employee substance use? The importance of temporal context assessments of alcohol and illicit drug use.

    PubMed

    Frone, Michael R

    2008-01-01

    In this study, the author explored the relations of 2 work stressors (work overload and job insecurity) to employee alcohol use and illicit drug use. The primary goal was to explore the importance of temporal context (before work, during the workday, and after work) in the assessment of substance use compared with context-free (overall) assessments. Data were collected from a national sample of U.S. workers (N = 2,790) who took part in a broad cross-sectional survey on workplace health and safety. Consistent with past research, the results fail to support a relation between work stressors and overall measures of alcohol and illicit drug use. However, the results support the relation of work stressors to alcohol and illicit drug use before work, during the workday, and after work. These results provide support for both the stress-induced substance use and stress response dampening propositions of the tension-reduction hypothesis. When exploring the work environment as a potential cause of employee substance use, these results underscore the importance of measures that assess alcohol and illicit drug use in terms of their temporal relation to the workday. 2008 APA

  18. Do you see what I see? Effects of national culture on employees' safety-related perceptions and behavior.

    PubMed

    Casey, Tristan W; Riseborough, Karli M; Krauss, Autumn D

    2015-05-01

    Growing international trade and globalization are increasing the cultural diversity of the modern workforce, which often results in migrants working under the management of foreign leadership. This change in work arrangements has important implications for occupational health and safety, as migrant workers have been found to be at an increased risk of injuries compared to their domestic counterparts. While some explanations for this discrepancy have been proposed (e.g., job differences, safety knowledge, and communication difficulties), differences in injury involvement have been found to persist even when these contextual factors are controlled for. We argue that employees' national culture may explain further variance in their safety-related perceptions and safety compliance, and investigate this through comparing the survey responses of 562 Anglo and Southern Asian workers at a multinational oil and gas company. Using structural equation modeling, we firstly established partial measurement invariance of our measures across cultural groups. Estimation of the combined sample structural model revealed that supervisor production pressure was negatively related to willingness to report errors and supervisor support, but did not predict safety compliance behavior. Supervisor safety support was positively related to both willingness to report errors and safety compliance. Next, we uncovered evidence of cultural differences in the relationships between supervisor production pressure, supervisor safety support, and willingness to report errors; of note, among Southern Asian employees the negative relationship between supervisor production pressure and willingness to report errors was stronger, and for supervisor safety support, weaker as compared to the model estimated with Anglo employees. Implications of these findings for safety management in multicultural teams within the oil and gas industry are discussed.

  19. Do I just look stressed or am I stressed? Work-related stress in a sample of Italian employees.

    PubMed

    Giorgi, Gabriele; Leon-Perez, Jose M; Cupelli, Vincenzo; Mucci, Nicola; Arcangeli, Giulio

    2014-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees' perceptions of stress and their leaders' evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders' capacity to understand subordinates' stress is associated with subordinates' psychological well-being since higher disagreement between self and leaders' ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations.

  20. Eating your feelings? Testing a model of employees' work-related stressors, sleep quality, and unhealthy eating.

    PubMed

    Liu, Yihao; Song, Yifan; Koopmann, Jaclyn; Wang, Mo; Chang, Chu-Hsiang Daisy; Shi, Junqi

    2017-08-01

    Although organizational research on health-related behaviors has become increasingly popular, little attention has been paid to unhealthy eating. Drawing on the self-regulation perspective, we conducted 2 daily diary studies to examine the relationships between work-related stressors, sleep quality, negative mood, and eating behaviors. Study 1 sampled 125 participants from 5 Chinese information technology companies and showed that when participants experienced higher levels of job demands in the morning, they consumed more types of unhealthy food and fewer types of healthy food in the evening. In addition, sleep quality from the previous night buffered the effect of morning job demands on evening unhealthy food consumption. Study 2 used data from 110 customer service employees from a Chinese telecommunications company and further demonstrated a positive association between morning customer mistreatment and evening overeating behaviors, as well as the buffering effect of sleep quality. Results from Study 2 also supported afternoon negative mood as a mediator linking morning customer mistreatment to evening overeating behaviors. Finally, our findings revealed that the buffering effect of sleep quality was channeled through employees' vigor in the morning, which subsequently weakened the effect of customer mistreatment on negative mood. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  1. Acupuncture can reduce perceived pain, mood disturbances and medical expenses related to low back pain among factory employees.

    PubMed

    Sawazaki, Kenta; Mukaino, Yoshito; Kinoshita, Fujihisa; Honda, Tatsuro; Mohara, Osamu; Sakuraba, Hinata; Togo, Toshihiro; Yokoyama, Kazuhito

    2008-08-01

    To investigate the effects of acupuncture on perceived pain, mood disturbances and medical expenses related to low back pain (LBP), an intervention study was performed among 72 employees of a steel company, 70 males and 2 females, aged 53.1+/-7.1 (mean+/-SD) yr, with LBP. They received acupuncture treatment once a week for 8 wk (from October to December 1998) by licensed acupuncturists, adopting a new hypothesis of the Meridian test. Perceived pain scale, and Profile of Mood States (POMS) were administered. Past and present histories of employees' visits to hospitals and their medical expenses for LBP were surveyed from receipts obtained from the subjects' branch factory and from receipts from another nearby branch factory (control) during the period from April 1998 to March 1999. After 8 wk of treatment, patients with LBP reported diminished pain (p<0.01). POMS showed a significant decrease in the total mood disturbance score (p<0.001). The number of visits to conventional hospitals (12.1+/-8.0 vs. 0.8+/-0.8 per month, p<0.05) and standardized medical expenses for LBP (100.1+/-89.6 vs. 7.3+/-6.9 per month, p<0.05) after acupuncture intervention (November 1998 to March 1999) were significantly decreased as compared with those before intervention (April 1998 to October 1998). In contrast, such decreases were not observed in employees from the control branch factory. It is suggested that acupuncture can reduce medical expenses for LBP through improvement in mood and pain.

  2. Work-Related Factors Considered by Sickness-Absent Employees When Estimating Timeframes for Returning to Work

    PubMed Central

    Choi, YoonSun

    2016-01-01

    Introduction Work-related factors have been found to be influential in shaping a number of return-to-work outcomes including return-to-work expectations. Based on the idea that work-related factors have the potential for modification through workplace-based initiatives, this study involved a detailed examination of work-related factors referenced by workers as being taken into consideration when estimating timeframes for returning to work. Methods Focus groups were conducted with 30 employees, currently off work (≤ 3 months) due to a musculoskeletal condition. During the focus groups, participants wrote and spoke about the factors that they considered when forming their expectations for returning to work. Data were subjected to thematic content analysis. Results Discussions revealed that participants’ considerations tended to differ depending on whether or not they had a job to return to. Those with jobs (n = 23) referenced specific influences such as working relationships, accommodations, physical and practical limitations, as well as concerns about their ability to do their job. Those without a job to return to (n = 7) talked about the ways they would go about finding work, and how long they thought this would take. Both groups mentioned the influence of wanting to find the “right” job, retraining and being limited due to the need for income. Conclusion Findings indicate that employees reference numerous work-related factors when estimating their timeframes for returning to work, and that many of these have been previously identified as relating to other return-to-work outcomes. Findings suggest the potential to improve return-to-work expectation through addressing work-related influences, and helping people work through the tasks they need to complete in order to move forward in the return-to-work process. PMID:27706194

  3. Cooperation: Key to Employee Career Development Program.

    ERIC Educational Resources Information Center

    McDaniels, Carl; Watts, Gail A.

    1987-01-01

    Describes the Virginia Polytechnic Institute and State University Employee Development Program which offers free career development services to employees. Attributes the program's seven successful years to cooperation between the counselor education program and the employee relations/personnel office. (NB)

  4. Employee Exit Interviews.

    ERIC Educational Resources Information Center

    Paulk, Larry J.

    1984-01-01

    Describes an exit interview procedure for employees leaving the school system designed to identify potential personnel problems, maintain good employee relations, provide statistics on reasons for turnover, and provide assessment data for inservice education programs. Reports statistical data based on interview implementation, 1981-83. (TE)

  5. Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover.

    PubMed

    Van Iddekinge, Chad H; Roth, Philip L; Putka, Dan J; Lanivich, Stephen E

    2011-11-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measurement error in the criterion but not for range restriction) for single interest scales were .14 for job performance, .26 for training performance, -.19 for turnover intentions, and -.15 for actual turnover. Several factors appeared to moderate interest-criterion relations. For example, validity estimates were larger when interests were theoretically relevant to the work performed in the target job. The type of interest scale also moderated validity, such that corrected validities were larger for scales designed to assess interests relevant to a particular job or vocation (e.g., .23 for job performance) than for scales designed to assess a single, job-relevant realistic, investigative, artistic, social, enterprising, or conventional (i.e., RIASEC) interest (.10) or a basic interest (.11). Finally, validity estimates were largest when studies used multiple interests for prediction, either by using a single job or vocation focused scale (which tend to tap multiple interests) or by using a regression-weighted composite of several RIASEC or basic interest scales. Overall, the results suggest that vocational interests may hold more promise for predicting employee performance and turnover than researchers may have thought. (c) 2011 APA, all rights reserved.

  6. The Role of Corporate Public Relations Executives in the Future of Employee Communications.

    ERIC Educational Resources Information Center

    Wright, Donald K.

    1995-01-01

    Suggests the existence of a third major organizational role for public relations: "communication executive," composed mainly of corporate senior vice presidents of public relations and communication who report directly to CEOs. Reports on a survey of those in this role, and shows that communications methods used five years ago to…

  7. The Role of Corporate Public Relations Executives in the Future of Employee Communications.

    ERIC Educational Resources Information Center

    Wright, Donald K.

    1995-01-01

    Suggests the existence of a third major organizational role for public relations: "communication executive," composed mainly of corporate senior vice presidents of public relations and communication who report directly to CEOs. Reports on a survey of those in this role, and shows that communications methods used five years ago to…

  8. 29 CFR 776.11 - Employees doing work related to instrumentalities of commerce.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS... also be covered as engaged in the production of goods for commerce. See Lewis v. Florida Power &...

  9. Managers’ Practices Related to Work–Family Balance Predict Employee Cardiovascular Risk and Sleep Duration in Extended Care Settings

    PubMed Central

    Berkman, Lisa F.; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2012-01-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work–family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work–family balance score of manager openness and creativity in dealing with employee work–family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work–family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work–family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work–family score. Managers’ attitudes and practices may affect employee health, including sleep duration and CVD risk. PMID:20604637

  10. Which Dominates? The Relative Importance of Work-Family Organizational Support and General Organizational Context on Employee Outcomes.

    ERIC Educational Resources Information Center

    Behson, Scott J.

    2002-01-01

    Dominance analysis investigated the effects of organizational context and work-family organizational support on several outcomes for 147 employees. Work-family support contributes to job satisfaction and organizational commitment most strongly through its impact on work-family conflict. However, variance in employee affect is better explained by…

  11. Managers' practices related to work-family balance predict employee cardiovascular risk and sleep duration in extended care settings.

    PubMed

    Berkman, Lisa F; Buxton, Orfeu; Ertel, Karen; Okechukwu, Cassandra

    2010-07-01

    An increasing proportion of U.S. workers have family caregiving responsibilities. The purpose of this study was to determine whether employees in extended care settings whose managers are supportive, open, and creative about work-family needs, such as flexibility with work schedules, have lower cardiovascular disease (CVD) risk and longer sleep than their less supported counterparts. From semistructured interviews with managers, we constructed a work-family balance score of manager openness and creativity in dealing with employee work-family needs. Trained interviewers collected survey and physiologic outcome data from 393 employees whose managers had a work-family score. Employee outcomes are sleep duration (actigraphy) and CVD risk assessed by blood cholesterol, high glycosylated hemoglobin/diabetes, blood pressure/hypertension, body-mass index, and tobacco consumption. Employees whose managers were less supportive slept less (29 min/day) and were over twice as likely to have 2 or more CVD risk factors (ORs = 2.1 and 2.03 for low and middle manager work-family scores, respectively) than employees whose managers were most open and creative. Employees who provide direct patient care exhibited particularly elevated CVD risk associated with low manager work-family score. Managers' attitudes and practices may affect employee health, including sleep duration and CVD risk.

  12. Public sector employment, relative deprivation and happiness in adult urban Chinese employees.

    PubMed

    Hu, Anning

    2013-09-01

    The decline in perceived happiness within economic prosperity in Chinese society calls for further examination. In this research, we investigate the effect of employment in public sector work units on perceived happiness through the mediation of economic and social status relative deprivations. In the reform era of China, work unit is still an important mechanism maintaining social inequality, and those working in government/Communist Party agencies and public institutions have advantages of getting access to high wage, comprehensive welfare and the manipulation of administrative public power. Such economic and social status advantages are expected to reduce their relative deprivation and further promote their perceived happiness. Using a nationwide survey data conducted in 2006, we find working in public sector can significantly reduce the odds of experiencing economic relative deprivation, which is further contributive to the improvement of subjective wellbeing.

  13. Participation in Job-Related Lifelong Learning among Well-Educated Employees in the Nordic Countries

    ERIC Educational Resources Information Center

    Tikkanen, Tarja; Nissinen, Kari

    2016-01-01

    The purpose of this study was to explore participation in job-related lifelong learning (LLL) among well-educated mature workers and compare it across four Nordic countries. Although this group generally is very active in LLL, the centrality of knowledge work in society, rapid pace of skills-renewal and rising learning demands for all…

  14. Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

    2012-01-01

    This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

  15. Relations of Work Identity, Family Identity, Situational Demands, and Sex with Employee Work Hours

    ERIC Educational Resources Information Center

    Greenhaus, Jeffrey H.; Peng, Ann C.; Allen, Tammy D.

    2012-01-01

    This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on…

  16. Participation in Job-Related Lifelong Learning among Well-Educated Employees in the Nordic Countries

    ERIC Educational Resources Information Center

    Tikkanen, Tarja; Nissinen, Kari

    2016-01-01

    The purpose of this study was to explore participation in job-related lifelong learning (LLL) among well-educated mature workers and compare it across four Nordic countries. Although this group generally is very active in LLL, the centrality of knowledge work in society, rapid pace of skills-renewal and rising learning demands for all…

  17. Managing employee performance.

    PubMed

    McConnell, Charles R

    2004-01-01

    Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.

  18. Understanding Employee Motivation.

    ERIC Educational Resources Information Center

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  19. Work related musculoskeletal disorders among adolescent girls and young women employees of textile industries in Tamil Nadu, India - a comparative study.

    PubMed

    Angeline, Gnanaselvam Nancy; Bobby, Joseph

    2017-05-24

    Musculoskeletal disorders are common in those employed in the textile industry. The aim of the study is to assess musculoskeletal disorders among adolescent girls who are current employees of textile industries in comparison with the adolescent girls and young women who are past employees of textile industries and adolescent girls who have never been employed in the textile industry. Methodology This is a cross-sectional study. A total of 321 subjects, 107 in each study group were sampled. Standardized nordic questionnaires (SNQ) was used to assess musculoskeletal symptoms. Results More than half of the current employees (67.28%) and past employees (67.28%) reported musculoskeletal pain. Among the never been employed, 18.69% reported musculoskeletal pain. Neck and shoulder were the most common sites of musculoskeletal pain among the current employees (49.5% and 50.5%, respectively) and the past employees (45.8% and 49.5%, respectively). In the regression model, having ever been diagnosed for anemia (AOR 6.57, 95% CI 1.4 to 30.76), working for more than 48 h in a week (AOR 3.37, 95% CI 1.53 to 7.41) and the presence of depression (AOR 6.6, 95% CI 1.48 to 29.36) were significantly associated with the presence of musculoskeletal pain in the study participants. Conclusion Musculoskeletal disorders are a major occupational health problem among the adolescent and young women employees of textile industries. Working hours should be fixed at 48 h per week and anemia and depression should be treated to avert the work related musculoskeletal disorders in the study population.

  20. Risk of affective and stress related disorders among employees in human service professions

    PubMed Central

    Wieclaw, J; Agerbo, E; Mortensen, P B; Bonde, J P

    2006-01-01

    Objectives To examine the risk of affective and stress related disorders among men and women employed in human service professions. Methods Population based case‐control study using data from national registers. Cases (n = 28 971) were identified in the Danish Psychiatric Central Research Register among all hospitalised patients and outpatients aged 18–65 who received a first time ever diagnosis of affective (ICD‐10, F30–39) or stress related (ICD‐10, F40–48) disorder from 1 January 1995 to 31 December 1998. Each case was assigned five never admitted referents (n = 144 855) of the same gender and age, randomly drawn from a 5% sample of the Danish population obtained from Statistics Denmark's Integrated Database for Labour Market Research. Occupation held the year before matching was classified according to the Danish version of the International Classification of Occupation. Health care, education, social work, and customer services were defined as human service professions and constituted 21% of all employed in the study. Adjusted risks (hazard ratios) relative to all other occupations were calculated for 24 human service occupations. Results The relative risk of depression in human service professions was 1.35 (95% CI 1.24 to 1.47) for women and 1.49 (95% CI 1.29 to 1.73) for men. The risk of stress was 1.18 (95% CI 1.11 to 1.26) for women and 1.49 (95% CI 1.32 to 1.67) for men. Specific professions contributed differentially to the magnitude of risk, with education and social services displaying the highest risks. No increase in risks was found in customer service occupations. Gender was a significant modifying factor with the highest risk levels in men. Conclusions There was a consistent association between employment in human service occupations and the risk of affective and stress related disorders. Risks were highest for men working in these typically female professions. More work is needed to distinguish work hazards from effects

  1. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  2. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  3. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  4. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Employee. 210.640 Section 210.640 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  5. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  6. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  7. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  8. Do I Just Look Stressed or am I Stressed? Work-related Stress in a Sample of Italian Employees

    PubMed Central

    GIORGI, Gabriele; LEON-PEREZ, Jose M.; CUPELLI, Vincenzo; MUCCI, Nicola; ARCANGELI, Giulio

    2013-01-01

    Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees’ perceptions of stress and their leaders’ evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders’ capacity to understand subordinates’ stress is associated with subordinates’ psychological well-being since higher disagreement between self and leaders’ ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations. PMID:24292877

  9. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well.

