Hanford Works monthly report, November 1950

DOE Office of Scientific and Technical Information (OSTI.GOV)

Prout, G.R.

1950-12-20

This is a progress report of the production reactors on the Hanford Reservation for the month of November 1950. This report takes each division (e.g. manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes its accomplishments and employee relations for that month.

Hanford Works monthly report, December 1951

DOE Office of Scientific and Technical Information (OSTI.GOV)

Prout, G.R.

1952-01-22

This is a progress report of the production reactors on the Hanford Reservation for the month of December 1951. This report takes each division (e.g., manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes its accomplishments and employee relations for that month.

Women and the Hanford Site

NASA Astrophysics Data System (ADS)

Gerber, Michele

2014-03-01

When we study the technical and scientific history of the Manhattan Project, women's history is sometimes left out. At Hanford, a Site whose past is rich with hard science and heavy construction, it is doubly easy to leave out women's history. After all, at the World War II Hanford Engineer Works - the earliest name for the Hanford Site - only nine percent of the employees were women. None of them were involved in construction, and only one woman was actually involved in the physics and operations of a major facility - Dr. Leona Woods Marshall. She was a physicist present at the startup of B-Reactor, the world's first full-scale nuclear reactor - now a National Historic Landmark. Because her presence was so unique, a special bathroom had to be built for her in B-Reactor. At World War II Hanford, only two women were listed among the nearly 200 members of the top supervisory staff of the prime contractor, and only one regularly attended the staff meetings of the Site commander, Colonel Franklin Matthias. Overall, women comprised less than one percent of the managerial and supervisory staff of the Hanford Engineer Works, most of them were in nursing or on the Recreation Office staff. Almost all of the professional women at Hanford were nurses, and most of the other women of the Hanford Engineer Works were secretaries, clerks, food-service workers, laboratory technicians, messengers, barracks workers, and other support service employees. The one World War II recruiting film made to attract women workers to the Site, that has survived in Site archives, is entitled ``A Day in the Life of a Typical Hanford Girl.'' These historical facts are not mentioned to criticize the past - for it is never wise to apply the standards of one era to another. The Hanford Engineer Works was a 1940s organization, and it functioned by the standards of the 1940s. Just as we cannot criticize the use of asbestos in constructing Hanford (although we may wish they hadn't used so much of it), we

The Japanese aerial attack on Hanford Engineer Works

NASA Astrophysics Data System (ADS)

Clark, Charles W.

The day before the Pearl Harbor attack, December 6, 1941, the University of Chicago Metallurgical Laboratory was given four goals: design a plutonium (Pu) bomb; produce Pu by irradiation of uranium (U); extract Pu from the irradiated U; complete this in time to be militarily significant. A year later the first controlled nuclear chain reaction was attained in Chicago Pile 1 (CP-1). In January 1943, Hanford, WA was chosen as the site of the Pu factory. Neutron irradiation of 238U was to be used to make 239Pu. This was done by a larger version of CP-1, Hanford Reactor B, which went critical in September 1944. By July 1945 it had made enough Pu for two bombs: one used at the Trinity test in July; the other at Nagasaki, Japan in August. I focus on an ironic sidelight to this story: disruption of hydroelectric power to Reactor B by a Japanese fire balloon attack on March 10, 1945. This activated the costly coal-fired emergency backup plant to keep the reactor coolant water flowing, thwarting disaster and vindicating the conservative design of Hanford Engineer Works. Management of the Hanford Engineer Works in World War II, H. Thayer (ASCE Press 1996).

The changing face of Hanford security 1990--1994

DOE Office of Scientific and Technical Information (OSTI.GOV)

Thielman, J.

The meltdown of the Cold War was a shock to the systems built to cope with it. At the DOE`s Hanford Site in Washington State, a world-class safeguards and security system was suddenly out of step with the times. The level of protection for nuclear and classified materials was exceptional. But the cost was high and the defense facilities that funded security were closing down. The defense mission had created an umbrella of security over the sprawling Hanford Site. Helicopters designed to ferry special response teams to any trouble spot on the 1,456 square-kilometer site made the umbrella analogy almostmore » literally true. Facilities were grouped into areas, fenced off like a military base, and entrance required a badge check for everyone. Within the fence, additional rings of protection were set up around security interests or targets. The security was effective, but costly to operate and inconvenient for employees and visitors alike. Moreover, the umbrella meant that virtually all employees needed a security clearance just to get to work, whether they worked on classified or unclassified projects. Clearly, some fundamental rethinking of safeguards and security was needed. The effort to meet that challenge is the story of transition at Hanford and documented here.« less

SAFETY AT FLUOR HANFORD (A) CASE STUDY - PREPARED BY THUNDERBIRD SCHOOL OF GLOBAL MANAGEMENT

DOE Office of Scientific and Technical Information (OSTI.GOV)

ARNOLD LD

2009-09-25

By November of 1997, Fluor Hanford (Fluor) had been the site manager of the Hanford nuclear reservation for a year. The Hanford site had been established as part of the Manhattan Project in the 1940s that gave birth to the atomic bomb. Hanford produced two thirds of U.S. plutonium during the Cold War period. The Hanford site was half the size of Rhode Island and occupied 586 square miles in southeastern Washington State. The production of plutonium for more than 40 years left a huge legacy of chemical and radiological contamination: 80 square miles of contaminated groundwater; 2,300 tons ofmore » spent nuclear fuel stored in underwater basins; 20 tons of plutonium-laced contaminated materials; and 500 contaminated facilities. The cleanup involved a challenging combination of radioactive material handling within an infrastructure constructed in the 1940s and 1950s. The cleanup that began in 1988 was expected to take 30 years or more. Improving safety at Hanford had already proven to be a significant challenge. As the new site manager at Hanford, Fluor Hanford inherited lower- and mid-level managers and thousands of unionized employees, many of whom were second or third generation Hanford employees. These employees had seen many contractors come and go over the years. Some of the managers who had worked with the previous contractor saw Fluor's emphasis on safety as getting in the way of operations. Union-management relations were fractious. Hanford's culture was described as 'production driven-management told everyone what to do, and, if you didn't do it, there were consequences'. Worker involvement in designing and implementing safety programs was negligible. Fluor Hanford also was having trouble satisfying its client, the Department of Energy (DOE). The DOE did not see a clear path forward for performance improvements at Hanford. Clearly, major change was necessary, but how and where should it be implemented?« less

Relationship of employee-reported work limitations to work productivity.

PubMed

Lerner, Debra; Amick, Benjamin C; Lee, Jennifer C; Rooney, Ted; Rogers, William H; Chang, Hong; Berndt, Ernst R

2003-05-01

Work limitation rates are crucial indicators of the health status of working people. If related to work productivity, work limitation rates may also supply important information about the economic burden of illness. Our objective was to assess the productivity impact of on-the-job work limitations due to employees' physical or mental health problems. Subjects were asked to complete a self-administered survey on the job during 3 consecutive months. Using robust regression analysis, we tested the relationship of objectively-measured work productivity to employee-reported work limitations. We attempted to survey employees of a large firm within 3 different jobs. The survey response rate was 2245 (85.9%). Full survey and productivity data were available for 1827 respondents. Each survey included a validated self-report instrument, the Work Limitations Questionnaire (WLQ). The firm provided objective, employee-level work productivity data. In adjusted regression analyses (n = 1827), employee work productivity (measured as the log of units produced/hour) was significantly associated with 3 dimensions of work limitations: limitations handling the job's time and scheduling demands (P = 0.003), physical job demands (P = 0.001), and output demands (P = 0.006). For every 10% increase in on-the-job work limitations reported on each of the 3 WLQ scales, work productivity declined approximately 4 to 5%. Employee work limitations have a negative impact on work productivity. Employee assessments of their work limitations supply important proxies for the economic burden of health problems.

Copyright in Government Employee Works

DTIC Science & Technology

1981-01-01

NUMBERS Copyright in Government Employee Works 5. AUTHOR(S) John 0. Tresansky 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING...COPYRIGHT IN GOVERNMENT EMPLOYEE AUTHORED WORKS* John 0. Tresansky* The Copyright Act of 1976’ continues the prohibition enunciated in the Copyright...expression to a "work prepared by an officer or employee of the United States Government as part of that person’s official duties.ś Difficulties arise

Work and family life of childrearing women workers in Japan: comparison of non-regular employees with short working hours, non-regular employees with long working hours, and regular employees.

PubMed

Seto, Masako; Morimoto, Kanehisa; Maruyama, Soichiro

2006-05-01

This study assessed the working and family life characteristics, and the degree of domestic and work strain of female workers with different employment statuses and weekly working hours who are rearing children. Participants were the mothers of preschoolers in a large Japanese city. We classified the women into three groups according to the hours they worked and their employment conditions. The three groups were: non-regular employees working less than 30 h a week (n=136); non-regular employees working 30 h or more per week (n=141); and regular employees working 30 h or more a week (n=184). We compared among the groups the subjective values of work, financial difficulties, childcare and housework burdens, psychological effects, and strains such as work and family strain, work-family conflict, and work dissatisfaction. Regular employees were more likely to report job pressures and inflexible work schedules and to experience more strain related to work and family than non-regular employees. Non-regular employees were more likely to be facing financial difficulties. In particular, non-regular employees working longer hours tended to encounter socioeconomic difficulties and often lacked support from family and friends. Female workers with children may have different social backgrounds and different stressors according to their working hours and work status.

Work environments for employee creativity.

PubMed

Dul, Jan; Ceylan, Canan

2011-01-01

Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness.

Working conditions and occupational risk exposure in employees driving for work.

PubMed

Fort, Emmanuel; Ndagire, Sheba; Gadegbeku, Blandine; Hours, Martine; Charbotel, Barbara

2016-04-01

An analysis of the occupational constraints and exposures to which employees facing road risk at work are subject was performed, with comparison versus non-exposed employees. Objective was to improve knowledge of the characteristics of workers exposed to road risk in France and of the concomitant occupational constraints. The descriptive study was based on data from the 2010 SUMER survey (Medical Monitoring of Occupational Risk Exposure: Surveillance Médicale des Expositions aux Risques professionnels), which included data not only on road risk exposure at work but also on a range of socio-occupational factors and working conditions. The main variable of interest was "driving (car, truck, bus, coach, etc.) on public thoroughfares" for work (during the last week of work). This was a dichotomous "Yes/No" variable, distinguishing employees who drove for work; it also comprised 4-step weekly exposure duration: <2h, 2-10h, 10-20h and ≥20h. 75% of the employees with driving exposure were male. Certain socio-occupational categories were found significantly more frequently: professional drivers (INSEE occupations and socio-occupational categories (PCS) 64), skilled workers (PCS 61), intermediate professions and teaching, health, civil service (functionaries) and assimilated (PCS 46) and company executives (PCS 36). Employees with driving exposure more often worked in small businesses or establishments. Constraints in terms of schedule and work-time were more frequent in employees with driving exposure. Constraints in terms of work rhythm were more frequent in non-exposed employees, with the exception of external demands requiring immediate response. On the Karasek's Job Demand-Control Model, employees with driving exposure less often had low decision latitude. Prevalence of job-strain was also lower, as was prevalence of "iso-strain" (combination of job-strain and social isolation). Employees with driving exposure were less often concerned by hostile behavior and, when

Healthcare quality improvement work: a professional employee perspective.