  10. A Survey of Work-Related Attitudes among the Employee Groups of the United States Army Dental Activity, Fort Lewis, Washington.

    DTIC Science & Technology

    1981-04-01

    employees’ feelings about the amount of positive reinforcement they receive from their supervisor. The composite mean of 4.2 found on Table 30 is indicative... positive reinforcement received. It would appear from this data and the data for Item 18 that the employees had something less than a positive feeling...higher than the mean for the items relating to positive reinforcement and )k Pp)U P ~ t k- .l. ~ 59 ’. Table 30- Item # 22 My supervisor makes a point

  11. The effect of manual handling training on achieving training transfer, employee's behaviour change and subsequent reduction of work-related musculoskeletal disorders: a systematic review.

    PubMed

    Hogan, Dervla A M; Greiner, Birgit A; O'Sullivan, Leonard

    2014-01-01

    This systematic review investigated the effectiveness of manual handling training on achieving training transfer, leading to a positive change in employee's manual handling behaviour and a reduction of work-related musculoskeletal disorders (WRMSDs) following training. Six electronic databases were searched for randomised controlled trials, non-randomised controlled trials or cohort studies with a control and/or comparison group that investigated the effectiveness of manual handling training. Thirteen articles met the inclusion and exclusion criteria. Following quality assessment, nine of the included articles were found to be of high quality. This systematic review suggests that there has been very little research focusing on the effectiveness of manual handling training on training transfer to employees and the associated behavioural change. This review indicates that whilst employees report understanding and awareness following training, this does not always lead to the expected behavioural change. This review also suggests it cannot be demonstrated that training transfer will lead to a reduction of WRMSDs.

  12. Community College Report, 1976-1978: Tables Summarizing Salaries, Fringe Benefits and Related Practices Affecting Professional Employees of New York State Community Colleges.

    ERIC Educational Resources Information Center

    New York State Public Employment Relations Board, Albany.

    Comparative information on faculty salaries, fringe benefits, and related practices, reported in tabular form, comprises this report which covers all New York state community colleges including those where employees have not organized into formal negotiating units. Most items presented deal with contractual provisions, although some represent…

  13. 29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... because the plan has invested in the investment company's shares. This principle applies, for example, to a plan covering employees of an investment adviser to an investment company where the plan invests...

  14. 29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... because the plan has invested in the investment company's shares. This principle applies, for example, to a plan covering employees of an investment adviser to an investment company where the plan invests...

  15. 41 CFR 303-70.1 - When must we authorize payment of expenses related to an employee's death?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... death? When, at the time of death, the employee was: (a) On official travel; or (b) Performing official... Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTED WITH THE DEATH OF...

  16. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  17. Work-related factors associated with visiting a doctor for a medical diagnosis after a worksite screening for diabetes mellitus in Japanese male employees.

    PubMed

    Tsuda, Kaho; Tsutsumi, Akizumi; Kawakami, Norito

    2004-09-01

    This paper aims to investigate the work-related factors that affect whether Japanese male employees will seek a medical diagnosis after being screened for diabetes mellitus. Participants in this study received a questionnaire two months after receiving the results of their physical checkup. The analysis focused on 213 regular employees of small and medium-sized companies who were aged 35-64 and who had tested positive for diabetes in a screening. Only 42% of the subjects visited a doctor for medical diagnosis during an average follow-up period of 47.5 d. Cox's proportional hazard regression was used to analyze the length of time between the employees' receipt of the results and their first visit to a doctor's office. The employees who could comfortably take a day off, compared to those who found it difficult to do so, were more likely to visit a doctor (hazard ratio (HR) 1.94; 95% confidence interval (CI) 0.85, 4.42; p for trend 0.05). In addition, employees with a high level of psychological job control, compared to those with low level of job control, were more likely to visit a doctor (HR 1.80; 95%CI 0.94, 3.45; p for trend 0.08). Employees who worked the longest (61 h per week or more) were less likely to visit a doctor than those working from 41 to 60 h weekly (HR 0.41; 95%CI 0.17, 0.98). The findings suggest that a flexible work schedule, autonomy at work, and no excessive working hours tend to improve the chance of visiting a doctor after screening for diabetes mellitus.

  18. Work-related correlates of occupational sitting in a diverse sample of employees in Midwest metropolitan cities.

    PubMed

    Yang, Lin; Hipp, J Aaron; Lee, Jung Ae; Tabak, Rachel G; Dodson, Elizabeth A; Marx, Christine M; Brownson, Ross C

    2017-06-01

    The worksite serves as an ideal setting to reduce sedentary time. Yet little research has focused on occupational sitting, and few have considered factors beyond the personal or socio-demographic level. The current study i) examined variation in occupational sitting across different occupations, ii) explored whether worksite level factors (e.g., employer size, worksite supports and policies) may be associated with occupational sitting. Between 2012 and 2013, participants residing in four Missouri metropolitan areas were interviewed via telephone and provided information on socio-demographic characteristics, schedule flexibility, occupation, work related factors, and worksite supports and policies. Occupational sitting was self-reported (daily minutes spent sitting at work), and dichotomized. Occupation-stratified analyses were conducted to identify correlates of occupational sitting using multiple logistic regressions. A total of 1668 participants provided completed data. Those employed in business and office/administrative support spent more daily occupational sitting time (median 330 min) compared to service and blue collar employees (median 30 min). Few worksite supports and policies were sitting specific, yet factors such as having a full-time job, larger employer size, schedule flexibility, and stair prompt signage were associated with occupational sitting. For example, larger employer size was associated with higher occupational sitting in health care, education/professional, and service occupations. Work-related factors, worksite supports and policies are associated with occupational sitting. The pattern of association varies among different occupation groups. This exploratory work adds to the body of research on worksite level correlates of occupational sitting. This may provide information on priority venues for targeting highly sedentary occupation groups.

  19. Development of a workplace intervention for sick-listed employees with stress-related mental disorders: Intervention Mapping as a useful tool

    PubMed Central

    van Oostrom, Sandra H; Anema, Johannes R; Terluin, Berend; Venema, Anita; de Vet, Henrica CW; van Mechelen, Willem

    2007-01-01

    Background To date, mental health problems and mental workload have been increasingly related to long-term sick leave and disability. However, there is, as yet, no structured protocol available for the identification and application of an intervention for stress-related mental health problems at the workplace. This paper describes the structured development, implementation and planning for the evaluation of a return-to-work intervention for sick-listed employees with stress-related mental disorders (SMDs). The intervention is based on an existing successful return-to-work intervention for sick-listed employees with low back pain. Methods The principles of Intervention Mapping were applied to combine theory and evidence in the development, implementation and planning for the evaluation of a participatory workplace intervention, aimed at an early return-to-work for sick-listed employees with SMDs. All stakeholders were involved in focus group interviews: i.e. employees recently sick-listed with SMDs, supervisors and occupational health professionals. Results The development of the participatory workplace intervention according to the Intervention Mapping principles resulted in a structured return-to-work intervention, specifically tailored to the needs of sick-listed employees with SMDs. Return-to-work was proposed as a behavioural change, and the Attitude – Social influence – self-Efficacy model was identified as a theoretical framework. Stakeholder involvement in focus group interviews served to enhance the implementation. The cost-effectiveness of the intervention will be evaluated in a randomised controlled trial. Conclusion Intervention Mapping was found to be a promising method to develop interventions tailored to a specific target group in the field of occupational health. Trial registration ISRCTN92307123 PMID:17697364

  20. Measuring the value of nonwage employee benefits: building a model of the relation between benefit satisfaction and value.

    PubMed

    Weathington, Bart L; Jones, Allan P

    2006-11-01

    Researchers have commonly assumed benefits that employees view as more valuable have a greater influence on their attitudes and behaviors. Researchers have used 2 common methods to measure benefit value: attaching a monetary value to benefits and using self-reports of benefit importance. The present authors propose that the 2 approaches are conceptually distinct and have different implications. They use a social exchange perspective to justify this distinction and integrate both approaches and benefit satisfaction into a more comprehensive model of benefit perception. Results suggest that both measures have practical applications depending on the nature of the exchange relationship between the organization and employees. However, this relationship depends on the specific benefit and on employee satisfaction with that benefit. Some benefits lend themselves to a monetary estimate, whereas others lend themselves more to a nonmonetary valuation.

  1. The Link between Age, Career Goals, and Adaptive Development for Work-Related Learning among Local Government Employees

    ERIC Educational Resources Information Center

    Tones, Megan; Pillay, Hitendra; Kelly, Kathy

    2011-01-01

    More recently, lifespan development psychology models of adaptive development have been applied to the workforce to investigate ageing worker and lifespan issues. The current study uses the Learning and Development Survey (LDS) to investigate employee selection and engagement of learning and development goals and opportunities and constraints for…

  2. The Link between Age, Career Goals, and Adaptive Development for Work-Related Learning among Local Government Employees

    ERIC Educational Resources Information Center

    Tones, Megan; Pillay, Hitendra; Kelly, Kathy

    2011-01-01

    More recently, lifespan development psychology models of adaptive development have been applied to the workforce to investigate ageing worker and lifespan issues. The current study uses the Learning and Development Survey (LDS) to investigate employee selection and engagement of learning and development goals and opportunities and constraints for…

  3. Leadership and Culture: Work-Related Values and Leadership Styles among One Company's U.S. and German Telecommunications Employees.

    ERIC Educational Resources Information Center

    Kuchinke, K. Peter

    1999-01-01

    Responses from 47% of 3,540 U.S. and German employees of a multinational company revealed lower levels of transformational leadership among Germans and other cultural differences in work values. Cultural values predicted leadership style. Job category had a main effect on cultural values. (SK)

  4. Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

    PubMed

    Eby, Lillian T; Butts, Marcus M; Hoffman, Brian J; Sauer, Julia B

    2015-07-01

    Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.

  5. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

    Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the privileges, benefits

  6. 41 CFR 303-70.3 - Must we pay death-related expenses for an employee who dies while on leave, or who dies on a...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false Must we pay death-related expenses for an employee who dies while on leave, or who dies on a nonworkday while on TDY or stationed outside CONUS? 303-70.3 Section 303-70.3 Public Contracts and Property Management Federal Travel Regulation System PAYMENT OF EXPENSES CONNECTE...

  7. Delivering ideal employee experiences.

    PubMed

    Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

    2009-05-01

    Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

  8. Occupation is related to Weight and Lifestyle Factors among Employees at Worksites Involved in a Weight Gain Prevention Study

    PubMed Central

    Gans, Kim M.; Salkeld, Judith; Risica, Patricia Markham; Lenz, Erin; Burton, Deborah; Mello, Jennifer; Bell, Johanna P.

    2015-01-01

    Objective To examine the relationship between job type, weight status and lifestyle factors that are potential contributors to obesity including, diet, physical activity and perceived stress among employees enrolled in the Working on Wellness (WOW) project. Methods Randomly selected employees at 24 worksites completed a baseline survey (n=1700); some also an in-person survey and anthropometric measures (n=1568). Employees were classified by US Labor standards as: white collar (n=1297), blue collar (n=303), or service worker (n=92), 8 unknown. Associations were analyzed using Chi-Square, GLM procedures, and adjusted for demographics using Logistic Regression. Results In unadjusted models, BMI of service workers was higher than white collar workers; F&V intake was higher for service and blue collar than white collar; white collar workers reported highest stress levels in job and life. However, in models adjusted for demographics, the only significant difference was to physical activity (i.e., MET/min per week), with blue collar workers reporting higher levels of physical activity than service workers, who reported higher levels than the white collar workers. Conclusions Future research should further examine the relationship between health and job status to corroborate the results of the current study and to consider designing future worksite health promotion interventions that are tailored by job category. PMID:26461872

  9. Occupation Is Related to Weight and Lifestyle Factors Among Employees at Worksites Involved in a Weight Gain Prevention Study.

    PubMed

    Gans, Kim M; Salkeld, Judith; Risica, Patricia Markham; Lenz, Erin; Burton, Deborah; Mello, Jennifer; Bell, Johanna P

    2015-10-01

    To examine the relationship between job type, weight status, and lifestyle factors that are potential contributors to obesity including, diet, physical activity (PA), and perceived stress among employees enrolled in the Working on Wellness project. Randomly selected employees at 24 worksites completed a baseline survey (n = 1700); some also an in-person survey and anthropometric measures (n = 1568). Employees were classified by US labor standards as white collar (n = 1297), blue collar (n = 303), or service worker (n = 92), and 8 unknown. Associations were analyzed using chi-square and general linear model procedures and adjusted for demographics using logistic regression. In unadjusted models, body mass index of service workers was higher than white collar workers; fruit and vegetable intake was higher for service and blue collar than white collar; white collar workers reported highest stress levels in job and life. Nevertheless, in models adjusted for demographics, the only significant difference was for PA (ie, metabolic equivalent [MET]/min/wk), with blue collar workers reporting higher levels of PA than service workers, who reported higher levels than the white collar workers. Future research should further examine the relationship between health and job status to corroborate the results of the current study and to consider designing future worksite health promotion interventions that are tailored by job category.

  10. How do employment types and job stressors relate to occupational injury? A cross-sectional investigation of employees in Japan.

    PubMed

    Sakurai, K; Nakata, A; Ikeda, T; Otsuka, Y; Kawahito, J

    2013-11-01

    This study investigated whether 1) the risk of occupational injury differs among permanent employees and specific types of temporary workers, 2) the risk of occupational injury differs across different employment types depending on the degree of job stressors. A cross-sectional study design based on self-report survey data. A total of 36,688 full-time workers (28,868 men and 7820 women; average age = 35.4) were surveyed by means of a self-administered questionnaire. Employment types consisted of permanent employment and two forms of temporary employment: direct-hire and temporary work agent (TWA). Job characteristics including job demands, job control, and social support at work were measured. Occupational injury was measured by asking whether the participant had an injury on the job in the past 12 months that required a medical treatment. To investigate the relationships between employment types, job stressors, and occupational injury, hierarchical moderated logistic regression tests were conducted. High job demands (OR = 1.44) and low job control (OR = 1.21) were significantly associated with an increased risk of occupational injury, while controlling for demographic, life style, health, and occupational factors. In addition, direct-hires (OR = 1.85) and temporary agent workers (OR = 3.26) had a higher risk of occupational injury compared with permanent employees. However, the relationship between employment types and the risk of occupational injury depended on the levels of job demands and job control. Specifically, the magnitude of the relationship between job demands and the risk of occupational injury was substantially greater for temporary work agents than for permanent employees when they reported low levels of job control. Such an interaction effect between job demands and job control on the risk of occupational injury was not observed between permanent employees and direct-hire temporary workers. The current study indicated that temporary workers might be

  11. Employee recruitment.

    PubMed

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  12. Efficacy of an exercise intervention for employees with work-related fatigue: study protocol of a two-arm randomized controlled trial.

    PubMed

    de Vries, Juriena D; van Hooff, Madelon L M; Geurts, Sabine A E; Kompier, Michiel A J

    2015-11-12

    The aim of the current study is to evaluate the efficacy of an exercise intervention to reduce work-related fatigue. Exercise is a potentially effective intervention strategy to reduce work-related fatigue, since it may enhance employees' ability to cope with work stress and it helps to detach from work. However, based on available research, no clear causal inferences regarding its efficacy can be made. This RCT therefore investigates whether exercise is effective in reducing work-related fatigue, and in improving other indicators of employees' mental and physical well-being and performance. A two-arm parallel trial will be conducted. Participants (N = 108) who experience high levels of work-related fatigue will be randomized at a 1:1 ratio to a 6-week exercise intervention or wait list (control). The exercise intervention consists of three one-hour low-intensity outdoor running sessions a week. Each week, two sessions take place in a group under supervision of a trainer, and one session is completed individually. The running sessions will be carried out during leisure time. The primary outcome is work-related fatigue. Secondary outcomes include work ability, self-efficacy, sleep quality, cognitive functioning, and aerobic fitness. These data will be collected at pre-intervention, post-intervention, and at 6 weeks and 12 weeks after the intervention. In addition, weekly measures of employees' well-being, and exercise activities (i.e. type, frequency, and duration) and experiences (i.e. pleasure, effort, and detachment) will be collected during the intervention period. This study will compare an exercise intervention to a wait list. This enables us to examine the effect of exercise on work-related fatigue compared to the natural course of these symptoms. As such, this study contributes to a better understanding of the causal link between exercise and work-related fatigue. If the intervention is proven effective, the results could provide a basis for future

  13. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  14. Employee Sabbaticals: Who Benefits and Why.

    ERIC Educational Resources Information Center

    Toomey, Edmund L.; Connor, Joan M.

    1988-01-01

    Discusses benefits of employee sabbaticals including (1) continuing employee education; (2) avoiding technical obsolescence; (3) reducing job-related stress and burnout; (4) creating a more productive work force; and (5) stemming the tide of early retirement. (JOW)

  15. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  16. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  17. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  18. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  19. Dietary intake of minerals in relation to depressive symptoms in Japanese employees: the Furukawa Nutrition and Health Study.

    PubMed

    Miki, Takako; Kochi, Takeshi; Eguchi, Masafumi; Kuwahara, Keisuke; Tsuruoka, Hiroko; Kurotani, Kayo; Ito, Rie; Akter, Shamima; Kashino, Ikuko; Pham, Ngoc Minh; Kabe, Isamu; Kawakami, Norito; Mizoue, Tetsuya; Nanri, Akiko

    2015-05-01

    Although intake of minerals has been suggested to be beneficial against depression, epidemiologic data from free-living settings are limited. The aim of this study was to determine the cross-sectional associations between the intake of magnesium, calcium, iron, and zinc and the prevalence of depressive symptoms in Japanese employees. Participants were 1792 men and 214 women ages 19 to 69 y. Dietary intake was assessed using a validated, brief self-administered diet history questionnaire. Participants with depressive symptoms were defined as those with a scale score of ≥16 on the Center for Epidemiologic Studies Depression Scale. The prevalence of depressive symptoms was 27.8%. Intakes of magnesium, calcium, iron, and zinc were inversely associated with the prevalence of depressive symptoms. The multivariate adjusted odds ratios (95% confidence interval) of having depressive symptoms were 0.63 (0.44-0.91), 0.64 (0.47-0.88), 0.59 (0.40-0.87), and 0.63 (0.45-0.87) in the highest versus lowest tertiles of magnesium, calcium, iron, and zinc, respectively. Results suggest that higher dietary intake of magnesium, calcium, iron, and zinc is associated with lower prevalence of depressive symptoms in Japanese employees. Copyright © 2015 Elsevier Inc. All rights reserved.

  20. Making sense of diversity in the workplace: organizational justice and language abstraction in employees' accounts of diversity-related incidents.

    PubMed

    Roberson, Quinetta M; Stevens, Cynthia Kay

    2006-03-01

    To discern patterns of employee sense-making about workplace diversity, the authors analyzed 751 natural language accounts of diversity incidents from 712 workers in one department of a large organization. Six generic incident types emerged: discrimination, representation, treatment by management, work relationships, respect between groups, and diversity climates. Consistent with hypotheses, incidents that respondents viewed as negative, accounts from women, and those involving members of respondents' in-groups were more likely to cite justice issues. Partially consistent with research on the linguistic intergroup bias, both negative and positive accounts involving out-group members and accounts from men were more likely to be expressed using abstract verb forms. The authors discuss future opportunities to integrate research on diversity, justice, and the linguistic category model.

  1. 26 CFR 54.4978-1T - Questions and answers relating to the tax on certain dispositions by employee stock ownership...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., exchange, or distribution. However, in the case of any exchange of qualified securities for stock of... of the employee after the employee has attained 591/2 years of age; (3) The disability of...

  2. 29 CFR 1472.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the...

  3. 45 CFR 1173.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the... the performance of work under the award and who are on the recipient's payroll. (b) This definition...

  4. 45 CFR 1155.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

  5. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at...

  6. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 7 2013-07-01 2013-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  7. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 7 2011-07-01 2011-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  8. 29 CFR 401.6 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an...

  9. Impact of a workplace 'sit less, move more' program on efficiency-related outcomes of office employees.

    PubMed

    Puig-Ribera, Anna; Bort-Roig, Judit; Giné-Garriga, Maria; González-Suárez, Angel M; Martínez-Lemos, Iván; Fortuño, Jesús; Martori, Joan C; Muñoz-Ortiz, Laura; Milà, Raimon; Gilson, Nicholas D; McKenna, Jim

    2017-05-16

    Few studies have examined the impact of 'sit less, move more' interventions on workplace performance. This study assessed the short and mid-term impacts of and patterns of change within, a 19-week workplace web-based intervention (Walk@WorkSpain; W@WS; 2010-11) on employees´ presenteeism, mental well-being and lost work performance. A site randomised control trial recruited employees at six Spanish university campuses (n = 264; 42 ± 10 years; 171 female), assigned by worksite and campus to an Intervention (IG; used W@WS; n = 129; 87 female) or an active Comparison group (A-CG; pedometer, paper diary and self-reported sitting time; n = 135; 84 female). A linear mixed model assessed changes between the baseline, ramping (8 weeks), maintenance (11 weeks) and follow-up (two months) phases for the IG versus A-CG on (i) % of lost work productivity (Work Limitations Questionnaire; WLQ); (ii) three scales for presenteeism (WLQ) assessing difficulty meeting scheduling demands (Time), performing cognitive and inter-personal tasks (Mental-Interpersonal) and decrements in meeting the quantity, quality and timeliness of completed work (Output); and (iii) mental well-being (Warwick-Edinburgh Mental Well-being Scale). T-tests assessed differences between groups for changes on the main outcomes. In the IG, a multivariate logistic regression model identified patterns of response according to baseline socio-demographic variables, physical activity and sitting time. There was a significant 2 (group) × 2 (program time points) interaction for the Time (F [3]=8.69, p = 0.005), Mental-Interpersonal (F [3]=10.01, p = 0.0185), Output scales for presenteeism (F [3]=8.56, p = 0.0357), and for % of lost work performance (F [3]=10.31, p = 0.0161). Presenteeism and lost performance rose significantly in both groups across all study time points; after baseline performance was consistently better in the IG than in the A-CG. Better performance was linked to employees being

  10. Systematic review on the association between employee worktime control and work-non-work balance, health and well-being, and job-related outcomes.

    PubMed

    Nijp, Hylco H; Beckers, Debby G J; Geurts, Sabine A E; Tucker, Philip; Kompier, Michiel A J

    2012-07-01

    The aim of this review was to assess systematically the empirical evidence for associations between employee worktime control (WTC) and work-non-work balance, health/well-being, and job-related outcomes (eg, job satisfaction, job performance). A systematic search of empirical studies published between 1995-2011 resulted in 63 relevant papers from 53 studies. Five different categories of WTC measurements were distinguished (global WTC, multidimensional WTC, flextime, leave control, and "other subdimensions of WTC"). For each WTC category, we examined the strength of evidence for an association with (i) work-non-work balance, (ii) health/well-being, and (iii) job-related outcomes. We distinguished between cross-sectional, longitudinal, and intervention studies. Evidence strength was assessed based on the number of studies and their convergence in terms of study findings. (Moderately) strong cross-sectional evidence was found for positive associations between global WTC and both work-non-work balance and job-related outcomes, whereas no consistent evidence was found regarding health/well-being. Intervention studies on global WTC found moderately strong evidence for a positive causal association with work-non-work balance and no or insufficient evidence for health/well-being and job-related outcomes. Limited to moderately strong cross-sectional evidence was found for positive associations between multidimensional WTC and our outcome categories. Moderately strong cross-sectional evidence was found for positive associations between flextime and all outcome categories. The lack of intervention or longitudinal studies restricts clear causal inferences. This review has shown that there are theoretical and empirical reasons to view WTC as a promising tool for the maintenance of employees' work-non-work balance, health and well-being, and job-related outcomes. At the same time, however, the current state of evidence allows only very limited causal inferences to be made

  11. Dental prosthetic status, prosthetic needs in relation to socioeconomic status of the state government employees in Shimla city (Himachal Pradesh) - A cross sectional study

    PubMed Central

    Bhardwaj, V. K.; Veeresha, K. L.; Sharma, K. R.

    2011-01-01

    Objective: To know the dental prosthetic status, prosthetic needs in relation to socioeconomic status (SES) of the state government employees in Shimla city, Himachal Pradesh. Materials and Methods: The study was carried on 1008 (705 males and 303 females) state government employees in Shimla city between February 25, 2009 and April 10, 2009. Type III examination was conducted and the prosthetic status and prosthetic needs were recorded on W.H.O. format 1997. Modified Kuppuswamy scale, with readjustment of the per capita income to suit the present levels, was used for SES classification. Results: 10.3% of the subjects in the study had prosthesis of some kind. The prosthetic status was better in the upper middle and upper SES category as compared with the other categories and the findings were statistically significant. Prosthetic need in the study population was 33.2%, which was maximum for the subjects in the lower SES category and minimum for the higher SES category. Awareness on the provision of reimbursement for dental care was highest among the upper class and negligible in the lower SES category. Conclusions: Present study shows a direct relationship between SES and percentage of the subjects having prosthesis of some kind. SES shows an inverse relationship with prosthetic need and awareness on the provision of reimbursement of dental care. PMID:24478954

  12. Age-related associations between work over-commitment and zest for work among Swedish employees from a cross-sectional and longitudinal perspective.

    PubMed

    Runeson-Broberg, Roma; du Prel, Jean-Baptist; Westerholm, Peter; Nordin, Maria; Knutsson, Anders; Alfredsson, Lars; Fahlén, Göran; Peter, Richard

    2017-01-01

    In aging societies, zest for work may be pivotal when deciding to stay occupationally active longer. Psychosocial work stress is a prevalent public health problem and may have an impact on zest for work. Work over-commitment (WOC) is a personal coping strategy for work stress with excessive striving and a health risk. However, the long-term effect of WOC on zest for work is poorly understood. To investigate the age-related associations of work over-commitment with zest for work. During 1996-1998 and 2000-2003, predominantly industrial workers (n = 2940) participated in the WOLF-Norrland study and responded to a questionnaire referring to socio-demographics, WOC, zest for work, effort-reward imbalance proxies, and mental health. Age-adjusted multiple logistic regressions were performed with original and imputed datasets. Cross-sectionally, work overcommitted middle-aged employees had an increased prevalence of poor zest for work compared to their contemporaries without WOC (OR: 3.74 [95%-CI 2.19; 6.40]). However, in a longitudinal analysis associations between onset of 'poor zest for work' and the WOC subscales 'need for approval' (OR: 3.29 [95%-CI 1.04; 10.37]) and 'inability to withdraw from work' (OR: 5.14 [95%-CI 1.32; 20.03]) were observed. The longitudinal findings among older employees could be relevant regarding the expected need to remain occupationally active longer.

  13. Employee occupational stress in banking.

    PubMed

    Michailidis, Maria; Georgiou, Yiota

    2005-01-01

    Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress.

  14. Occupational stress and health-related quality of life among public sector bank employees: A cross-sectional study in Mysore, Karnataka, India

    PubMed Central

    Malamardi, Sowmya N.; Kamath, Ramachandra; Tiwari, Rajnarayan; Nair, Binu Valsalakumari Sreekumaran; Chandrasekaran, Varalakshmi; Phadnis, Sameer

    2015-01-01

    Background: Occupational morbidities have been estimated to cause an economic loss up to 10–20% of the gross national product of a country. It is an important cause of occupational morbidity and decreased quality of life (QOL) for the workers. Aim: The aim of the present study is to assess the level of occupational stress and its association with the QOL among the public sector bank employees. Materials and Methods: The present study was conducted among employees of public sector banks in Mysore district, Karnataka, India. A cross-sectional study design was used for the study. Job stress was measured by using occupational stress index (OSI) scale questionnaire and health-related QOL was measured using the short form 12 (SF-12) questionnaire. The sample size estimated for the study was 526 and cluster random sampling technique was used. Chi-square test was used to find the association between the study variables and level of stress. Multiple linear regression model was used to find the determinants of health-related QOL among the study subjects. Results: The total number of the study subjects was 546 out of which 57% were males and 43% were females. The proportion of study subjects reporting to be current smokers was 4.2% and almost all study subjects reported occasional alcohol consumption. The mean physical component summary (PCS) score and mental component summary (MCS) using the original United States standardization were 47.90 and 48.30, respectively. The individuals with mild stress scored higher in both PCS and MCS than the individuals who had moderate to severe stress levels. There was significant association of health related quality of life with the age of the respondent,presence of at least one morbidity and level of stress with health-related QOL. Conclusion: This study has shown an association of occupational stress with the QOL. There is a need for interventions aimed at mitigating the occupational stress among employees of the banking sector. PMID

  15. Exploring Supervisor-Related Job Resources as Mediators between Supervisor Conflict and Job Attitudes in Hospital Employees.

    PubMed

    Elfering, Achim; Gerhardt, Christin; Grebner, Simone; Müller, Urs

    2017-03-01

    Conservation of resources theory assumes loss of resources as a cause of job strain. In hospital work, conflicts with supervisors are tested to predict lower resources, that is, supervisory social support, participation possibilities, and appreciation. All three resources are expected to predict, in turn, experienced stress (job strain) and lower job satisfaction, lower affective commitment, and a higher resigned attitude towards the job (job attitudes). The sample included 1,073 employees from 14 Swiss hospitals (n = 604 nurses, n = 81 physicians, n = 135 medical therapists, and n = 253 technical and administrative staff). Of the total sample, 83.1% were female and 38.9% worked full-time. The median tenure was between 7 years and 10 years. Constructs were assessed by online questionnaires. Structural equation modeling was used to test mediation. Structural equation modeling confirmed the negative association of conflict with supervisors and job resources. Tests of indirect paths to resources as a link between conflicts with supervisors and job attitudes were significant. For nurses, social support, participation and appreciation showed a significant indirect path, while among medical technicians the indirect paths included social support and appreciation, and among physicians only appreciation showed a significant indirect path. In medical therapists no indirect path was significant. Job resources did not mediate the link between conflict with supervisors and stress in any occupational group. Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

  16. Building-Related Symptoms among Office Employees Associated with Indoor Carbon Dioxide and Total Volatile Organic Compounds.

    PubMed

    Lu, Chung-Yen; Lin, Jia-Min; Chen, Ying-Yi; Chen, Yi-Chun

    2015-05-27

    This study investigated whether sick building syndrome (SBS) complaints among office workers were associated with the indoor air quality. With informed consent, 417 employees in 87 office rooms of eight high-rise buildings completed a self-reported questionnaire for symptoms experienced at work during the past month. Carbon dioxide (CO2), temperature, humidity and total volatile organic compounds (TVOCs) in each office were simultaneously measured for eight office hours using portable monitors. Time-averaged workday difference between the indoor and the outdoor CO2 concentrations (dCO2) was calculated as a surrogate measure of ventilation efficiency for each office unit. The prevalence rates of SBS were 22.5% for eye syndrome, 15.3% for upper respiratory and 25.4% for non-specific syndromes. Tiredness (20.9%), difficulty in concentrating (14.6%), eye dryness (18.7%) were also common complaints. The generalized estimating equations multivariate logistic regression analyses showed that adjusted odds ratios (aORs) and 95% confidence interval (CI) per 100 ppm increase in dCO2 were significantly associated with dry throat (1.10, 95% CI=(1.00-1.22)), tiredness (1.16, 95% CI=(1.04-1.29)) and dizziness (1.22, 95% CI=(1.08-1.37)). The ORs for per 100 ppb increases in TVOCs were also associated with upper respiratory symptoms (1.06, 95% CI=(1.04-1.07)), dry throat (1.06, 95% CI=(1.03-1.09)) and irritability (1.02, 95% CI=(1.01-1.04)). In conclusion, the association between some SBS symptoms and the exposure to CO2 and total VOCs are moderate but may be independently significant.

  17. Utilization of dental services and its relation to the periodontal status in a group of South Australian employees.

    PubMed

    Srikandi, T W; Carey, S E; Clarke, N G

    1983-04-01

    The pattern of dental service utilization, the perception of periodontal disease, and the oral hygiene habits among 642 industrial employees were evaluated using a self-administered questionnaire against background variables of age, sex, and socioeconomic strata. Of the study population, 50.5% had their most recent dental visit within the previous 12 months and 42.5% claimed to seek regular check ups. There was no significant association between time intervals since the last dental visit and age, sex, occupation, income or education. Regular visits were made more often by subjects in the higher occupation and income level. Multivariate analyses of the number of missing teeth simultaneously considering age, sex, socioeconomic level, regularity and frequency of dental visits revealed that except for age and sex, no other factors were significant. The most common reason for not seeing a dentist in the previous 12 months was an assumption that "nothing was wrong". A large majority of the group surveyed were unaware of the presence of periodontal disease or the need for its treatment, despite the high prevalence in all subgroups. Periodontal status was not significantly associated with sex, socioeconomic levels, regularity of frequency of dental visits, but there was a significant regression on age. The study population's pattern of service utilization was found to be similar to that reported for the general population, and it was anticipated that the hygiene habits of the group was representative of the total community. If that assumption is true the high prevalence of periodontal disease of the study population probably exists in the general community.

  18. Nature Contacts: Employee Wellness in Healthcare.

    PubMed

    Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

    2016-04-01

    This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

  19. 29 CFR 1960.59 - Training of employees and employee representatives.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 9 2013-07-01 2013-07-01 false Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH... specialized job safety and health training appropriate to the work performed by the employee, for...

  20. Determinants of employee punctuality.

    PubMed

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

  1. Relations of Negative and Positive Work Experiences to Employee Alcohol Use: Testing the Intervening Role of Negative and Positive Work Rumination

    PubMed Central

    Frone, Michael R.