PubMed

Gadolin, Christian; Andersson, Thomas

2017-06-12

Purpose The purpose of this paper is to describe and analyze conditions that influence how employees engage in healthcare quality improvement (QI) work. Design/methodology/approach Qualitative case study based on interviews ( n=27) and observations ( n=10). Findings The main conditions that influence how employees engage in healthcare QI work are professions, work structures and working relationships. These conditions can both prevent and facilitate healthcare QI. Professions and work structures may cement existing institutional logics and thus prevent employees from engaging in healthcare QI work. However, attempts to align QI with professional logics, together with work structures that empower employees, can make these conditions increase employee engagement, which can be accomplished through positive working relationships that foster institutional work, which bridge different competing institutional logics, making it possible to overcome barriers that professions and work structures may constitute. Practical implications Understanding the conditions that influence how employees engage in healthcare QI work will make initiatives more likely to succeed. Originality/value Healthcare QI has mainly been studied from an implementer perspective, and employees have either been neglected or seen as passive resisters. Weak employee perspectives make healthcare QI research incomplete. In our research, healthcare QI work is studied closely at the actor level to understand healthcare QI from an employee perspective.

Work ability of Dutch employees with rheumatoid arthritis.

PubMed

de Croon, E M; Sluiter, J K; Nijssen, T F; Kammeijer, M; Dijkmans, B A C; Lankhorst, G J; Frings-Dresen, M H W

2005-01-01

To (i) examine the association between fatigue, psychosocial work characteristics (job control, support, participation in decision making, psychological job demands), and physical work requirements on the one hand and work ability of employees with rheumatoid arthritis (RA) on the other, and (ii) determine the advice that health care professionals give to employees with RA on how to maintain their work ability. Data were gathered from 78 employees with early RA (response = 99%) by telephone interviews and self-report questionnaires. Fatigue, lack of autonomy, low coworker/supervisor support, low participation in decision making, and high physical work requirements (i.e. using manual force) predicted low work ability. High psychological job demands, however, did not predict low work ability. The rheumatologist, occupational physician, occupational therapist, physiotherapist, and psychologist gave advice on how to cope with RA at work to 36, 30, 27, 26, and 17% of the employees, respectively. Advice was directed mainly at factors intrinsic to the employee. Employees expressed a positive attitude towards this advice. Fatigue, lack of support, lack of autonomy, lack of participation in decision making, and using manual force at work (e.g. pushing and pulling) threaten the work ability of employees with RA. According to the employees with RA, involvement of health care professionals from different disciplines and the implementation of organizational and technical interventions would help them to tackle these threats.

Hanford Laboratories monthly activities report, August 1963

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1963-09-16

This is the monthly report for the Hanford Laboratories Operation, August 1963. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

13. Elevations, 233S, U.S. Atomic Energy Commission, Hanford Works, General ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

13. Elevations, 233-S, U.S. Atomic Energy Commission, Hanford Works, General Electric Company, Dwg. No. H-2-7203, 1956. - Reduction-Oxidation Complex, Plutonium Concentration Facility, 200 West Area, Richland, Benton County, WA

Work stress prevention needs of employees and supervisors.

PubMed

Havermans, Bo M; Brouwers, Evelien P M; Hoek, Rianne J A; Anema, Johannes R; van der Beek, Allard J; Boot, Cécile R L

2018-05-21

Work stress prevention can reduce health risks for individuals, as well as organisational and societal costs. The success of work stress interventions depends on proper implementation. Failure to take into account the needs of employees and supervisors can hinder intervention implementation. This study aimed to explore employee and supervisor needs regarding organisational work stress prevention. Semi-structured telephone interviews were conducted with employees (n = 7) and supervisors (n = 8) from different sectors, such as the finance, health care, and services industry. The interviews focused on respondents' needs regarding the prevention of work stress within an organisational setting. Performing thematic analysis, topics and themes were extracted from the verbatim transcribed interviews using Atlas.ti. Both employees and supervisors reported a need for: 1) communication about work stress, 2) attention for determinants of work stress, 3) supportive circumstances (prerequisites) for work stress prevention, 4) involvement of various stakeholders in work stress prevention, and 5) availability of work stress prevention measures. Both employees and supervisors expressed the need for supervisors to communicate about work stress. Employees and supervisors reported similar psychosocial work factors that should be targeted for prevention (e.g., social support and autonomy). There was greater variety in the sub-themes within communication about work stress and supportive circumstances for work stress prevention in supervisor responses, and greater variety in the sub-themes within availability of work stress prevention measures in employee responses. Both employees and supervisors were explicit about who should take part in communication about work stress, what prerequisites for work stress prevention should exist, and which stakeholders should be involved. These results can inform work stress prevention practice, supporting selection and implementation of

Hanford Atomic Products Operation monthly report, January 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-02-21

This document presents a summary of work and progress at the Hanford Engineer Works for January 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical Design, and Project Sections. Costs for the various departments are presented in the Financial department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Monthly report Hanford Atomic Products Operation, July 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-08-20

This document presents a summary of work and progress at the Hanford Engineer Works for July 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services Departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, August 1956

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-09-28

This document presents a summary of work and progress at the Hanford Engineer Works for August 1956. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Sciences, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, October 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1953-11-20

This document presents a summary of work and progress at the Hanford Engineer Works for October 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services. Employee and Public Relations, and Community Realmore » Estate and Service departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, March 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-04-23

This document presents a summary of work and progress at the Hanford Engineer Works for March 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Service departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, September 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-10-27

This document presents a summary of work and progress at the Hanford Engineer Works for September 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, June 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-07-26

This document presents a summary of work and progress at the Hanford Engineer Works for June 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, March 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-04-20

This document presents a summary of work and progress at the Hanford Engineer Works for March 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, November 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-12-30

This document presents a summary of work and progress at the Hanford Engineer Works for November 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, August 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-09-27

This document presents a summary of work and progress at the Hanford Engineer Works for August 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Sciences, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, May 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-06-22

This document presents a summary of work and progress at the Hanford Engineer Works for May 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Science, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, October 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-11-30

This document presents a summary of work and progress at the Hanford Engineer works for October, 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, May 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-06-23