    2014-01-01

    This study tested a model linking work experiences to employee alcohol use. The model extended past research in three ways. First, it incorporated both negative and positive work experiences. Second, it incorporated a previously unexplored cognitive intervening process involving negative and positive work rumination. Third, it incorporated several important dimensions of alcohol use (heavy use, workday use, and after work use). Data were collected from a national probability sample of 2,831 U.S. workers. Structural equation modeling revealed that the conceptual model provided an excellent fit to the data. Negative work experiences were positively related to negative work rumination, which was positively related to heavy alcohol use, workday alcohol use, and after work alcohol use. Positive work experiences were positively related to positive work rumination, which was negatively related to heavy alcohol use and after work alcohol use, but was unrelated to workday alcohol use. The study also provided initial support for the psychometric properties and construct validity of the Negative and Positive Work Rumination Scale (NAPWRS). PMID:25528689

  2. Prevalence of metabolic syndrome and related factors in bank employees according to different defining criteria, Vitória/ES, Brazil

    PubMed Central

    Salaroli, Luciane Bresciani; Saliba, Renata Aubin Dias; Zandonade, Eliana; Molina, Maria del Carmen Bisi; Bissoli, Nazaré Souza

    2013-01-01

    OBJECTIVE: To determine the prevalence of metabolic syndrome and related factors in bank employees in the city of Vitoria/ES, Brazil. METHODS: This was a cross-sectional study that included 521 working men and women ≥20 years of age. Sociodemographic, lifestyle, anthropometric, biochemical, and hemodynamic characteristics were collected. Metabolic syndrome was diagnosed using the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation. A logistic regression model was used to calculate the crude and adjusted OR of the variables, and the statistical level of significance was set at 5.0%. RESULTS: We identified 86 (17.2%) and 113 (22.6%) subjects with metabolic syndrome according to the criteria of the National Cholesterol Education Program-ATPIII and the International Diabetes Federation, respectively. The risk of developing metabolic syndrome was higher in individuals with a high school education (OR 2.6 [CI95%, 1.1-6.1]). In overweight and obese subjects, the risks were also higher (OR 12.6 [CI95%, 4.8-33.2, p = 0.000] and OR 43.7% [CI95%, 16.1-118.9, p = 0.000], respectively). CONCLUSION: A large number of bank employees have metabolic syndrome, which can be associated with an increased risk of developing cardiovascular disease. Individuals who had college degrees had a higher prevalence of metabolic syndrome; this finding can be explained by the high rates of overweight and obesity found in subjects with college and graduate school educations. PMID:23420160

  3. 26 CFR 1.162-10T - Questions and answers relating to the deduction of employee benefits under the Tax Reform Act of...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... of employee benefits under the Tax Reform Act of 1984; certain limits on amounts deductible... under the Tax Reform Act of 1984; certain limits on amounts deductible (temporary). Q-1: How does the amendment of section 404(b) by the Tax Reform Act of 1984 affect the deduction of employee benefits under...

  4. Are You Interested? A Meta-Analysis of Relations between Vocational Interests and Employee Performance and Turnover

    ERIC Educational Resources Information Center

    Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.

    2011-01-01

    A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between…

  5. Communicative Indices of Employee Performance with New Technology.

    ERIC Educational Resources Information Center

    Papa, Michael J.; Tracy, Karen

    1988-01-01

    Examines the relationships between communicator competence, listening ability, and frequency of task-related talk and employee performance with technology. Finds correlational evidence that these communicative abilities are related to employee productivity levels with new computer systems. (SR)

  6. Let Your People Know: Good Employee Communication Means Good PR.

    ERIC Educational Resources Information Center

    Newfarmer, Terry D.

    1981-01-01

    The goal of campus employee communications, to create an informed workforce that understands overall function of their organization, is described and related to institutional public relations. Media for informing employees in addition to newsletters and magazines are identified. (MLW)

  7. 22 CFR 133.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... meet a matching requirement; consultants or independent contractors not on the payroll; or employees of... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL...

  8. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  9. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  10. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  11. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  12. 22 CFR 312.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Employee. 312.640 Section 312.640 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions... of work under the award, including— (1) All direct charge employees; (2) All indirect...

  13. The Department of Energy`s Rocky Flats Plant: A guide to record series useful for health-related research. Volume VII. Employee occupational exposure and health

    SciTech Connect

    1995-08-01

    This is the seventh in a series of seven volumes which constitute a guide to records of the Rocky Flats Plant useful for conducting health-related research. The primary purpose of Volume VII is to describe record series pertaining to employee occupational exposure and health at the Department of Energy`s (DOE) Rocky Flats Plant, now named the Rocky Flats Environmental Technology Site, near Denver, Colorado. History Associates Incorporated (HAI) prepared this guide as part of its work as the support services contractor for DOE`s Epidemiologic Records Inventory Project. This introduction briefly describes the Epidemiologic Records Inventory Project and HAI`s role in the project, provides a history of occupational exposure monitoring and health practices at Rocky Flats, and identifies organizations contributing to occupational exposure monitoring and health policies and activities. Other topics include the scope and arrangement of the guide and the organization to contact for access to these records. Comprehensive introductory and background information is available in Volume 1. Other volumes in the guide pertain to administrative and general subjects, facilities and equipment, production and materials handling, environmental and workplace monitoring, and waste management. In addition, HAI has produced a subject-specific guide, titled The September 1957 Rocky Flats Fire: A Guide to Record Series of the Department of Energy and Its Contractors, which researchers should consult for further information about records related to this incident.

  14. Prevalence and risk factors associated with nonspecific building-related symptoms in office employees in Japan: relationships between work environment, Indoor Air Quality, and occupational stress.

    PubMed

    Azuma, K; Ikeda, K; Kagi, N; Yanagi, U; Osawa, H

    2015-10-01

    A nationwide cross-sectional study of 3335 employees was conducted in 320 offices in Japan to estimate the prevalence of building-related symptoms (BRSs) and determine the risk factors related to work environment, Indoor Air Quality, and occupational stress. Data were collected through self-administered questionnaires. The prevalences of general symptoms, eye irritation, and upper respiratory symptoms were 14.4%, 12.1%, and 8.9%, respectively. Multiple logistic regression analyses revealed that eye irritation was significantly associated with carpeting [odds ratio (OR), 1.73; 95% confidence interval (CI), 1.24-2.41], coldness perception (OR, 1.28; 95% CI, 1.13-1.45), and air dryness perception (OR, 1.61; 95% CI, 1.42-1.82). General symptoms were significantly associated with unpleasant odors (OR, 1.37; 95% CI, 1.13-1.65), amount of work (OR, 1.24; 95% CI, 1.06-1.45), and interpersonal conflicts (OR, 1.44; 95% CI, 1.23-1.69). Upper respiratory symptoms were significantly associated with crowded workspaces (OR, 1.36; 95% CI, 1.13-1.63), air dryness perception (OR, 2.07; 95% CI, 1.79-2.38), and reported dustiness on the floor (OR, 1.39; 95% CI, 1.16-1.67). Although psychosocial support is important to reduce and control BRSs, maintaining appropriate air-conditioning and a clean and uncrowded workspace is of equal importance.

  15. Obesity-related costs and the economic impact of laparoscopic adjustable gastric banding procedures: benefits in the Texas Employees Retirement System.

    PubMed

    Perryman, M Ray; Gleghorn, Virginia

    2010-01-01

    To assess the return on investment (ROI) and economic impact of providing insurance coverage for the laparoscopic adjustable gastric banding (LAGB) procedure in classes II and III obese members of the Texas Employees Retirement System (ERS) and their dependents from payer, employer, and societal perspectives. Classes II and III obese employee members and their adult dependents were identified in a Texas ERS database using self-reported health risk assessment (HRA) data. Direct health costs and related absenteeism and mortality losses were estimated using data from previous research. A dynamic input-output model was then used to calculate overall economic effects by incorporating direct, indirect, and induced impacts. Direct health costs were inflation-adjusted to 2008 US dollars using the Consumer Price Index for Medical Care and other spending categories were similarly adjusted using relevant consumer and industrial indices. The future cost savings and other monetary benefits were discounted to present value using a real rate of 4.00%. From the payer perspective (ERS), the payback period for direct health costs associated with the LAGB procedure was 23-24 months and the annual return (over 5 years) was 28.8%. From the employer perspective (State of Texas), the costs associated with the LAGB procedure were recouped within 17-19 months (in terms of direct, indirect, and induced gains as they translated into State revenue) and the annual return (over 5 years) was 45.5%. From a societal perspective, the impact on total business activity for Texas (over 5 years) included gains of $195.3 million in total expenditures, $93.8 million in gross product, and 1354 person-years of employment. The analysis was limited by the following: reliance on other studies for methodology and use of a control sample; restriction of cost savings to 2.5 years which required out-of-sample forecasting; conservative assumptions related to the cost of the procedure; exclusion of presenteeism

  16. Role ambiguity, employee gender, and workplace friendship.

    PubMed

    Chen, Chien-Yu; Mao, Hsiao-Yen; Hsieh, An-Tien

    2012-06-01

    The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships.

  17. Final rules relating to use of electronic communication and recordkeeping technologies by employee pension and welfare benefit plans. Notice of final rulemaking.

    PubMed

    2002-04-09

    This document contains final rules under Title I of the Employee Retirement Income Security Act of 1974, as amended (ERISA), concerning the disclosure of certain employee benefit plan information through electronic media, and the maintenance and retention of employee benefit plan records in electronic form. The rules establish a safe harbor pursuant to which all pension and welfare benefit plans covered by Title I of ERISA may use electronic media to satisfy disclosure obligations under Title I of ERISA. The rules also provide standards concerning the use of electronic media in the maintenance and retention of records required by sections 107 and 209 of ERISA. The rules affect employee pension and welfare benefit plans, including group health plans, plan sponsors, administrators and fiduciaries, and plan participants and beneficiaries.

  18. Are changes in workplace bullying status related to changes in salivary cortisol? A longitudinal study among Danish employees.

    PubMed

    Gullander, Maria; Grynderup, Matias; Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Kolstad, Henrik Albert; Mors, Ole; Kaerlev, Linda; Bonde, Jens Peter

    2015-11-01

    This study aims to investigate whether incident workplace bullying and its dicontinuance is related to subsequent change in morning and evening saliva cortisol concentrations. Participants came from two Danish cohort studies, the PRISME cohort (n=4489) and the Workplace Bullying and Harassment Cohort (n=3707). At baseline and follow-up exposure to bullying was measured by a single question on bullying (preceded by a definition). Two saliva samples to measure cortisol were collected during a work-day (30 min after awakening and at 8 p.m.). All participants responding to the item on workplace bullying, giving saliva samples and participated at both baseline and follow-up were included. The reference group consisted of non-bullied respondents at both baseline and follow-up. Multilevel mixed-effects linear regressions were used to test for changes in salivary cortisol after newly onset of and discontinuance of workplace bullying. All analyses were adjusted for the potentially confounding effect of differences from baseline to follow-up in education, smoking, alcohol consumption, body mass index, cohort, sampling waves, time of awakening, and time of sampling. We found no indication of statistically significant difference in saliva cortisol, neither when participants changed their self-labelling from not bullied at baseline to being bullied at follow-up, nor when they at follow-up two years later reported discontinuance of bullying. This longitudinal study on the impact of changes in bullying status on change in cortisol levels showed consistent lack of associations with onset and discontinuance of workplace bullying. Copyright © 2015 Elsevier Inc. All rights reserved.

  19. Estimated risk of death among employees in agriculture and agriculture-related industries in Georgia, 1985-1994.

    PubMed

    Tedders, Stuart H; Jobin, Tracy L; Vogel, Robert L; Dever, G E A

    2003-01-01

    Farming has an enormous impact on the economy of Georgia, with as many as one in six Georgians working in agriculture. The purpose of this study was to compare the risk of death of white and black farmers to non-farmers in Georgia. Mortality data stratified by age and aggregated by race were retrieved from the Georgia Office of Vital Statistics for the years 1985-1994. The classification system used to code occupation on the death certificate was W473-489, which includes farmers and most all other agricultural occupations. For each cause of death, the Breslow-Day Test was used to determine homogeneity of risk across all age strata (alpha=0.05). A common odds ratio (OR) and 95% confidence intervals were calculated for all homogeneous causes of death using the Mantel-Haenzel procedure. Among white farmers, the risk of death was significantly high for tuberculosis [OR=1.64 (1.01, 2.65)], fires [OR=1.60 (1.15, 2.22)], and accidental drowning [OR=1.52 (1.01, 2.28)]. The leading causes of death among black farmers were accidental drowning [OR=1.53 (1.03, 2.26)], cerebrovascular disease [OR=1.27 (1.18, 1.38)], and ischemic heart disease [OR=1.21 (1.14, 1.29)]. Causes of death reported to be significantly low were also investigated. The findings of this study are varied, but trends related to risk of death appear to be similar to observed national trends.

  20. Theme: Employee Ownership.

    ERIC Educational Resources Information Center

    Gordon, Michael E.; And Others

    1991-01-01

    Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and…

  1. Employees with Sleep Disorders

    MedlinePlus

    ... for when the employee is most alert Maintaining Concentration: Provide space enclosures or a private work area ... employee with insomnia had a hard time maintaining concentration on the job and his stamina was often ...

  2. How Do Stages of Change for Physical Activity Relate to Employee Sign-Up for and Completion of a Worksite Physical Activity Competition?

    PubMed

    Walker, Timothy J; Tullar, Jessica M; Taylor, Wendell C; Román, Rolando; Amick, Benjamin C

    2016-07-25

    Introduction This study evaluated whether stages of change for physical activity (PA) predict sign-up, participation, and completion in a PA competition. Method Deidentified data were provided to evaluate a PA competition between 16 different institutions from a public university system. Employees who completed a health assessment (HA) prior to the start of the PA competition (n = 6,333) were included in the study. Participants completed a self-report HA and logged their PA throughout the competition. Multivariable logistic regression models tested whether stages of change predicted PA competition sign-up and completion. An ordinal logistic regression model tested whether stages of change predicted number of weeks of PA competition participation. Results Stages of change predicted PA competition sign-up and completion, but not weeks of participation. The odds for PA competition sign-up were 1.64 and 1.98 times higher for employees in preparation and action/maintenance (respectively) compared with employees in precontemplation/contemplation. The odds for PA competition completion were 4.17 times higher for employees in action/maintenance compared with employees in precontemplation/contemplation/preparation. Conclusion The PA competition was more likely to reach employees in preparation, action, or maintenance stages than precontemplation/contemplation. Most of the completers were likely participating in regular PA prior to the competition.

  3. Psychosocial variables related to the adoption of video relay services among deaf or hard-of-hearing employees at the Texas School for the Deaf.

    PubMed

    Saladin, Shawn P; Hansmann, Sandra E

    2008-01-01

    Assistive technology (AT) can help individuals with disabilities address a range of barriers and increase community and work participation, yet many devices are abandoned soon after acquisition. Video Relay Service (VRS) is a new communication technology available to people who are deaf or hard of hearing, but little is known about VRS adoption and use by intended consumers. Previous research suggests that psychosocial factors may have significant impact on adoption and use of AT, thus a nonexperimental research design was used to investigate the impact of psychosocial and demographic variables on adoption of VRS by deaf or hard-of-hearing adults. Participating employees of the Texas School for the Deaf completed a demographic based on Rogers's characteristics of adopters of innovations, along with the Psychosocial Impact of Assistive Device Scale (PIADS), a 26-item self-report of psychosocial factors related to independence, well-being, and quality of life. Multiple Discriminant Analysis indicated that variables of Competence, Adaptability, and Self-Esteem were predictive of VRS adoption. Of demographic variables, only Training was highly correlated to Competence and Adaptability. Possible limitations include novelty effect and transferability. Recommendations for future research are included.

  4. Theory of Employee Survival

    ERIC Educational Resources Information Center

    Natoli, Vincent J., Jr.

    2004-01-01

    This paper presents the Theory of Employee Survival, which states that an applicant's initial attraction and selection into an organization, and an employee's retention and promotion within the organization are dependent on an authoritarianism congruence between the applicant and/or employee, and the employer. (Contains 1 figure.)

  5. How employee engagement matters for hospital performance.

    PubMed

    Lowe, Graham

    2012-01-01

    Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

  6. Personal Health Technologies in Employee Health Promotion: Usage Activity, Usefulness, and Health-Related Outcomes in a 1-Year Randomized Controlled Trial

    PubMed Central

    Orsama, Anna-Leena; Ahtinen, Aino; Hopsu, Leila; Leino, Timo; Korhonen, Ilkka

    2013-01-01

    Background Common risk factors such as obesity, poor nutrition, physical inactivity, stress, and sleep deprivation threaten the wellness and work ability of employees. Personal health technologies may help improve engagement in health promotion programs and maintenance of their effect. Objective This study investigated personal health technologies in supporting employee health promotion targeting multiple behavioral health risks. We studied the relations of usage activity to demographic and physiological characteristics, health-related outcomes (weight, aerobic fitness, blood pressure and cholesterol), and the perceived usefulness of technologies in wellness management. Methods We conducted a subgroup analysis of the technology group (114 subjects, 33 males, average age 45 years, average BMI 27.1 kg/m2) of a 3-arm randomized controlled trial (N=352). The trial was organized to study the efficacy of a face-to-face group intervention supported by technologies, including Web services, mobile applications, and personal monitoring devices. Technology usage was investigated based on log files and questionnaires. The associations between sustained usage of Web and mobile technologies and demographic and physiological characteristics were analyzed by comparing the baseline data of sustained and non-sustained users. The associations between sustained usage and changes in health-related outcomes were studied by repeated analysis of variance, using data measured by baseline and end questionnaires, and anthropometric and laboratory measurements. The experienced usability, usefulness, motivation, and barriers to using technologies were investigated by 4 questionnaires and 2 interviews. Results 111 subjects (97.4%) used technologies at some point of the study, and 33 (29.9%) were classified as sustained users of Web or mobile technologies. Simple technologies, weight scales and pedometer, attracted the most users. The sustained users were slightly older 47 years (95% CI 44 to 49

  7. Personal health technologies in employee health promotion: usage activity, usefulness, and health-related outcomes in a 1-year randomized controlled trial.