This document presents a summary of work and progress at the Hanford Engineer Works for May 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, July 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-08-26

This document presents a summary of work and progress at the Hanford Engineer Works for July 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, May 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

This document presents a summary of work and progress at the Hanford Engineer Works for May 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, October 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-11-24

This document presents a summary of work and progress at the Hanford Engineer Works for October 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, December 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-01-25

This document presents a summary of work and progress at the Hanford Engineer Works for December 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, July 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1953-08-20

This document presents a summary of work and progress at the Hanford Engineer Works for July 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, August 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-09-17

This document presents a summary of work and progress at the Hanford Engineer Works for August 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department report plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities, and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, June 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1953-07-22

This document presents a summary of work and progress at the Hanford Engineer Works for June 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Real Estatemore » and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, December 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-01-22

This document presents a summary of work and progress at the Hanford Engineer Works for December 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report, August 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1953-09-18

This document presents a summary of work and progress at the Hanford Engineer Works for August, 1953. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Laboratories monthly activities report, February 1964

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1964-03-16

This is the monthly report for the Hanford Laboratories Operation, February, 1964. Reactor fuels, chemistry, dosimetry, separation process, reactor technology financial activities, biology operation, physics and instrumentation research, employee relations, applied mathematics, programming, and radiation protection are discussed.

Work, Formal Participation, and Employee Outcomes.

ERIC Educational Resources Information Center

Nightingale, Donald V.

1981-01-01

Discusses a study of the effects of work and expanded employee participation in decision making on four employee outcomes: alienation, job satisfaction, life satisfaction, and commitment. (Author/JOW)

Welfare and Work: Job-Retention Outcomes of Federal Welfare-to-Work Employees.

ERIC Educational Resources Information Center

Gooden, Susan Tinsley; Bailey, Margo

2001-01-01

Comparison of differences in job-retention outcomes for 1,777 welfare-to-work employees and 16,723 other employees in federal agencies reveals that welfare-to-work employees have greater odds of retaining their jobs. (Contains 32 references.) (JOW)

Hanford Laboratories Operation monthly activities report, September 1960

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1960-10-15

This is the monthly report for the Hanford Laboratories Operation, October, 1960. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Laboratories Operation monthly activities report, November 1962

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1962-12-14

This is the monthly report for the Hanford Laboratories Operation, November 1962. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford`s innovations for science education

DOE Office of Scientific and Technical Information (OSTI.GOV)

Carter, D.

1996-12-31

In recognition of declining science literacy in the United States and a projected shortfall of scientists, engineers and technologists to address environmental problems nationally and internationally during the 21st century, Westinghouse Hanford Company has launched several innovative science education projects at the US Department of Energy Hanford Site. The Hanford Site is very rich in resources that can be brought to bear on the problem: world-class technical experts, state of the art facilities and equipment, and the largest environmental laboratory in the world. During the past two years, several innovative science education initiatives have been conceived and pursued at themore » secondary education level including the International Academy for the Environment (residential high school with an environmental theme), Environmental BATTmobile Program (mobile middle school science education program), and Multicultural Experiences in Math and Science (education program based on cultural contributions to math and science). Hanford scientists, engineers and administrators have worked with the education community (K-12 and college-university) to develop innovative approaches to science education.« less

Hanford Atomic Products Operation monthly report, January 1956

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-02-24

This is the monthly report for the Hanford Atomic Laboratories Products Operation, February, 1956. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Hanford Atomic Products Operation monthly report for April 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-05-23

This document presents a summary of work and progress at the Hanford Engineer Works for April 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report for May 1956

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-06-21

This document presents a summary of work and progress at the Hanford Engineer Works for May, 1956. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report for December 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-01-30

This document presents a summary of work and progress at the Hanford Engineer Works for December 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products for Operation monthly report, February 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-03-18

This document presents a summary of work and progress at the Hanford Engineer Works for February 1955. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summarizes work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Hanford Atomic Products Operation monthly report for September 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1954-10-25

This document presents a summary of work and progress at the Hanford Engineer Works for September 1954. The report is divided into sections by department. A plant wide general summary is included at the beginning of the report, after which the departmental summaries begin. The Manufacturing Department reports plant statistics, and summaries for the Metal Preparation, Reactor and Separation sections. The Engineering Department`s section summaries work for the Technical, Design, and Project Sections. Costs for the various departments are presented in the Financial Department`s summary. The Medical, Radiological Sciences, Utilities and General Services, Employee and Public Relations, and Community Realmore » Estate and Services departments have sections presenting their monthly statistics, work, progress, and summaries.« less

Radioactive contamination in the environs of the Hanford Works for the period April, May, June 1949

DOE Office of Scientific and Technical Information (OSTI.GOV)

Paas, H.J.; Singlevich, W.

1950-04-03

This report summarizes the measurements made for radioactive contamination in the environs of the Hanford Works for the quarter April through June 1949. This belated document is issued for the records to fill in the gap for the quarterly reports not issued in 1949 because of personnel shortage at that time. Although the data summarized in this report were already reported in the H. I. Evirons Reports for the months involved, it is still of value to study the data combining the three months of data which give better opportunity to evaluate the trends and patterns of the levels ofmore » radioactive contamination emanating from the various sources at the Hanford Works. This document discusses: meteorological data and radioactive contamination in vegetation, the atmosphere, rain, Hanford wastes, the Columbia River, and in drinking water and test wells.« less

Hanford Laboratories Operation monthly activities report, August 1959

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1959-09-15

This is the monthly report for the Hanford Laboratories Operation, August, 1959. Reactor fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, visits, biology operation, physics and instrumentation research, employee relations, and operations research and synthesis operation are discussed.

Hanford Atomic Products Operation monthly report for February 1956

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-02-21

This is the monthly report for the Hanford Laboratories Operation, February, 1956. Metallurgy, reactors fuels, chemistry, dosimetry, separation processes, reactor technology financial activities, visits, biology operation, physics and instrumentation research, employee relations are discussed.