    PubMed

    Mattila, Elina; Orsama, Anna-Leena; Ahtinen, Aino; Hopsu, Leila; Leino, Timo; Korhonen, Ilkka

    2013-07-29

    Common risk factors such as obesity, poor nutrition, physical inactivity, stress, and sleep deprivation threaten the wellness and work ability of employees. Personal health technologies may help improve engagement in health promotion programs and maintenance of their effect. This study investigated personal health technologies in supporting employee health promotion targeting multiple behavioral health risks. We studied the relations of usage activity to demographic and physiological characteristics, health-related outcomes (weight, aerobic fitness, blood pressure and cholesterol), and the perceived usefulness of technologies in wellness management. We conducted a subgroup analysis of the technology group (114 subjects, 33 males, average age 45 years, average BMI 27.1 kg/m(2)) of a 3-arm randomized controlled trial (N=352). The trial was organized to study the efficacy of a face-to-face group intervention supported by technologies, including Web services, mobile applications, and personal monitoring devices. Technology usage was investigated based on log files and questionnaires. The associations between sustained usage of Web and mobile technologies and demographic and physiological characteristics were analyzed by comparing the baseline data of sustained and non-sustained users. The associations between sustained usage and changes in health-related outcomes were studied by repeated analysis of variance, using data measured by baseline and end questionnaires, and anthropometric and laboratory measurements. The experienced usability, usefulness, motivation, and barriers to using technologies were investigated by 4 questionnaires and 2 interviews. 111 subjects (97.4%) used technologies at some point of the study, and 33 (29.9%) were classified as sustained users of Web or mobile technologies. Simple technologies, weight scales and pedometer, attracted the most users. The sustained users were slightly older 47 years (95% CI 44 to 49) versus 44 years (95% CI 42 to 45

  8. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... PROVISIONS Referrals of Information Regarding Criminal Violations § 1.201 Employee's duty to report. All VA employees with knowledge or information about actual or possible violations of criminal law related to...

  9. 22 CFR 1203.735-104 - Applicability to detailed employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Applicability to detailed employees. 1203.735-104 Section 1203.735-104 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT General Provisions § 1203.735-104 Applicability to detailed employees...

  10. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED CREDITORS § 12.2 Claimants denied access to employees. Persons claiming to be creditors or collectors of...

  11. 5 CFR 2415.1 - Employee responsibilities and conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... THE FEDERAL LABOR RELATIONS AUTHORITY AND FEDERAL SERVICE IMPASSES PANEL GENERAL PROVISIONS EMPLOYEE RESPONSIBILITIES AND CONDUCT § 2415.1 Employee responsibilities and conduct. The Federal Labor Relations Authority... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Employee responsibilities and conduct...

  12. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED CREDITORS § 12.2 Claimants denied access to employees. Persons claiming to be creditors or collectors of...

  13. 22 CFR 1203.735-104 - Applicability to detailed employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Applicability to detailed employees. 1203.735-104 Section 1203.735-104 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT General Provisions § 1203.735-104 Applicability to detailed employees...

  14. 5 CFR 2415.1 - Employee responsibilities and conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... THE FEDERAL LABOR RELATIONS AUTHORITY AND FEDERAL SERVICE IMPASSES PANEL GENERAL PROVISIONS EMPLOYEE RESPONSIBILITIES AND CONDUCT § 2415.1 Employee responsibilities and conduct. The Federal Labor Relations Authority... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Employee responsibilities and conduct...

  15. Employees' Knowledge of Carpal Tunnel Syndrome.

    ERIC Educational Resources Information Center

    Gandy-Goldston, Terrie M.

    A study examined employees' knowledge of the causes of carpal tunnel syndrome (CTS), its prevention, and their legal rights after being diagnosed with CTS. A 24-item questionnaire was administered to a random sample of 30 Chicago-area employees who had been afflicted with CTS. Of those surveyed, 99% considered their CTS injury related to their…

  16. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of the...

  17. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of the...

  18. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of the...

  19. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of the...

  20. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the... the recipient's payroll. (b) This definition does not include workers not on the payroll of the...

  1. 45 CFR 1226.12 - Sponsor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Sponsor employees. 1226.12 Section 1226.12 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor...

  2. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has...

  3. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has...

  4. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has...

  5. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has...

  6. Applying Employee Involvement in Schools.

    ERIC Educational Resources Information Center

    Mohrman, Susan Albers; And Others

    1992-01-01

    The applicability of employee-involvement approaches to the management of schools is explored, describing three approaches (parallel-suggestion involvement, job involvement, and high involvement). Design issues (technology; organizational structure; leadership; organizational boundaries, customer definition, and relation to stakeholder; measures;…

  7. Employee Participation: Some Australian Cases.

    ERIC Educational Resources Information Center

    Lansbury, Russell D.; Davis, Edward M.

    1992-01-01

    The Australian Workplace Industrial Relations Survey of 2,353 companies showed sporadic employee participation in decision making. Although case studies of Ford Motor, Australia Post, Lend Lease, Telecom Australia, and Woodlawn Mining illustrate successful programs, most managers appear cautious about industrial democracy. (SK)

  8. Organizational Silence in Sports Employees

    ERIC Educational Resources Information Center

    Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker

    2016-01-01

    Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…

  9. The Federal Employees' Compensation Act.

    ERIC Educational Resources Information Center

    Nordlund, Willis J.

    1991-01-01

    The 1916 Federal Employees' Compensation Act is still the focal point around which the federal workers compensation program works today. The program has gone through many changes on its way to becoming a modern means of compensating workers for job-related injury, disease, and death. (Author)

  10. A Directory of Public Employment Relations Boards and Agencies. A Guide to the Administrative Machinery for the Conduct of Public Employee-Management Relations Within the States.

    ERIC Educational Resources Information Center

    Labor-Management Services Administration (DOL), Washington, DC.

    Given the diversity of existing patterns of regulations and agencies, this directory is intended to be a guide to the administrative structure and functional responsibilities of the agencies within the various states for the conduct of public sector labor relations. It is not meant to be a statutory analysis nor does it deal with the extent of…

  11. Comparison of Work-related Symptoms and Visual Contrast Sensitivity between Employees at a Severely Water-damaged School and a School without Significant Water Damage

    EPA Science Inventory

    NIOSH received a request for a health hazard evaluation at a water-damaged school in New Orleans, Louisiana. Employees submitted the request because of concerns about exposure to mold in their school building. We administered a work history and health symptom questionnaire. We al...

  12. Comparison of Work-related Symptoms and Visual Contrast Sensitivity between Employees at a Severely Water-damaged School and a School without Significant Water Damage

    EPA Science Inventory

    NIOSH received a request for a health hazard evaluation at a water-damaged school in New Orleans, Louisiana. Employees submitted the request because of concerns about exposure to mold in their school building. We administered a work history and health symptom questionnaire. We al...

  13. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    ERIC Educational Resources Information Center

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  14. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    ERIC Educational Resources Information Center

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  15. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  16. 45 CFR 1608.4 - Prohibitions applicable to all employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Prohibitions applicable to all employees. 1608.4 Section 1608.4 Public Welfare Regulations Relating to Public Welfare (Continued) LEGAL SERVICES CORPORATION PROHIBITED POLITICAL ACTIVITIES § 1608.4 Prohibitions applicable to all employees. (a) No employee...

  17. 45 CFR 1608.4 - Prohibitions applicable to all employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 4 2012-10-01 2012-10-01 false Prohibitions applicable to all employees. 1608.4 Section 1608.4 Public Welfare Regulations Relating to Public Welfare (Continued) LEGAL SERVICES CORPORATION PROHIBITED POLITICAL ACTIVITIES § 1608.4 Prohibitions applicable to all employees. (a) No employee...

  18. 45 CFR 1608.4 - Prohibitions applicable to all employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 4 2013-10-01 2013-10-01 false Prohibitions applicable to all employees. 1608.4 Section 1608.4 Public Welfare Regulations Relating to Public Welfare (Continued) LEGAL SERVICES CORPORATION PROHIBITED POLITICAL ACTIVITIES § 1608.4 Prohibitions applicable to all employees. (a) No employee...

  19. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are...

  20. 29 CFR 1405.11 - Effect on employee benefits.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are...

  1. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  2. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  3. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  4. 29 CFR 779.113 - Warehouse and stock room employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  5. The Use of Employee Tuition Benefits in the United States.

    ERIC Educational Resources Information Center

    Katzman, Marvin S.

    1986-01-01

    While many U.S. corporate employers take their employees' education seriously and offer tuition benefit programs, few employees use them, presumably because of lack of interest among older workers, poor employee self-image, lack of time or funds for related costs, red tape, and lack of counseling. (MSE)

  6. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  7. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  8. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  9. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  10. 22 CFR 213.21 - Employee salary offset-general.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary...

  11. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 49 Transportation 9 2012-10-01 2012-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

  12. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 49 Transportation 9 2013-10-01 2013-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

  13. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 49 Transportation 9 2014-10-01 2014-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted a...

  14. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 9 2010-10-01 2010-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted...

  15. 49 CFR 1280.7 - Education of employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 49 Transportation 9 2011-10-01 2011-10-01 false Education of employees. 1280.7 Section 1280.7 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... AND CLASSIFIED MATERIAL § 1280.7 Education of employees. All employees who have been granted...

  16. Why employees resist change in medical group practice acquisitions.

    PubMed

    Fabrizio, N

    1999-01-01

    Understanding employees' values and considerations is important in undergoing major organizational change. This research provides an insight of the business and financial aspects vs. the human relations aspects of acquiring a medical group practice. The five employees interviewed in this analysis provide insight as to the factors that employees consider in resisting change. Considering how employees feel through communicating will have a significant impact on efficiency, effectiveness and turnover.

  17. Employee perceptions of managers' leadership over time.

    PubMed

    Palm, Kristina; Ullström, Susanne; Sandahl, Christer; Bergman, David

    2015-01-01

    This paper aims to explore if and how employees in a healthcare organisation perceive changes in their managers' leadership behaviour over time. An interview study was conducted with employees whose managers had participated in a two-year leadership development programme offered by their employer, Healthcare Provision Stockholm County. Qualitative content analysis was applied, and the interview discussions focused on areas in which the majority of the informants perceived that a change had occurred over time and their answers were relatively consistent. The majority of employees did discern changes in their managers' leadership over time, and, with very few exceptions, these changes were described as improvements. The knowledge that employees perceived changes in their managers' leadership supports investments in leadership development through courses, programmes or other initiatives. The present findings contribute to a deeper empirical understanding of leadership as it is practised over time in everyday contexts among employees in healthcare organisations.

  18. [Agreements Between Syracuse University and Syracuse University Employees' Union, Local 200 of the General Service Employees' International Union.

    ERIC Educational Resources Information Center

    Syracuse Univ., NY.

    Contained in this document are three labor contracts made by and between Syracuse University and Local 200 General Services Employees' Union, Service Employees' International Union, AFL-CIO. The purpose of the agreements is to promote and maintain good relations between the university, the union, and the employees represented by the union and to…

  19. Understanding and Motivating Today's Student Employees.

    ERIC Educational Resources Information Center

    Knofla, Tracy A.

    2001-01-01

    The first of a three-part series for college union and student activities managers and operators, provides information to managers about how to relate better to today's college student employees and make college unions more productive. (EV)

  20. Understanding and Motivating Today's Student Employees.

    ERIC Educational Resources Information Center

    Knofla, Tracy A.

    2001-01-01

    The first of a three-part series for college union and student activities managers and operators, provides information to managers about how to relate better to today's college student employees and make college unions more productive. (EV)

  1. Federal Employees' Compensation Act.

    PubMed

    Ladou, Joseph

    2009-01-01

    The Federal Employees' Compensation Act (FECA) program provides wage loss compensation and payments for medical treatment to federal civilian employees. Administered by the Department of Labor (DOL), FECA covers over 2.7 million federal employees in more than 70 different agencies. FECA costs rose from $1.4 billion in 1990 to $2.6 in 2006, while the federal workforce remained essentially unchanged. While federal civilian employees represent only 2.1% of all workers eligible for workers' compensation benefits, federal programs account for 6% of the benefits paid. Disability benefits under FECA are far greater than those in the state workers' compensation programs. The benefit payments often exceed the former salary of the injured employee. The last congressional hearings on the FECA program were held over thirty years ago. It is unlikely that Congressional review will occur any time soon, as the entrenched bureaucracy that benefits from the FECA program defines and protects its future.

  2. 41 CFR 50-204.33 - Disclosure to former employee of individual employee's record.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Disclosure to former employee of individual employee's record. 50-204.33 Section 50-204.33 Public Contracts and Property Management Other Provisions Relating to Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 204-SAFETY...

  3. How do line managers experience and handle the return to work of employees on sick leave due to work-related stress? A one-year follow-up study.

    PubMed

    Ladegaard, Yun; Skakon, Janne; Elrond, Andreas Friis; Netterstrøm, Bo

    2017-08-28

    To examine how line managers experience and manage the return to work process of employees on sick leave due to work-related stress and to identify supportive and inhibiting factors. Semi-structured interviews with 15 line managers who have had employees on sick leave due to work-related stress. The grounded theory approach was employed. Even though managers may accept the overall concept of work-related stress, they focus on personality and individual circumstances when an employee is sick-listed due to work-related stress. The lack of a common understanding of stress creates room for this focus. Line managers experience cross-pressure, discrepancies between strategic and human-relationship perspectives and a lack of organizational support in the return to work process. Organizations should aim to provide support for line managers. Research-based knowledge and guidelines on work-related stress and return to work process are essential, as is the involvement of coworkers. A commonly accepted definition of stress and a systematic risk assessment is also important. Cross-pressure on line managers should be minimized and room for adequate preventive actions should be provided as such an approach could support both the return to work process and the implementation of important interventions in the work environment. Implication for rehabilitation Organizations should aim to provide support for line managers handling the return to work process. Cross-pressure on line managers should be minimized and adequate preventive actions should be provided in relation to the return to work process. Research-based knowledge and guidelines on work-related stress and return to work are essential. A common and formal definition of stress should be emphasized in the workplace.

  4. Employee influenza vaccination in residential care facilities.

    PubMed

    Apenteng, Bettye A; Opoku, Samuel T

    2014-03-01

    The organizational literature on infection control in residential care facilities is limited. Using a nationally representative dataset, we examined the organizational factors associated with implementing at least 1 influenza-related employee vaccination policy/program, as well as the effect of vaccination policies on health care worker (HCW) influenza vaccine uptake in residential care facilities. The study was a cross-sectional study using data from the 2010 National Survey of Residential Care Facilities. Multivariate logistic regression analysis was used to address the study's objectives. Facility size, director's educational attainment, and having a written influenza pandemic preparedness plan were significantly associated with the implementation of at least 1 influenza-related employee vaccination policy/program, after controlling for other facility-level factors. Recommending vaccination to employees, providing vaccination on site, providing vaccinations to employees at no cost, and requiring vaccination as a condition of employment were associated with higher employee influenza vaccination rates. Residential care facilities can improve vaccination rates among employees by adopting effective employee vaccination policies. Copyright © 2014 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Mosby, Inc. All rights reserved.

  5. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  6. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  7. Employee Benefit Status from E-Employee Service

    ERIC Educational Resources Information Center

    Gündüz, Semseddin; Çoklar, Ahmet Naci

    2017-01-01

    The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

  8. Employee assistance program treats personal problems.

    PubMed

    Bednarek, R J; Featherston, H J

    1984-03-01

    Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.

  9. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  10. Employees with Epilepsy

    MedlinePlus

    ... Resources Home | Accommodation and Compliance Series: Employees with Epilepsy By Melanie Whetzel, M. A. Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Epilepsy What is Epilepsy? Epilepsy is a chronic, neurological ...

  11. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  12. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 2 2014-01-01 2014-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  13. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 2 2013-01-01 2013-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  14. 10 CFR 72.10 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 2 2012-01-01 2012-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR..., HIGH-LEVEL RADIOACTIVE WASTE, AND REACTOR-RELATED GREATER THAN CLASS C WASTE General Provisions § 72.10... Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). This form must be posted at...

  15. Intrapreneurship: tapping employee creativity.

    PubMed

    Marszalek-Gaucher, E; Elsenhans, V D

    1988-12-01

    Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees.

  16. How do we measure up? A comparison of lifestyle-related health risk factors among sampled employees in South African and UK companies.

    PubMed

    Milner, Karen; da Silva, Roseanne; Patel, Deepak; Salau, Sulaiman

    2016-07-12

    The need to address the growing prevalence of non-communicable diseases through changing the lifestyle behaviours that contribute to them has become a global priority. Settings-based health promotion strategies such as workplace health promotion programmes are growing in an attempt to start meeting this need. In order for settings-based health promotion programmes to be successful, they need to be based on the specific risk profiles of the population for whom they are designed. Workplace health promotion programmes are becoming popular in South Africa, but there are currently few data available about the health risks and lifestyle behaviours of the South African employed population. In order to obtain such data and reward workplace health promotion initiatives, Discovery Health initiated healthy company campaigns in South Africa and the UK. These campaigns took the form of a competition to assess the healthiest companies in each country. Through these campaigns, an extensive data set was collected encompassing UK and South African employees' lifestyle behaviours and health risks. In this article, we used these data to compare self-reported physical activity levels, self-reported fruit and vegetable consumption, calculated BMI, self-reported smoking, mental health indicators, and health screening status of the UK and South African employee samples. We found significant differences across all measures, with the exception of self-reported fruit and vegetable consumption. The findings emphasise the importance of using local data to tailor workplace health promotion programmes for the population for which the programmes have been designed.

  17. 29 CFR 2520.104-49 - Alternative method of compliance for certain simplified employee pensions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employee pensions. 2520.104-49 Section 2520.104-49 Labor Regulations Relating to Labor (Continued) EMPLOYEE... certain simplified employee pensions. Under the authority of section 110 of the Act, the provisions of... requirements set forth in part 1 of title I of the Act for a simplified employee pension (SEP) described in...

  18. The new employee: proper orientation and training go a long way toward job success.

    PubMed

    Ehrhardt, P

    1999-01-01

    Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.