Hanford Atomic Products Operation monthly report for June 1955

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1955-07-28

This is the monthly report for the Hanford Atomic Products Operation, June, 1955. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology, financial activities, visits, biology operation, physics and instrumentation research, and employee relations are discussed.

Work load and individual factors affecting work ability among aging municipal employees.

PubMed

Tuomi, K; Eskelinen, L; Toikkanen, J; Jarvinen, E; Ilmarinen, J; Klockars, M

1991-01-01

The effects of work stressors, individual characteristics, symptoms, and diseases on work ability were studied among 4255 municipal employees. Work ability was assessed by a work ability index in two cross-sectional inquiries, one in 1981 and the other in 1985. The most impairing for work ability were mental symptoms and musculoskeletal disease. Among the work stressors, high physical demands at work, poor physical work environment, and lack of freedom were associated with impaired work ability. Muscular work, disturbing temperatures at the workplace, and lack of freedom particularly affected employees with disease, whereas poor work postures and role conflicts at work were particularly injurious for healthy employees. The worst situation was observed when a worker with many symptoms and disease was exposed to many different work stressors. Life satisfaction, sitting work posture, a good basic education, and physical exercise during leisure time were associated with good work ability.

Workaholic and work engaged employees: dead ringers or worlds apart?

PubMed

van Beek, Ilona; Taris, Toon W; Schaufeli, Wilmar B

2011-10-01

Building on Deci and Ryan's Self-Determination Theory and Meijman and Mulder's Effort-Recovery Model, the present study examined the nature, antecedents, and consequences of working hard (i.e., workaholism and work engagement) in a Dutch convenience sample of 1,246 employees. A confirmatory factor analysis showed that workaholism and work engagement were two largely independent concepts. Crossing these two concepts yielded four types of workers: workaholic employees, engaged employees, engaged workaholics, and nonworkaholic/nonengaged employees. MANOVA and subsequent ANOVAs were used to compare these four groups regarding their motivation, working hours, and levels of burnout. As expected, study results revealed that workaholic employees were driven by controlled motivation, whereas engaged employees were driven by autonomous motivation. Engaged workaholics were driven by both controlled and autonomous motivation. In addition, the results revealed that engaged workaholics spent most time on working. Unlike workaholic employees, engaged workaholics did not experience the highest levels of burnout, suggesting that high engagement may buffer the adverse consequences of workaholism. The present study emphasizes the importance of differentiating among at least three categories of employees who work hard: workaholic employees, engaged employees, and-for the first time-engaged workaholics. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

Production loss among employees perceiving work environment problems.

PubMed

Lohela-Karlsson, Malin; Hagberg, Jan; Bergström, Gunnar

2015-08-01

The overall aim of this explorative study was to investigate the relationship between factors in the psychosocial work environment and work environment-related production loss. Employees at a Swedish university were invited to answer a workplace questionnaire and were selected for this study if they reported having experienced work environment-related problems in the past 7 days (n = 302). A stepwise logistic regression and a modified Poisson regression were used to identify psychosocial work factors associated with work environment-related production loss as well as to identify at what level those factors are associated with production loss. Employees who reported having experienced work environment problems but also fair leadership, good social climate, role clarity and control of decision had significantly lower levels of production loss, whereas employees who reported inequality and high decision demands reported significantly higher levels of production loss. Never or seldom experiencing fair leadership, role clarity, equality, decision demands and good social climate increase the risk of production loss due to work environment problems, compared to those who experience these circumstances frequently, always or most of the time. Several psychosocial work factors are identified as factors associated with a reduced risk of production losses among employees despite the nature of the work environment problem. Knowledge of these factors may be important not only to reduce employee ill-health and the corresponding health-related production loss, but also reduce immediate production loss due to work environment-related problems.

Second Quarter Hanford Seismic Report for Fiscal Year 2009

DOE Office of Scientific and Technical Information (OSTI.GOV)

Rohay, Alan C.; Sweeney, Mark D.; Hartshorn, Donald C.

2009-07-31

The Hanford Seismic Assessment Program (HSAP) provides an uninterrupted collection of high-quality raw and processed seismic data from the Hanford Seismic Network for the U.S. Department of Energy and its contractors. The HSAP is responsible for locating and identifying sources of seismic activity and monitoring changes in the historical pattern of seismic activity at the Hanford Site. The data are compiled, archived, and published for use by the Hanford Site for waste management, natural phenomena hazards assessments, and engineering design and construction. In addition, the HSAP works with the Hanford Site Emergency Services Organization to provide assistance in the eventmore » of a significant earthquake on the Hanford Site. The Hanford Seismic Network and the Eastern Washington Regional Network consist of 44 individual sensor sites and 15 radio relay sites maintained by the Hanford Seismic Assessment Team. The Hanford Seismic Network recorded over 800 local earthquakes during the second quarter of FY 2009. Nearly all of these earthquakes were detected in the vicinity of Wooded Island, located about eight miles north of Richland just west of the Columbia River. Most of the events were considered minor (magnitude (Mc) less than 1.0) with 19 events in the 2.0-2.9 range. The estimated depths of the Wooded Island events are shallow (averaging less than 1.0 km deep) with a maximum depth estimated at 1.9 km. This places the Wooded Island events within the Columbia River Basalt Group (CRBG). The low magnitude and the shallowness of the Wooded Island events have made them undetectable to most area residents. However, some Hanford employees working within a few miles of the area of highest activity, and individuals living in homes directly across the Columbia River from the swarm center, have reported feeling some movement. The Hanford SMA network was triggered numerous times by the Wooded Island swarm events. The maximum acceleration values recorded by the SMA network

Third Quarter Hanford Seismic Report for Fiscal Year 2009

DOE Office of Scientific and Technical Information (OSTI.GOV)

Rohay, Alan C.; Sweeney, Mark D.; Hartshorn, Donald C.

2009-09-30

The Hanford Seismic Assessment Program (HSAP) provides an uninterrupted collection of high-quality raw and processed seismic data from the Hanford Seismic Network for the U.S. Department of Energy and its contractors. The HSAP is responsible for locating and identifying sources of seismic activity and monitoring changes in the historical pattern of seismic activity at the Hanford Site. The data are compiled, archived, and published for use by the Hanford Site for waste management, natural phenomena hazards assessments, and engineering design and construction. In addition, the HSAP works with the Hanford Site Emergency Services Organization to provide assistance in the eventmore » of a significant earthquake on the Hanford Site. The Hanford Seismic Network and the Eastern Washington Regional Network consist of 44 individual sensor sites and 15 radio relay sites maintained by the Hanford Seismic Assessment Team. The Hanford Seismic Network recorded 771 local earthquakes during the third quarter of FY 2009. Nearly all of these earthquakes were detected in the vicinity of Wooded Island, located about eight miles north of Richland just west of the Columbia River. The Wooded Island events recorded this quarter is a continuation of the swarm events observed during the January – March 2009 time period and reported in the previous quarterly report (Rohay et al, 2009). The frequency of Wooded Island events has subsided with 16 events recorded during June 2009. Most of the events were considered minor (magnitude (Mc) less than 1.0) with 25 events in the 2.0-3.0 range. The estimated depths of the Wooded Island events are shallow (averaging less than 1.0 km deep) with a maximum depth estimated at 2.2 km. This places the Wooded Island events within the Columbia River Basalt Group (CRBG). The low magnitude of the Wooded Island events has made them undetectable to all but local area residents. However, some Hanford employees working within a few miles of the area of highest

The curvilinear effect of work engagement on employees' turnover intentions.

PubMed

Caesens, Gaëtane; Stinglhamber, Florence; Marmier, Virginie

2016-04-01

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work-engaged employees have lower levels of turnover intentions than non-engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non-linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed. © 2014 International Union of Psychological Science.

Associations between a Leader's Work Passion and an Employee's Work Passion: A Moderated Mediation Model

PubMed Central

Li, Jingjing; Zhang, Jian; Yang, Zhiguo

2017-01-01

Based on the theory of emotional contagion and goal content, this study explored the positive associations between a leader's work passion and employees' work passion. This study investigated 364 employees and their immediate leaders from China, constructed a moderated mediation model, and used SPSS-PROCESS in conjunction with the Johnson-Neyman technique to analyze the data. The results showed that a leader's work passion was transferred to employees via emotional contagion, and the contagion process was moderated by leader–employee goal content congruence. This study provides a potential way to stimulate employees' work passion from the perspective of leader–employee interactions. Moreover, the limitations of the study and potential topics for future research are discussed. PMID:28894430

Associations between a Leader's Work Passion and an Employee's Work Passion: A Moderated Mediation Model.

PubMed

Li, Jingjing; Zhang, Jian; Yang, Zhiguo

2017-01-01

Based on the theory of emotional contagion and goal content, this study explored the positive associations between a leader's work passion and employees' work passion. This study investigated 364 employees and their immediate leaders from China, constructed a moderated mediation model, and used SPSS-PROCESS in conjunction with the Johnson-Neyman technique to analyze the data. The results showed that a leader's work passion was transferred to employees via emotional contagion, and the contagion process was moderated by leader-employee goal content congruence. This study provides a potential way to stimulate employees' work passion from the perspective of leader-employee interactions. Moreover, the limitations of the study and potential topics for future research are discussed.

Hanford Atomic Products Operation monthly report for March 1956

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1956-04-20

This is the monthly report for the Hanford Laboratories Operation, March, 1956. Metallurgy, reactor fuels, chemistry, dosimetry, separation processes, reactor technology; financial activities, visits, biology operation, physics and instrumentation research, employee relations, pile technology, safety and radiological sciences are discussed.

Employee Involvement White Collar Work Force (Phase 1)

DTIC Science & Technology

1991-07-01

TITLE AND SUBTITLE Employee Involvement White Collar Work Force (Phase 1) 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S...N COMMITTEE August 1991 NSRP 0337 AL EFFECTS TRANSFER Employee Involvement White Collar Work Force (Phase 1) UNITED STATES NAVY David Taylor Research...report. AS used In the above, “Persons acting on behalf of the United States Navy” includes any employee , contractor, or subcontractor to the

Hanford Atomic Products Operation monthly report, April 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

McCune, F.K.

1954-05-21

This is a progress report of the production reactors on the Hanford Reservation for the month of April 1954. This report takes each division (e.g., manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes its accomplishments and employee relations for that month.

Hanford Atomic Products Operation monthly report, March 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

McCune, F.K.

1953-04-22

This is a progress report of the production reactors on the Hanford Reservation for the month of March 1953. This report takes each division (e.g., manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes its accomplishments and employee relations for that month.

Hanford Atomic Products Operation monthly report, April 1953

DOE Office of Scientific and Technical Information (OSTI.GOV)

McCune, F.K.

1953-05-20

This is a progress report of the production reactors on the Hanford Reservation for the month of April 1951. This report takes each division (e.g., manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes its accomplishments and employee relations for that month.

Hanford Atomic Products Operation monthly report, January 1954

DOE Office of Scientific and Technical Information (OSTI.GOV)

McCune, F.K.

1954-02-25

This is a progress report of the production reactors on the Hanford Reservation for the month of January 1954. This report takes each division (e.g., manufacturing, medical, accounting, occupational safety, security, reactor operations, etc.) of the site and summarizes the accomplishments and employee relations for that month.

Employee Skill, Occupation, and Work Involvement. Working Paper.