  19. Vape Shop Employees: Public Health Advocates?

    PubMed Central

    Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S. Lee

    2017-01-01

    INTRODUCTION E-cigarettes have increased in popularity and given rise to a new type of sales outlet—the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors1, this study examined key messages that vape shop employees communicate to customers. METHODS Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees’ (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louisville, Kentucky. We used open coding to analyze the qualitative interviews, observation notes, and open-ended survey responses. Descriptive statistics were used to analyze survey data. RESULTS The findings revealed that nearly all employees were former smokers (93.8%), who now only use e-cigarettes. Over one-third of the employees (37.5%) began using e-cigarettes as a replacement for traditional cigarettes, and 93.8% reported better health (e.g., easier breathing, less coughing) since starting to use e-cigarettes. Although most employees believed e-cigarettes should be regulated, 56.3% thought regulations should be different from those governing traditional cigarettes. Analysis of qualitative data revealed that employees see themselves as health advocates who: 1) provide instructions on vaping and promote a vape community, 2) encourage cessation of traditional cigarettes, and 3) support some regulations. CONCLUSIONS The findings reveal that vape shop employees regard e-cigarettes as viable smoking cessation tools and relish their role in assisting others in taking what employees view as positive health actions. Future research addressing communication between vape shop employees and customers, especially related to smoking cessation and health, is needed. PMID:28725875

  20. Barriers to information access among county health department employees.

    PubMed

    Merrill, Jacqueline; Rockoff, Maxine; Bakken, Suzanne; Caldwell, Michael

    2007-10-11

    As part of a study to explore information use, 137 public health employees responded to the question: What are the main barriers that you face in accessing information you need to do your job? 74% of employees indicated 154 barriers. Of these 65% were related to technology or resources. Fewer barriers related to time (24%) and communication (13%). Efforts to address resource and technology barriers could improve how information is used by public health employees.

  1. 22 CFR 1203.735-409 - Confidentiality of employees' statements.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Confidentiality of employees' statements. 1203.735-409 Section 1203.735-409 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 1203.735...

  2. 22 CFR 1203.735-409 - Confidentiality of employees' statements.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Confidentiality of employees' statements. 1203.735-409 Section 1203.735-409 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 1203.735...

  3. Basic Program Elements for Federal employee Occupational Safety and Health Programs and related matters; Subpart I for Recordkeeping and Reporting Requirements. Final rule.

    PubMed

    2013-08-05

    OSHA is issuing a final rule amending the Basic Program Elements to require Federal agencies to submit their occupational injury and illness recordkeeping information to the Bureau of Labor Statistics (BLS) and OSHA on an annual basis. The information, which is already required to be created and maintained by Federal agencies, will be used by BLS to aggregate injury and illness information throughout the Federal government. OSHA will use the information to identify Federal establishments with high incidence rates for targeted inspection, and assist in determining the most effective safety and health training for Federal employees. The final rule also interprets several existing basic program elements in our regulations to clarify requirements applicable to Federal agencies, amends the date when Federal agencies must submit to the Secretary of Labor their annual report on occupational safety and health programs, amends the date when the Secretary of Labor must submit to the President the annual report on Federal agency safety and health, and clarifies that Federal agencies must include uncompensated volunteers when reporting and recording occupational injuries and illnesses.

  4. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

    This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

  5. Managing Employee Assistance Programmes.

    ERIC Educational Resources Information Center

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  6. Employee Communication: A Bibliography.

    ERIC Educational Resources Information Center

    Balachandran, Sarojini

    This partially annotated bibliography of several hundred items includes material published since 1965. Entries are listed alphabetically by author. The following subject headings were used in the literature search for this bibliography: communication in management, communication in personnel management, reports to employees, attitude surveys,…

  7. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

    This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

  8. Training of Operative Employees

    ERIC Educational Resources Information Center

    Watson, John G.; Rowe, Clair D.

    1976-01-01

    A case study of the Devils Lake Manufacturing Corporation (a successful enterprise between the Brunswick Corporation and the Sioux Indians on the Fort Totten Indian Reservation) is discussed. It shows how the thorough training of operative employees in a minority enterprise has been a factor in the organization's success. (Author/BP)

  9. Employees on the Move!

    ERIC Educational Resources Information Center

    Levin, Sarah

    This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

  10. Assessing Employee Skills.

    ERIC Educational Resources Information Center

    1997

    This document contains four papers from a symposium on assessing employee skills. "Bridging the Training Gap: Identifying Work Place Transferable Skills Needs in Manufacturing Organizations in East Central Minnesota" (K. Peter Kuchinke, James M. Brown, Howie Anderson, Joe Hobson) reports a study of a workplace education program in rural…

  11. Employee Attitudes toward an Internal Employee Assistance Program.

    ERIC Educational Resources Information Center

    Harlow, Kirk C.

    1998-01-01

    Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

  12. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    ERIC Educational Resources Information Center

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

  13. 50th Anniversary Employee Picnic

    NASA Image and Video Library

    2011-10-08

    Nearly 500 Stennis Space Center employees and family members took part in the facility's 50th Anniversary Employee Picnic on Oct. 8. Participants enjoyed activities ranging from historical tours to sack races.

  14. Employee guide to respiratory protection

    SciTech Connect

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities. (PSB)

  15. Employee involvement: motivation or manipulation?

    PubMed

    McConnell, C R

    1998-03-01

    Employee involvement is subject to a great deal of verbal tribute; there is hardly a manager at work today who will not praise the value of employee input. However, many employee involvement efforts leave employees feeling more manipulated than motivated. This occurs because supervisors and managers, while expecting employees to change the way they work, are themselves either unwilling to change or remain unconscious of the need to change. The result is that, although employee input is regularly solicited in a number of forms, it is often discounted, ignored, or altered to fit the manager's preconceptions. Often the employee is left feeling manipulated. Since the opportunity for involvement can be a strong motivator, it becomes the manager's task to learn how to provide involvement opportunity in manipulative fashion. This can be accomplished by providing involvement opportunity accompanied by clear outcome expectations and allowing employees the freedom to pursue those outcomes in their own way.

  16. Do positive relations with patients play a protective role for healthcare employees? Effects of patients' gratitude and support on nurses' burnout

    PubMed Central

    Converso, Daniela; Loera, Barbara; Viotti, Sara; Martini, Mara

    2015-01-01

    Background: A growing number of studies reveal that there are significant associations between a patient's perception of quality of care and a health professional's perceived quality of work life. Previous studies focused on the patients or on the workers. Alternatively, they center the discussion on either the negative or the positive effects, both on patients and care workers. This research work focuses on the positive relationship with patients—a possible resource for care workers. Method: Study 1: A CFA was conducted to test the factorial structure and the tenure of the Italian version for patients of the Customer-initiated Support scale. Study 2: Using a multi-group path analysis, the effects of work characteristics and of the relationship with patients on burnout were tested in two different contexts: emergency and oncology ward. Results: Study 1: The one-factor instrument shows good reliability, convergent, and divergent validity. Study 2: for oncology nurses cognitive demands, job autonomy, and support from patients have direct effects on emotional exhaustion and job autonomy; interactions between cognitive demands and patients' support have an effect on depersonalization. For emergency nurses cognitive demands and interactions between job autonomy and support from patients have effects on emotional exhaustion; job autonomy, patients support and gratitude have direct effects on personal accomplishment. Conclusions: Results confirm expectations about the role of patients' support and gratitude in reducing nurses' burnout, with differences in the two contexts: emergency nurses show higher burnout and lower perception of positive relationship with patients, but present more intense protective effects of the interaction between job autonomy and support/gratitude. Suggestions can be offered to managers in developing interventions to promote “healthy organization” culture that consider jointly employees and patients' needs. PMID:25954227

  17. Promotion and resignation in employee networks

    NASA Astrophysics Data System (ADS)

    Yuan, Jia; Zhang, Qian-Ming; Gao, Jian; Zhang, Linyan; Wan, Xue-Song; Yu, Xiao-Jun; Zhou, Tao

    2016-02-01

    Enterprises have put more and more emphasis on data analysis so as to obtain effective management advices. Managers and researchers are trying to dig out the major factors that lead to employees' promotion and resignation. Most previous analyses are based on questionnaire survey, which usually consists of a small fraction of samples and contains biases caused by psychological defense. In this paper, we successfully collect a data set consisting of all the employees' work-related interactions (action network, AN for short) and online social connections (social network, SN for short) of a company, which inspires us to reveal the correlations between structural features and employees' career development, namely promotion and resignation. Through statistical analysis, we show that the structural features of both AN and SN are correlated and predictive to employees' promotion and resignation, and the AN has higher correlation and predictability. More specifically, the in-degree in AN is the most relevant indicator for promotion, while the k-shell index in AN and in-degree in SN are both very predictive to resignation. Our results provide a novel and actionable understanding of enterprise management and suggest that to enhance the interplays among employees, no matter work-related or social interplays, can be helpful to reduce staffs' turnover risk.

  18. Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

    PubMed

    Holton, M Kim; Barry, Adam E; Chaney, J Don

    2015-01-01

    Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p < 0.05) contributions to predicting employee's perceived stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also

  19. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  20. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  1. Employee important-satisfaction model for automotive industry

    NASA Astrophysics Data System (ADS)

    Aziz, Nazrina; Mahat, Nor Idayu; Omar, Zurni

    2014-12-01

    There are many available strategies to measure employee satisfaction. Among the common strategies are employee responses to supervisors during routine meetings or periodic assessments of performance, number of complaints and feedback from employees. Although the management of the company may expect what its employees are most satisfied with, they may not know what is important to their employees' satisfaction. The "satisfaction attributes" and the "importance attributes" are related components that worth to be taken into account. Besides, the management needs to identify what their employees' priorities are, otherwise the management could be wasting their limited energy and resources tackling wrong attributes. In this study the Important-Satisfaction model is proposed. The model is based on the importance and satisfaction score of the attributes where the score for each attribute is placed in the model. It assists the management in identifying attributes that require improvement and provide an excellent measuring instrument for assessing priorities for attribute improvement.

  2. ETHICAL LEADERSHIP AND EMPLOYEE VOICE: EMPLOYEE SELF-EFFICACY AND SELF-IMPACT AS MEDIATORS.

    PubMed

    Wang, Duanxu; Gan, Chenjing; Wu, Chaoyan; Wang, Danqi

    2015-06-01

    Previous studies have used social learning theory to explain the influence of ethical leadership. This study continues the previous research by using social learning theory to explain the mediating effect of self-efficacy on the relationship between ethical leadership and employee voice. In addition, this study extends previous studies by introducing expectancy theory to explore whether self-impact also mediates the relationship between ethical leadership and employee voice. Ethical leadership, self-efficacy, self-impact, and employee voice were assessed using paired surveys among 59 supervisors and 295 subordinates employed at nine firms in the People's Republic of China. Using HLM and SEM analyses, the results revealed that ethical leadership was positively related to employee voice and that this relationship was partially mediated by both self-efficacy and self-impact.

  3. Employee commute options guidance

    SciTech Connect

    Not Available

    1992-12-01

    The Clean Air Act Amendments of 1990 (CAAA) require severe and extreme ozone nonattainment areas and serious carbon monoxide nonattainment areas to establish programs aimed at reducing commute trips to the worksites of large employers. The concerns that lead to the inclusion of the Employee Commute Options (ECO) provision in the Act are that more people are driving than ever before and they are driving longer distances. The purpose of the guidance is to inform the affected State and local jurisdictions of the Clean Air Act requirement, to provide guidance on preparing an approvable State Implementation Plan (SIP) revision, and to discuss various approaches which may help areas achieve Clean Air Act targets through implementation strategies that are the least burdensome and costly to both affected employers and employees.

  4. Leaders, managers, and employee care.

    PubMed

    Stewart, Della W

    2012-01-01

    With the economic and market changes currently taking place, organizations cannot survive or prosper without quality employees. Key to employee loyalty, performance, and retention is the relationship between the leader, manager, and employee. Leaders are visionaries who make sure that the right things are done for the organization. Managers are in a position to make sure that things are done right within the organization. There are traits and qualities that good leaders and managers must possess to ensure organizational success. Displaying these characteristics will ensure that employees are taken care of, which will benefit both the employees and the organization.

  5. 22 CFR 64.8 - Obligation of employee to advise agency.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Obligation of employee to advise agency. 64.8 Section 64.8 Foreign Relations DEPARTMENT OF STATE PUBLIC DIPLOMACY AND EXCHANGES PARTICIPATION BY FEDERAL EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise...

  6. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Economic and financial activities of employees abroad. 1203.735-206 Section 1203.735-206 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT... Employees § 1203.735-206 Economic and financial activities of employees abroad. (a) Prohibitions in...

  7. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Economic and financial activities of employees abroad. 1203.735-206 Section 1203.735-206 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT... Employees § 1203.735-206 Economic and financial activities of employees abroad. (a) Prohibitions in...

  8. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Economic and financial activities of employees abroad. 1203.735-206 Section 1203.735-206 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT... Employees § 1203.735-206 Economic and financial activities of employees abroad. (a) Prohibitions in...

  9. An Investigation of Employee Involvement Schemes and Governance Structures in Professional Employment.

    ERIC Educational Resources Information Center

    Douglas, Joel M.

    1995-01-01

    Employee Involvement Schemes (EIS) are modeled after Western European worker participation models. These are grounded in collaborative labor relations and encourage employees to participate in work place decision-making. If employees, as the term is defined in the National Labor Relations Act, take part in EIS decision-making processes, they may…

  10. 22 CFR 1203.735-206 - Economic and financial activities of employees abroad.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Economic and financial activities of employees abroad. 1203.735-206 Section 1203.735-206 Foreign Relations UNITED STATES INTERNATIONAL DEVELOPMENT... Employees § 1203.735-206 Economic and financial activities of employees abroad. (a) Prohibitions in any...

  11. 45 CFR 1386.33 - Protection of employee's interests.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Protection of employee's interests. 1386.33 Section 1386.33 Public Welfare Regulations Relating to Public Welfare (Continued) OFFICE OF HUMAN... action under the plan to provide alternative community living arrangements; and (3) Employee training and...

  12. Work Adjustment of the Methadone-Maintained Corporate Employee

    ERIC Educational Resources Information Center

    Yankowitz, Robert; Randell, Joan

    1977-01-01

    The work adjustment of 26 methadone-maintained corporate employees was evaluated. Results indicated: (a) relative to their nonmethadone-maintained coworkers, the methadone-maintained employees had comparable job performance and superior punctuality and attendance; and (b) the methadone-maintained skilled laborers were satisfied with their…

  13. Communicating with Employees about Pension and Welfare Benefits.

    ERIC Educational Resources Information Center

    Srb, Jozetta H.

    The purpose of this report is to examine some of the problems of communication with employees about pension and welfare benefits. Issues discussed relate to (1) employees' attitudes toward benefits and benefit communication, (2) the structure of private benefit programs, (3) the case for fair labeling, and (4) the trend toward statutory criteria…

  14. 20 CFR 701.302 - Who is an employee?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... WORKERS' COMPENSATION ACT AND RELATED STATUTES GENERAL; ADMINISTERING AGENCY; DEFINITIONS AND USE OF TERMS Definitions and Use of Terms § 701.302 Who is an employee? (a) Employee means any person engaged in maritime..., replacement or expansion, except for routine maintenance such as cleaning, painting, trash removal...

  15. 20 CFR 701.302 - Who is an employee?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... WORKERS' COMPENSATION ACT AND RELATED STATUTES GENERAL; ADMINISTERING AGENCY; DEFINITIONS AND USE OF TERMS Definitions and Use of Terms § 701.302 Who is an employee? (a) Employee means any person engaged in maritime..., replacement or expansion, except for routine maintenance such as cleaning, painting, trash removal...

  16. Work Adjustment of the Methadone-Maintained Corporate Employee

    ERIC Educational Resources Information Center

    Yankowitz, Robert; Randell, Joan

    1977-01-01

    The work adjustment of 26 methadone-maintained corporate employees was evaluated. Results indicated: (a) relative to their nonmethadone-maintained coworkers, the methadone-maintained employees had comparable job performance and superior punctuality and attendance; and (b) the methadone-maintained skilled laborers were satisfied with their…

  17. 18 CFR 1316.8 - Employee protected activities.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... discrimination against employees for engaging in certain protected activities. The Secretary of Labor has determined that “discrimination” means discharge or any other adverse actions that relate to compensation... employer or to the NRC. Contractor shall aggressively pursue any employee allegation of discrimination...

  18. 22 CFR 1203.735-409 - Confidentiality of employees' statements.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Confidentiality of employees' statements. 1203... AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests § 1203.735... financial interests, and each supplementary statement, in confidence. To insure this confidentiality only...

  19. 29 CFR 825.304 - Employee failure to provide notice.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee and Employer Rights and Obligations Under the Act... the employer's proper posting of the required notice at the worksite where the employee is employed...

  20. Employees' Perceptions of Employers' Response after Workplace Injury

    ERIC Educational Resources Information Center

    Patrick, Nancy S.

    2010-01-01

    The purpose of this study was to (a) explore the lived experiences of school district employees who have sustained on-the-job injuries with specific attention to employee perceptions of employer response after injury and (b) examine whether purposeful empathetic response from the employer after workplace injury was related to changes in employee…

  1. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by the award of the bid, consistent with the staffing plan submitted by the winning bidder. ...

  2. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by the award of the bid, consistent with the staffing plan submitted by the winning bidder. ...

  3. 49 CFR 269.15 - Access to facilities; employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... Accountability Act of 1997 relating to employees who provide food and beverage service. (c) Hiring preference. The winning bidder shall provide hiring preference to qualified Amtrak employees displaced by the award of the bid, consistent with the staffing plan submitted by the winning bidder. ...

  4. 41 CFR 50-201.101 - Employees affected.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to... affected. The stipulations shall be deemed applicable only to employees engaged in or connected with the...

  5. 41 CFR 50-201.101 - Employees affected.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to... affected. The stipulations shall be deemed applicable only to employees engaged in or connected with the...

  6. 41 CFR 50-201.101 - Employees affected.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to... affected. The stipulations shall be deemed applicable only to employees engaged in or connected with the...

  7. 41 CFR 50-201.101 - Employees affected.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to... affected. The stipulations shall be deemed applicable only to employees engaged in or connected with the...

  8. 41 CFR 50-201.101 - Employees affected.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to... affected. The stipulations shall be deemed applicable only to employees engaged in or connected with the...