ERIC Educational Resources Information Center

Rose, Michael

Data from the Work History and Attitudes survey of the Social Change and Economic Life research initiative (SCELI) enquiry of 1986-1989 and the first wave of the British Household Panel Survey (BHPS) were analyzed to determine their continuity and comparability with regard to employee attitudes in general and job satisfaction and work centrality…

Gender Differences in Work Adjustment of Prison Employees.

ERIC Educational Resources Information Center

Fry, Lincoln J.; Glaser, Daniel

1987-01-01

Examined 1,300 employees at three California prisons. Fieldwork supported claim that male staff are negatively oriented toward female employees and that women staff and women's prisons receive low priority from male-dominated state agencies. Survey of employees revealed little gender differences in work adjustment. (Author/NB)

[Bullying, work organization and employee well-being.].

PubMed

Rafnsdóttir, Guðbjœrg Linda; Tómasson, Kristinn

2004-12-01

The study assessed the association between well-being, work-environment and employees? health among the personnel in savings- and other banks? branches with reference to whether they had been exposed to bullying at work. A questionnaire based on the General Nordic Questionnaire for Psychological and Social Factors at Work was sent to all employees (N=1847) in the spring of 2002. The data was analyzed using the SPSS statistical package. The response rate was 80% with 1475 employees returning the questionnaire. Women were 86% (n=1192) of the responders. About 15% of the employees (n=209) had experienced some form of harassment in connection with work. The majority of those had experienced bullying (8% (n=110)). The victims of bullying were more likely to have poor psychosocial work-environment and were less likely to have experienced a positive relationship with supervisors and other staff. There was only minimal association between bullying and seeking medical attention for a selected number of medical conditions. The victims of bullying were more likely to have experienced significant stress recently (p=0.025), to be mentally exhausted at the end of the workday (p=0.013), to have significant sleep difficulties (p=0.001), and poor mental health (p<0.0001), and to be dissatisfied in their job (p<0.0001). In the light of the association between work organization and bullying it is of importance that supervisors and employers are well versified in communication skills as pertains to staff relations and recognizing psychosocial risk factors in the employees' work environment. As victims of bullying are more dissatisfied with their work than others, it is likely that if they become sick and link their illness to the workplace, that they will quit their job. In light of this it is of importance to study the experience of bullying among those receiving benefits due to long-term sickness absence or disability.

Technical basis for internal dosimetry at Hanford

DOE Office of Scientific and Technical Information (OSTI.GOV)

Sula, M.J.; Carbaugh, E.H.; Bihl, D.E.

1991-07-01

The Hanford Internal Dosimetry Program, administered by Pacific Northwest Laboratory for the US Department of Energy, provides routine bioassay monitoring for employees who are potentially exposed to radionuclides in the workplace. This report presents the technical basis for routine bioassay monitoring and the assessment of internal dose at Hanford. The radionuclides of concern include tritium, corrosion products ({sup 58}Co, {sup 60}Co, {sup 54}Mn, and {sup 59}Fe), strontium, cesium, iodine, europium, uranium, plutonium, and americium,. Sections on each of these radionuclides discuss the sources and characteristics; dosimetry; bioassay measurements and monitoring; dose measurement, assessment, and mitigation and bioassay follow-up treatment. 78more » refs., 35 figs., 115 tabs.« less

Technical basis for internal dosimetry at Hanford

DOE Office of Scientific and Technical Information (OSTI.GOV)

Sula, M.J.; Carbaugh, E.H.; Bihl, D.E.

1989-04-01

The Hanford Internal Dosimetry Program, administered by Pacific Northwest Laboratory for the US Department of Energy, provides routine bioassay monitoring for employees who are potentially exposed to radionuclides in the workplace. This report presents the technical basis for routine bioassay monitoring and the assessment of internal dose at Hanford. The radionuclides of concern include tritium, corrosion products (/sup 58/Co, /sup 60/Co, /sup 54/Mn, and /sup 59/Fe), strontium, cesium, iodine, europium, uranium, plutonium, and americium. Sections on each of these radionuclides discuss the sources and characteristics; dosimetry; bioassay measurements and monitoring; dose measurement, assessment, and mitigation; and bioassay follow-up treatment. 64more » refs., 42 figs., 118 tabs.« less

The River Corridor Closure Contract How Washington Closure Hanford is Closing A Unique Department of Energy Project - 12425

DOE Office of Scientific and Technical Information (OSTI.GOV)

Feist, E.T.

2012-07-01

completion goals. As field work-scope is completed, progressive reductions of business processes, physical facilities, and staff will occur. Organizations will collapse and flatten commensurate with workload. WCH employees will move on to new endeavors, proud of their accomplishments and the legacy they are leaving behind as being the first and largest environmental cleanup closure contract at Hanford. (authors)« less

Annual Hanford Seismic Report for Fiscal Year 2009

DOE Office of Scientific and Technical Information (OSTI.GOV)

Rohay, Alan C.; Sweeney, Mark D.; Hartshorn, Donald C.

2009-12-31

.0Mc) occurred on May 13, 2009 within the Wooded Island swarm at depth 1.8 km. With regard to the depth distribution, 1613 earthquakes were located at shallow depths (less than 4 km, most likely in the Columbia River basalts), 18 earthquakes were located at intermediate depths (between 4 and 9 km, most likely in the pre-basalt sediments), and 17 earthquakes were located at depths greater than 9 km, within the crystalline basement. Geographically, 1630 earthquakes were located in swarm areas and 18 earthquakes were classified as random events. The low magnitude of the Wooded Island events has made them undetectable to all but local area residents. However, some Hanford employees working within a few miles of the area of highest activity and individuals living in homes directly across the Columbia River from the swarm center have reported feeling many of the larger magnitude events. The Hanford Strong Motion Accelerometer (SMA) network was triggered numerous times by the Wooded Island swarm events. The maximum acceleration value recorded by the SMA network was approximately 3 times lower than the reportable action level for Hanford facilities (2% g) and no action was required. The swarming is likely due to pressure that has built up, cracking the brittle basalt layers within the Columbia River Basalt Formation (CRBG). Similar earthquake “swarms” have been recorded near this same location in 1970, 1975 and 1988. Prior to the 1970s, swarming may have occurred, but equipment was not in place to record those events. Quakes of this limited magnitude do not pose a risk to Hanford cleanup efforts or waste storage facilities. Since swarms of the past did not intensify in magnitude, seismologists do not expect that these events will increase in intensity. However, Pacific Northwest National Laboratory (PNNL) will continue to monitor the activity.« less

Return-to-Work Strategies for Employees With Mental Health Conditions.