  9. Employees' Perceptions of Employers' Response after Workplace Injury

    ERIC Educational Resources Information Center

    Patrick, Nancy S.

    2010-01-01

    The purpose of this study was to (a) explore the lived experiences of school district employees who have sustained on-the-job injuries with specific attention to employee perceptions of employer response after injury and (b) examine whether purposeful empathetic response from the employer after workplace injury was related to changes in employee…

  10. Workplace etiquette for the medical practice employee.

    PubMed

    Hills, Laura

    2010-01-01

    Medical practice workplace etiquette is slowly being modified and fine-tuned. New workplace etiquette rules have become necessary because of advances in communications technology, shifting norms, and expectations of what constitutes good manners. Today's medical practice employees must concern themselves with traditional workplace manners but also the manners that come into play when they make or receive cell phone calls, text messages, and e-mails, and when they use social networking media outside of work. This article offers 25 rules for good manners in the medical practice that relate to the ways employees interact with people today, whether face-to-face or when using electronic communications technologies. It offers practical guidelines for making introductions both inside and outside the medical practice. This article also provides a self-quiz to help medical practice employees assess their workplace etiquette intelligence and 12 tips for good workplace table manners.

  11. From the Statehouse to the Schoolhouse: How Legislatures and Courts Shaped Labor Relations for Public Education Employees during the Last Decade.

    ERIC Educational Resources Information Center

    Strom, David J.; Baxter, Stephanie S.

    2001-01-01

    Examines six state and federal legislative developments and related court cases that have shaped employment relations in public schools in the 1990s: state takeovers and reconstitutions, vouchers and tuition tax credits, charter schools, legislative efforts to restrict the scope of bargaining, elimination of tenure, and restrictions on the…

  12. 49 CFR 1011.5 - Employee boards.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 8 2010-10-01 2010-10-01 false Employee boards. 1011.5 Section 1011.5 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT OF TRANSPORTATION GENERAL RULES AND REGULATIONS BOARD ORGANIZATION; DELEGATIONS OF AUTHORITY § 1011.5...

  13. Employee Turnover: An Empirical and Methodological Assessment.

    ERIC Educational Resources Information Center

    Muchinsky, Paul M.; Tuttle, Mark L.

    1979-01-01

    Reviews research on the prediction of employee turnover. Groups predictor variables into five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for four categories. Eight methodological problems/issues…

  14. 10 CFR 40.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR... of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic Energy Act or the Energy...

  15. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... are established in section 211 of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic Energy...

  16. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... activities are established in section 211 of the Energy Reorganization Act of 1974, as amended, and in general are related to the administration or enforcement of a requirement imposed under the Atomic...

  17. Motivating medical employees toward high quality work.

    PubMed

    Zinober, J W

    1992-01-01

    In her continuing series on human relation, Joan Wagner Zinober, Ph.D., M.B.A., discusses the intricacies of motivating medical staff. This article looks at the principles of motivation and provides ideas for improving the quality and quantity of employee work.

  18. Employee Attitudes in a Dispersed Organization

    ERIC Educational Resources Information Center

    Powell, Larry

    1976-01-01

    Defines dispersion as the degree to which the membership of an organization is spatially distributed and contends that employees' attitudes within an organization are affected by their employment level and the relative level of dispersion of their work location. (Available from the Journal of Applied Communications Research, Ed., Drawer NJ,…

  19. Public Employees: Facts at a Glance.

    ERIC Educational Resources Information Center

    American Federation of Labor and Congress of Industrial Organizations, Washington, DC. Public Employee Dept.

    Seventeen million people are employed in the delivery of government services in the United States, more than half of these in education, health care, and public safety. Others provide services related to defense, postal service, the environment, housing, and administration. Though 82 percent of public employees work for state and local government,…

  20. 31 CFR 0.107 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ..., contractor, subcontractor, or potential contractor engaged in criminal conduct or that an employee or former... General information defined in paragraph (a)(3) of this section relating to foreign intelligence or... report such information to the Inspector General. (b) The confidentiality of the source of...

  1. 31 CFR 0.107 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ..., contractor, subcontractor, or potential contractor engaged in criminal conduct or that an employee or former... General information defined in paragraph (a)(3) of this section relating to foreign intelligence or... report such information to the Inspector General. (b) The confidentiality of the source of...

  2. Update: New Rights for Pregnant Employees.

    ERIC Educational Resources Information Center

    Lines, Patricia M.

    1979-01-01

    The 1978 amendment to Title VII of the Civil Rights Act of 1964 provides that pregnant women may claim any disability and medical benefits extended to other employees for non-job-related disabilities. The author examines the legislation and prior court decisions, noting the distinction between pregnancy benefits and sex discrimination. (MF)

  3. 49 CFR 199.245 - Contractor employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 49 Transportation 3 2011-10-01 2011-10-01 false Contractor employees. 199.245 Section 199.245 Transportation Other Regulations Relating to Transportation (Continued) PIPELINE AND HAZARDOUS MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Alcohol Misuse...

  4. Employee Selection and Equal Employment Opportunity.

    ERIC Educational Resources Information Center

    Brooks, James

    This paper relates the legal requirements regarding employee selection and equal employment opportunity. The 1964 Civil Rights Act, Title VII; the interpretations of Title VII by the Equal Employment Commission; the case of Griggs v. Duke Power Co. (1971); and pertinent questions for employers, following the Griggs case, are examined. (Author)

  5. Public Employees: Facts at a Glance.

    ERIC Educational Resources Information Center

    American Federation of Labor and Congress of Industrial Organizations, Washington, DC. Public Employee Dept.

    Seventeen million people are employed in the delivery of government services in the United States, more than half of these in education, health care, and public safety. Others provide services related to defense, postal service, the environment, housing, and administration. Though 82 percent of public employees work for state and local government,…

  6. 22 CFR 1504.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1504.1 Cross-references to employee ethical conduct... Foundation are subject to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  7. 22 CFR 1001.1 - Cross-references to employee ethical conduct standards and financial disclosure regulations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Cross-references to employee ethical conduct... FOUNDATION EMPLOYEE RESPONSIBILITIES AND CONDUCT § 1001.1 Cross-references to employee ethical conduct... Foundation should refer to the Standards of Ethical Conduct for Employees of the Executive Branch at 5...

  8. Employee recruitment: using behavioral assessments as an employee selection tool.

    PubMed

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

  9. The role of partners and children for employees' psychological detachment from work and well-being.

    PubMed

    Hahn, Verena C; Dormann, Christian

    2013-01-01

    This study examined the role of partners and children for employees' psychological detachment from work during off-job time. Building on boundary theory, we hypothesized that not only employees' own work-home segmentation preference but also their partners' work-home segmentation preference is associated with employees' psychological detachment. In addition, partners' psychological detachment should influence employees' psychological detachment. We hypothesized that the presence of children in the household moderates partners' influence on employees' psychological detachment. Further, we expected both employees' and their partners' psychological detachment to contribute to employees' well-being. Participants were 114 dual-earner couples who responded to Web-based questionnaires. The hypotheses were tested with multilevel analyses, using the actor-partner interdependence model. Results confirmed our hypotheses. Employees' and their partners' work-home segmentation preferences were associated with employees' psychological detachment. The presence of children moderated the relation between partners' work-home segmentation preference and employees' psychological detachment. The relation was weaker when there were children in the household. Moreover, employees' and their partners' psychological detachment were positively associated. Again, the relation was weaker when there were children in the household. Finally, both employees' and their partners' psychological detachment contributed to employees' well-being.

  10. Employee satisfaction and employee retention: catalysts to patient satisfaction.

    PubMed

    Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

    2008-01-01

    Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

  11. JUNO Employee Event

    NASA Image and Video Library

    2016-09-20

    Chuck Tatro, Launch Services Integration Branch Chief at NASA’s Kennedy Space Center in Florida, recaps the Juno launch campaign in 2011 during a briefing for Kennedy employees. NASA’s Launch Services Program, which is based at Kennedy, led the successful launch of the Juno spacecraft aboard a United Launch Alliance Atlas V rocket Aug. 5, 2011 from nearby Space Launch Complex 41. Juno arrived at Jupiter on July 4, 2016, and will study our solar system’s largest planet until February 2018. Photo credit: NASA/Cory Huston

  12. JUNO Employee Event

    NASA Image and Video Library

    2016-09-20

    George Diller of Kennedy Space Center’s Communication and Public Engagement Directorate welcomes Kennedy employees to a briefing on the progress of the Juno mission to Jupiter. NASA’s Launch Services Program, which is based at Kennedy, led the successful launch of the Juno spacecraft aboard a United Launch Alliance Atlas V rocket Aug. 5, 2011 from nearby Space Launch Complex 41. Juno arrived at Jupiter on July 4, 2016, and will study our solar system’s largest planet until February 2018. Photo credit: NASA/Cory Huston

  13. JUNO Employee Event

    NASA Image and Video Library

    2016-09-20

    The science phase of the Juno mission to the planet Jupiter is explained in a slideshow presented to Kennedy Space Center employees during a briefing by Scott Bolton, principal investigator for Juno at the Southwest Research Institute in San Antonio, Texas. NASA’s Launch Services Program, which is based at Kennedy, led the successful launch of the Juno spacecraft aboard a United Launch Alliance Atlas V rocket Aug. 5, 2011 from nearby Space Launch Complex 41. Juno arrived at Jupiter on July 4, 2016, and will study our solar system’s largest planet until February 2018. Photo credit: NASA/Cory Huston

  14. JUNO Employee Event

    NASA Image and Video Library

    2016-09-20

    Scott Bolton briefs employees at NASA’s Kennedy Space Center on the progress of the Juno mission to the planet Jupiter. Bolton is the principal investigator for Juno at the Southwest Research Institute in San Antonio, Texas. NASA’s Launch Services Program, which is based at Kennedy, led the successful launch of the Juno spacecraft aboard a United Launch Alliance Atlas V rocket Aug. 5, 2011 from nearby Space Launch Complex 41. Juno arrived at Jupiter on July 4, 2016, and will study our solar system’s largest planet until February 2018. Photo credit: NASA/Cory Huston

  15. Work Environment-Related Factors in Obtaining and Maintaining Work in a Competitive Employment Setting for Employees with Intellectual Disabilities: A Systematic Review.

    PubMed

    Ellenkamp, Joke J H; Brouwers, Evelien P M; Embregts, Petri J C M; Joosen, Margot C W; van Weeghel, Jaap

    2016-03-01

    People with an intellectual disability value work as a significant part of their lives, and many of them want to participate in regular paid employment.Current estimates show that the number of people with ID who have some form of paid employment are very low, ranging from 9 to 40% across different countries,despite legislations. This review examines papers published in the past 20 years in an attempt to answer the following research question: ‘What work environment-related factors contribute to obtaining or maintaining work in competitive employment for people with an intellectual disability?’ The databases of PubMed, PsycINFO,CINAHL, Embase and Web of Science were searched for relevant papers published between 1993 and 2013. All papers were independently screened by two researchers.Methodological quality of the studies was evaluated, and data on work environment-related factors stimulating employment for people with intellectual disabilities were extracted and grouped into categories. A total of 1932 articles were retrieved. After extensive screening for relevance and quality, 26 articles were included in this review. Four themes/categories with work environment related factors that could influence work participation were distinguished. Five studies were conducted on employers’ decisions and opinions. Eight focused on job content and performance, and eight on workplace interaction and culture. Five studies evaluated support by job coaches. Despite ongoing legislation to promote participation of people with intellectual disabilities in the paid workforce, research in this area is still extremely scarce. In the past 20 years, very few studies have focused on work environment-related factors that can enhance competitive work for people with intellectual disabilities.This review shows that relevant work environment-related factors for obtaining and maintaining work in competitive employment include supporting the employers by paying specific attention to

  16. High performance HRM: NHS employee perspectives.

    PubMed

    Hyde, Paula; Sparrow, Paul; Boaden, Ruth; Harris, Claire

    2013-01-01

    The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance. The paper draws on an extensive qualitative study of the NHS. A novel two-part method was used; the first part used focus group data from managers to identify high-performance HR practices specific to the NHS. Employees then conducted a card-sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work. In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no-one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal). These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively. The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.

  17. Competency Mapping of the Employees

    NASA Astrophysics Data System (ADS)

    Anisha, N.

    2012-10-01

    Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. Competency Mapping is a process of identifying key competencies for an organization, the jobs and functions within it. Competency mapping, the buzz word in any industry is not complicated as it may appear. At the heart of any successful activity lies a competence or skill. In the recent years, various thought leaders in business strategy have emphasized the need to identify what competencies a business needs, in order to compete in a specific environment. In this article explains the why competencies needed and how is measured competency of employees in the organization.

  18. 29 CFR 778.115 - Employees working at two or more rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Employees working at two or more rates. Where an employee in a single workweek works at two or more... 29 Labor 3 2010-07-01 2010-07-01 false Employees working at two or more rates. 778.115 Section 778.115 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR...

  19. 49 CFR 805.735-5 - Receipt of gifts, entertainment, and favors by Members or employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Members or employees. 805.735-5 Section 805.735-5 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-5 Receipt of gifts, entertainment, and favors by Members or employees. (a) Except as provided in...

  20. The Situational Leadership Approach Effects on Employee Motivation in Multi-Generational Information Technology Organizations

    ERIC Educational Resources Information Center

    Irby, Thaddaeus

    2011-01-01

    This study examines the three generations comprising today's IT organizations to determine whether the Situational Leadership approach is effective in motivating this diverse work force to perform project-related tasks. Baby Boomer employees, Generation X employees, and Generation Y employees are the three generations actively employed in IT…

  1. Feedback Perceptions and Attribution by Secretarial Employees: Effects of Feedback-Content and Sender Characteristics

    ERIC Educational Resources Information Center

    Raemdonck, Isabel; Strijbos, Jan-Willem

    2013-01-01

    Purpose: Theoretical explanations for the diverse reactive feedback from secretarial employees in different career phases are relatively unexplored. However, research examining age differences in the impact of feedback suggests that the effects of performance feedback may differ for employees in the early career phase and employees in the late…

  2. 22 CFR 1203.735-410 - Effect of employees' statements on other requirements.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Effect of employees' statements on other... COOPERATION AGENCY EMPLOYEE RESPONSIBILITIES AND CONDUCT Statements of Employment and Financial Interests... financial interests and supplementary statements required for employees are in addition to, and not in...

  3. 45 CFR 618.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Designation of responsible employee and adoption of grievance procedures. 618.135 Section 618.135 Public Welfare Regulations Relating to Public... responsible employee and adoption of grievance procedures. (a) Designation of responsible employee. Each...

  4. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ..., DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an employee to...

  5. 20 CFR 30.410 - Can OWCP require an employee to be examined by another physician?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ..., DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical Examinations § 30.410 Can OWCP require an employee to...

  6. 49 CFR 805.735-5 - Receipt of gifts, entertainment, and favors by Members or employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Members or employees. 805.735-5 Section 805.735-5 Transportation Other Regulations Relating to Transportation (Continued) NATIONAL TRANSPORTATION SAFETY BOARD EMPLOYEE RESPONSIBILITIES AND CONDUCT § 805.735-5 Receipt of gifts, entertainment, and favors by Members or employees. (a) Except as provided in...

  7. 29 CFR 780.713 - Determining the number of employees generally.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Determining the number of employees generally. 780.713... APPLICABLE TO AGRICULTURE, PROCESSING OF AGRICULTURAL COMMODITIES, AND RELATED SUBJECTS UNDER THE FAIR LABOR... number of employees generally. The number of employees referred to in section 13(b)(14) is the number...

  8. 29 CFR 780.713 - Determining the number of employees generally.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Determining the number of employees generally. 780.713... APPLICABLE TO AGRICULTURE, PROCESSING OF AGRICULTURAL COMMODITIES, AND RELATED SUBJECTS UNDER THE FAIR LABOR... number of employees generally. The number of employees referred to in section 13(b)(14) is the number...

  9. Workplace E-mail and Internet Use: Employees and Employers Beware.

    ERIC Educational Resources Information Center

    Muhl, Charles J.

    2003-01-01

    Survey data indicate that 82% of employers and 87% of employees feel some nonwork-related Internet and e-mail use is acceptable at work; 31% of employers monitor these activities. However, employees' personal use of employers' e-mail and Internet access is not protected under the law. Employers can face legal liability for employees' inappropriate…

  10. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... PHA employees. 960.609 Section 960.609 Housing and Urban Development REGULATIONS RELATING TO HOUSING... replacement of PHA employees. In implementing the service requirement under this subpart, the PHA may not... performed by PHA employees, or replace a job at any location where residents perform activities to satisfy...

  11. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... PHA employees. 960.609 Section 960.609 Housing and Urban Development Regulations Relating to Housing... replacement of PHA employees. In implementing the service requirement under this subpart, the PHA may not... performed by PHA employees, or replace a job at any location where residents perform activities to satisfy...

  12. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... PHA employees. 960.609 Section 960.609 Housing and Urban Development REGULATIONS RELATING TO HOUSING... replacement of PHA employees. In implementing the service requirement under this subpart, the PHA may not... performed by PHA employees, or replace a job at any location where residents perform activities to satisfy...

  13. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... PHA employees. 960.609 Section 960.609 Housing and Urban Development REGULATIONS RELATING TO HOUSING... replacement of PHA employees. In implementing the service requirement under this subpart, the PHA may not... performed by PHA employees, or replace a job at any location where residents perform activities to satisfy...

  14. 24 CFR 960.609 - Prohibition against replacement of PHA employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... PHA employees. 960.609 Section 960.609 Housing and Urban Development REGULATIONS RELATING TO HOUSING... replacement of PHA employees. In implementing the service requirement under this subpart, the PHA may not... performed by PHA employees, or replace a job at any location where residents perform activities to satisfy...

  15. Feedback Perceptions and Attribution by Secretarial Employees: Effects of Feedback-Content and Sender Characteristics

    ERIC Educational Resources Information Center

    Raemdonck, Isabel; Strijbos, Jan-Willem

    2013-01-01

    Purpose: Theoretical explanations for the diverse reactive feedback from secretarial employees in different career phases are relatively unexplored. However, research examining age differences in the impact of feedback suggests that the effects of performance feedback may differ for employees in the early career phase and employees in the late…

  16. The Situational Leadership Approach Effects on Employee Motivation in Multi-Generational Information Technology Organizations

    ERIC Educational Resources Information Center

    Irby, Thaddaeus

    2011-01-01

    This study examines the three generations comprising today's IT organizations to determine whether the Situational Leadership approach is effective in motivating this diverse work force to perform project-related tasks. Baby Boomer employees, Generation X employees, and Generation Y employees are the three generations actively employed in IT…

  17. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 1 2013-10-01 2013-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to his...

  18. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 1 2012-10-01 2012-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to his...

  19. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 1 2014-10-01 2014-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to his...

  20. 45 CFR 7.1 - Duty of employee to report inventions.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 1 2011-10-01 2011-10-01 false Duty of employee to report inventions. 7.1 Section... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... therefor, every invention made by him (whether or not jointly with others) which bears any relation to his...

  1. Conflict Management: From Adversary to Advocate. Peer Review and Employee Advocacy.

    ERIC Educational Resources Information Center

    Mauer, George W.

    1992-01-01

    The successful organization of the 1990s will fundamentally remake its employee relationship, especially through increased employee influence on the nature of work, organizational context, and quality of product/service. An employee advocacy peer review conflict resolution process has been useful in improving labor relations and enhancing the…

  2. 45 CFR 618.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Designation of responsible employee and adoption of grievance procedures. 618.135 Section 618.135 Public Welfare Regulations Relating to Public... responsible employee and adoption of grievance procedures. (a) Designation of responsible employee. Each...

  3. How are self-rated health and diagnosed disease related to early or deferred retirement? A cross-sectional study of employees aged 55-64.

    PubMed

    Nilsson, Kerstin; Hydbom, Anna Rignell; Rylander, Lars

    2016-08-26

    More people will probably continue working into old age in the future due to the increased size of aging populations in many countries. We therefore need to know more about older workers' health in relation to their work situation and retirement. This study is a part of a theoretical development of older workers' situations. Older workers' situations are theoretically themed in nine areas by the authors of this study. The aims of the study were to investigate the relationship between: i) diagnosed disease and factors in older workers' situations, theoretically themed in nine areas; ii) self-rated health and factors in older workers' situations, theoretically themed in nine areas; iii) diagnosed disease and self-rated health; and iv) the relationships between these health measures and retirement. A questionnaire-based cross-sectional study, using logistic regression, with 1,756 health care personnel aged 55-64 years. The questionnaire used gave an overview of most different areas in the older workers' situations. There was a difference in the participants' frequency of objectively specified diagnosed disease and their subjectively experienced self-rated health. A bad self-rated health was related higher to early retirement than diagnosed diseases. In the multivariate model, having 'Diagnosed disease' was not significantly related to whether older workers thought they could not work beyond 65 years of age. A bad 'Self-rated health' was also more highly related to whether older workers thought they could not work beyond 65 years, than if the respondents stated that a 'Diagnosed disease is a hindrance in my daily work' in the multivariate model. This study showed an important difference between older workers' own experiences and the effect of their self-rated health and their diagnosed diseases. Subjective self-rated health seems to be more important to people's retirement planning than diagnosed disease. The most important factors affecting older workers' self

  4. A Multivariate Investigation of Employee Absenteeism.

    DTIC Science & Technology

    1980-05-01

    women had more ab- sences than men; distance from work and size of family were positively re- lated with number of absences; tenure was negatively related...size. Size was positively Employee Absenteeism 3 related to rate of absenteeism in the unit. He also noted rather severe prob- lems with the...assessed by asking how many children at the grade- school age or younger were living at home. Distance from work was measured by simply asking how many

  5. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    ERIC Educational Resources Information Center

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  6. VIEW OF SITE EMPLOYEES CHECKINGIN IN THE CLOCK ROOM. EMPLOYEES ...

    Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

    VIEW OF SITE EMPLOYEES CHECKING-IN IN THE CLOCK ROOM. EMPLOYEES WERE REQUIRED TO HAVE A SEPARATE BADGE FOR EACH AREA OF THE SITE THAT THEY ENTERED. (7/31/67) - Rocky Flats Plant, Offices, Print Shop & Photography Lab, Northwest quad of plant near terminus of Central Avenue, Golden, Jefferson County, CO

  7. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    ERIC Educational Resources Information Center

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  8. Pension Losses of Contractor Employees at Federal Installations can be Reduced.

    DTIC Science & Technology

    1981-09-03

    EMPLOYEES’ PENSIONS The Employee Retirement Income Security Act of 1974 ( ERISA ) (29 U.S.C. 1001) was enacted on September 2, 1974, because of in- dications...that pension plan misuse and abuse were resulting in lost pension benefits to employees even after long years of service. The purpose of ERISA is to...participants, if the plans meet ERISA and related Internal Revenue Code requirements. To protect the interests of employees, ERISA established com

  9. Employee experience of structural change in two Norwegian hospitals.

    PubMed

    Roald, J; Edgren, L

    2001-01-01

    Advances in medical and technological procedures, together with changes in demography, demand structural changes in the Nordic health care systems. Few studies have focused on employee perceptions of these structural changes. This study aims to describe employee reactions following a merger between two Norwegian hospitals. A Grounded theory approach has been used in this study. The theoretical model is based on empirical data collected from employees directly affected by the structural change process. Employee resistance was found to be the core category. Three categories were found in relation to this core category; goal uncertainty, organizational culture and individual insecurity. Different perceptions and interpretations of vaguely formulated goals lead to employee resistance. The difference between the organizational cultures in the two hospitals impeded the merger according to the project plan, and very few positive results could be seen. Individual insecurity regarding the future was experienced in connection with the implementation of structural change. The authors propose a strategy to counteract resistance in similar mergers.

  10. The human side of quality: service oriented employees.

    PubMed

    Wagner, D M

    1991-01-01

    Motivating employees to care about the quality of the services they provide is an essential ingredient in quality improvement. In this article the author presents eight methods that employers can use to translate expectations into actions. Becoming aware of what today's employees want is the first step; money and job security are not as important as respect, challenging work that shows results, and managers who listen. Since customer relations mirror management's attitudes toward employees, caring about staff is basic in a quality service organization. Education and training of workers are also crucial, as are communication of expectations and providing prompt feedback. Employees also need reward and recognition. Hiring the right people is another necessity for quality service. Finally, managers must be leaders who can articulate values and the organization's vision in order to enlist employees in the cause of quality service.

  11. Health care employee perceptions of patient-centered care.

    PubMed

    Balbale, Salva Najib; Turcios, Stephanie; LaVela, Sherri L

    2015-03-01

    Given the importance of health care employees in the delivery of patient-centered care, understanding their unique perspectives is essential for quality improvement. The purpose of this study was to use photovoice to evaluate perceptions and experiences around patient-centered care among U.S. Veterans Affairs (VA) health care employees. We asked participants to take photographs of salient features in their environment related to patient-centered care. We used the photographs to facilitate dialogue during follow-up interviews. Twelve VA health care employees across two VA sites participated in the project. Although most participants felt satisfied with their work environment and experiences at the VA, they identified several areas for improvement. These included a need for more employee health and wellness initiatives and a need for enhanced opportunities for training and professional growth. Application of photovoice enabled us to learn about employees' unique perspectives around patient-centered care while engaging them in an evaluation of care delivery.

  12. Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care

    PubMed Central

    2013-01-01

    Background It is well-known that health care workers in today’s general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel. Methods/Design A quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out. Discussion The DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions. PMID:23421647

  13. Design of the DISCovery project: tailored work-oriented interventions to improve employee health, well-being, and performance-related outcomes in hospital care.

    PubMed

    Niks, Irene M W; de Jonge, Jan; Gevers, Josette M P; Houtman, Irene L D

    2013-02-19

    It is well-known that health care workers in today's general hospitals have to deal with high levels of job demands, which could have negative effects on their health, well-being, and job performance. A way to reduce job-related stress reactions and to optimize positive work-related outcomes is to raise the level of specific job resources and opportunities to recover from work. However, the question remains how to translate the optimization of the balance between job demands, job resources, and recovery opportunities into effective workplace interventions. The aim of the DISCovery project is to develop and implement tailored work-oriented interventions to improve health, well-being, and performance of health care personnel. A quasi-experimental field study with a non-equivalent control group pretest-posttest design will be conducted in a top general hospital. Four existing organizational departments will provide both an intervention and a comparison group. Two types of research methods are used: (1) a longitudinal web-based survey study, and (2) a longitudinal daily diary study. After base-line measures of both methods, existing and yet to be developed interventions will be implemented within the experimental groups. Follow-up measurements will be taken one and two years after the base-line measures to analyze short-term and long-term effects of the interventions. Additionally, a process evaluation and a cost-effectiveness analysis will be carried out. The DISCovery project fulfills a strong need for theory-driven and scientifically well-performed research on job stress and performance interventions. It will provide insight into (1) how a balance between job demands, job resources, and recovery from work can be optimized, (2) the short-term and long-term effects of tailored work-oriented effects, and (3) indicators for successful or unsuccessful implementation of interventions.

  14. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 25 Indians 2 2012-04-01 2012-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  15. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  16. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 25 Indians 2 2013-04-01 2013-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  17. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  18. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 25 Indians 2 2014-04-01 2014-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  19. Trauma exposure in relation to basal salivary cortisol and the hormone response to the dexamethasone/CRH test in male railway employees without lifetime psychopathology.

    PubMed

    Klaassens, Ellen R; Giltay, Erik J; van Veen, Tineke; Veen, Gerthe; Zitman, Frans G

    2010-07-01

    Dysregulation of the hypothalamic-pituitary-adrenal (HPA)-axis is hypothesized to underlie stress-related psychiatric disorders such as post-traumatic stress disorder (PTSD). We aimed to explore whether trauma exposure is associated with alterations in HPA-axis functioning in the absence of lifetime psychiatric morbidity. We included 39 trauma-exposed healthy male subjects (mean age=47 years; SD=9.2) and 24 non-exposed healthy male controls (mean age=47.4 years; SD=14.5). All subjects were free of lifetime psychopathology. Basal salivary cortisol levels (on two consecutive days) as well as the cortisol and adrenocorticotropic hormone (ACTH) response to the combined dexamethasone/corticotropin releasing hormone (Dex/CRH) challenge test were analyzed using general linear models (GLM) adjusted for body mass index, age and smoking status. A blunted salivary cortisol awakening response was found in the exposed group compared to the non-exposed group (F(1,57)=5.46, p=.02). Consistent with these findings, salivary diurnal cortisol was lower in the trauma-exposed versus non-exposed group (F(1,57)=4.04, p=.05). No differences, however, were found between both groups for plasma cortisol or ACTH responses to the Dex/CRH test. Low basal cortisol levels were found in trauma-exposed men, suggesting that HPA-axis alterations in men are associated with trauma exposure during adulthood, also in the absence of psychopathology. Copyright 2009 Elsevier Ltd. All rights reserved.

  20. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to...

  1. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to VA...

  2. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to VA...

  3. 38 CFR 1.201 - Employee's duty to report.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... such knowledge or information to their supervisor, any management official, or directly to the Office... employees with knowledge or information about actual or possible violations of criminal law related to VA...

  4. 29 CFR 778.324 - Effect on hourly rate employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A...

  5. 29 CFR 778.324 - Effect on hourly rate employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A...

  6. 29 CFR 778.324 - Effect on hourly rate employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A...

  7. 29 CFR 778.324 - Effect on hourly rate employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A...

  8. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  9. Professional Employees and Collective Bargaining.

    ERIC Educational Resources Information Center

    Douglas, Joel M., Ed.

    1987-01-01

    The status of professional employees at colleges and their role within the unionized workplace are considered in two articles. In "The Position of Professional Employees," Eliot Freidson discusses findings of a study on professionals and implications for college collective bargaining. Attention is directed to the validity of the position…

  10. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

    The recent United States Supreme Court decision in "Franklin v. Gwinnett County Public Schools" highlights the additional risks facing school districts and employees under federal statutes and the common law as a result of sexual misconduct by school employees. The "Franklin" case illustrates that damages could be available to…

  11. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  12. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  13. Employee Ownership, Motivation and Productivity.

    ERIC Educational Resources Information Center

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

    The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

  14. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

    The recent United States Supreme Court decision in "Franklin v. Gwinnett County Public Schools" highlights the additional risks facing school districts and employees under federal statutes and the common law as a result of sexual misconduct by school employees. The "Franklin" case illustrates that damages could be available to…

  15. Nursing home employee attitudes towards AIDS.

    PubMed

    Sarvela, P D; Moore, J R

    1989-01-01

    This article examines nursing home employee attitudes toward issues related to AIDS and is based on data collected from 343 employees from 13 nursing homes in rural, small towns in sourthern Illinois during the spring of 1988. Results suggested that a large majority of the employees had negative attitudes toward people with AIDS. For example, 67% of the sample indicated that it was more important to limit the spread of AIDS rather than to protect the rights of people with AIDS. Furthermore, 42% suggested that AIDS patients should be sent to sanitariums to protect others from AIDS. Greater than half of the sample (56%) responded that they would feel uncomfortable around people with AIDS. About one third (32%) felt that being around someone with AIDS would put their health in danger, and 21% would be afraid to even take care of a family member with AIDS. With regard to job-specific AIDS attitudes, 51% indicated that health-care workers should be able to refuse to work with AIDS patients, and another 46% felt that hospitals and nursing homes should be able to refuse to admit people with AIDS. In addition to these and other results, this article presents a brief discussion concerning possible educational strategies which might be implemented in this setting to reduce the negative attitudes of these employees. Considerations are also presented for nursing home administrators, who face the problem of developing effective policies for dealing with the rising number of AIDS patients who will be admitted to their facilities.

  16. Development of guidelines to assist organisations to support employees returning to work after an episode of anxiety, depression or a related disorder: a Delphi consensus study with Australian professionals and consumers.

    PubMed

    Reavley, Nicola J; Ross, Anna; Killackey, Eoin J; Jorm, Anthony F

    2012-09-03

    Mental disorders are a significant cause of disability and loss of workplace productivity. The scientific evidence for how organisations should best support those returning to work after common mental disorders is relatively limited. Therefore a Delphi expert consensus study was carried out with professional and consumer experts. A systematic review of websites, books and journal articles was conducted to develop a 387 item survey containing strategies that organisations might use to support those returning to work after common mental disorders. Three panels of Australian experts (66 health professionals, 30 employers and 80 consumers) were recruited and independently rated the items over three rounds, with strategies reaching consensus on importance written into the guidelines. The participation rate across all three rounds was 60.2% (57.6% health professionals, 76.7% employers, 56.3% consumers). 308 strategies were endorsed as essential or important by at least 80% of all three panels. The endorsed strategies provided information on policy and procedures, the roles of supervisors, employees and colleagues in managing absence and return to work, and provision of mental health information and training. The guidelines outline strategies for organisations supporting those returning to work after common mental disorders. It is hoped that they may be used to inform policy and practice in a variety of workplaces.

  17. Employers' experience of employees with cancer: trajectories of complex communication.

    PubMed

    Tiedtke, C M; Dierckx de Casterlé, B; Frings-Dresen, M H W; De Boer, A G E M; Greidanus, M A; Tamminga, S J; De Rijk, A E

    2017-07-14

    Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the employers' needs for support regarding this process. Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee's passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer's and the employee's interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have

  18. Employee resistance and injury during commercial robberies.

    PubMed

    Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

    2015-05-01

    To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

  19. If your employees were the customers.

    PubMed

    Markowich, M M; Farber, J A

    1989-09-01

    Orientation programs that introduce employees to the company can promote the company product and organizational values to employees. United Hospital Inc. is a multi-health-care corporation that has experienced positive results from a new-employee orientation program.

  20. Employee age and reactions to downsizing.

    PubMed

    Lahner, Jessica M; Hayslip, Bert; McKelvy, Tara N; Caballero, Daniela M

    2014-01-01

    The present study explored the career development concerns among employees varying by age who had worked for organizations that either had or had not engaged in downsizing within a 1-year timeframe. The sample consisted of 72 layoff survivors and 92 non-survivors (employees whose organizations had not downsized). Each completed an online survey assessing career concerns framed in the context of Super's Life Span Life Space theory of career development, as well as measures assessing perceptions of loss, job insecurity, distress, social support, loss history, religiosity, and job satisfaction. Younger employees reported more job dissatisfaction, as did survivors, and younger survivors reported more such dissatisfaction relative to older survivors, and saw the downsizing as less equitable than did older survivors. Among non-survivors, age effects were minimal. Younger employees reported more concerns about Crystallization, Specification, Implementation, Innovation, Stabilizing, Consolidating, Advancing, and Updating, as did survivors. For Crystallization, and to a lesser extent for Innovation, younger survivors reported more such concerns than did older survivors, while among non-survivors, these differences were minimal. A similar age by survivorship pattern was found for psychophysical health, career-recycling tendencies, and for concerns at Super's career stages/maxicycles of Exploration, Establishment, and Maintenance. These findings suggest that young survivors appear to be less vocationally adaptable, more vocationally and personally vulnerable to downsizing, and more impacted in seeing downsizing as unfair, perhaps due to unrealistic career trajectory expectations. In contrast, older employees, perhaps due to increased job and/or layoff experience or the perception that downsizing was handled more equitably via greater loyalty to the organization, appear to be more resilient in these respects.