PubMed

Pomaki, Georgia

2017-01-01

There's no question that employers can no longer ignore mental health issues. Compassion and support for employees aside, it is simply good business to protect the mental health and productivity of employees. This article describes existing challenges surrounding employees with mental disorders: the link between mental disorders, disability and an employee's ability to return to work; best practices for employers, employees and health care providers; and the role of the insurance company. Together, using proven strategies, everyone contributes to the optimal solution of helping employees with mental disorders return to work.

Working for America: A Federal Employee Survey

DTIC Science & Technology

1990-06-01

take concerning these is- developed and trained; restructuring the Federal sues. employees ’ health insurance program ; increasing 2 A Report by the U.S...we do that is by periodically conducting surveys of the employees in that system. In developing this questionnaire, we received assistance from...AD-A234 177 I WORKING FOR AMERICA: A FEDERAL EMPLOYEE SURVEY A SPECIAL STUDY (2 THE CHAIRMAN U.S. MERIT SYSTEMS PROTECTION BOARD 1120 Vermont Avenue

Assessment of work compatibility across employees' demographics: a case study.

PubMed

Basha, S A; Maiti, J

2017-03-01

'Work compatibility' (WC) is a multi-dimensional diagnostic tool for measuring human performance that affects safety performance of work force. There are a dearth of literature on the use of WC in industrial applications. In this study, the status of WC and its components across employees' demographics such as age, experience, designation and location of work were examined in a steel plant in India. Data on 119 employees collected using Demand-Energizer Instrument was analysed. The results revealed that supervisors perceive higher energizers, higher demands and low WC as compared to workers. Older and high experience employees perceive higher energizers, lower demands and high WC as compared to younger and less experienced employees. All employee groups perceive higher demand for physical environment and physical task content. The problematic work groups identified are less experienced employees and workers in 'allied sections'. The outcomes of the study help the management in three ways to improve human performance at work places: (i) it provides useful information about the work factors to be considered for intervention design, (ii) it identifies the work groups to be targeted while preparing intervention strategies and (iii) it can be used as a leading indicator of human performance.

Second Quarter Hanford Seismic Report for Fiscal Year 2010

DOE Office of Scientific and Technical Information (OSTI.GOV)

Rohay, Alan C.; Sweeney, Mark D.; Hartshorn, Donald C.

2010-06-30

several times by these events and the SMA recordings are discussed in section 6.0. During the last year some Hanford employees working within a few miles of the swarm area and individuals living directly across the Columbia River from the swarm center have reported feeling many of the larger magnitude events. Similar earthquake swarms have been recorded near this same location in 1970, 1975 and 1988 but not with SMA readings or satellite imagery. Prior to the 1970s, earthquake swarms may have occurred at this location or elsewhere in the Columbia Basin, but equipment was not in place to record those events. The Wooded Island swarm, due its location and the limited magnitude of the events, does not appear to pose any significant risk to Hanford waste storage facilities. Since swarms of the past did not intensify in magnitude, seismologists do not expect that these events will persist or increase in intensity. However, Pacific Northwest National Laboratory (PNNL) will continue to monitor the activity. Outside of the Wooded Island swarm, nine earthquakes were recorded, seven minor events plus two events with magnitude less than 2.0 Mc. Two earthquakes were located at shallow depths (less than 4 km), three earthquakes at intermediate depths (between 4 and 9 km), most likely in the pre-basalt sediments, and four earthquakes were located at depths greater than 9 km, within the basement. Geographically, six earthquakes were located in known swarm areas and three earthquakes were classified as random events.« less

Annual report for Hanford Site: Epidemiologic surveillance - 1994

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

1998-01-01

Epidemiologic surveillance at U.S. Department of Energy (DOE) facilities consists of regular and systematic collection, analysis, and interpretation of data on absences due to illness and injury in the work force. Its purpose is to provide an early warning system for health problems occurring among employees at participating sites. Data are collected by coordinators at each site and submitted to the Epidemiologic Surveillance Data Center, located at the Oak Ridge Institute for Science and Education, where quality control procedures and analyses are carried out. Rates of absences and rates of diagnoses associated with absences are analyzed by occupational and othermore » relevant variables. They may be compared with the disease experience of different groups within the DOE work force and with populations that do not work for DOE to identify disease patterns or clusters that may be associated with work activities.This report provides the final summary for the Hanford Reservation.« less

Non-Thermal Treatment of Hanford Site Low-Level Mixed Waste

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

1998-09-01

DOE proposes to transport contact-handled LLMW from the Hanford Site to the Allied Technology Group (ATG) Mixed Waste Facility (MWF) in Richland, Washington, for non-thermal treatment and to return the treated waste to the Hanford Site for eventual land disposal. Over a 3-year period the waste would be staged to the ATG MWF, and treated waste would be returned to the Hanford Site. The ATG MWF would be located on an 18 hectare (ha) (45 acre [at]) ATG Site adjacent to ATG's licensed low-level waste processing facility at 2025 Battelle Boulevard. The ATG MWF is located approximately 0.8 kilometers (km)more » (0.5 miles [mi]) south of Horn Rapids Road and 1.6 km (1 mi) west of Stevens Drive. The property is located within the Horn Rapids triangle in northern Richland (Figure 2.1). The ATG MWF is to be located on the existing ATG Site, near the DOE Hanford Site, in an industrial area in the City of Richland. The effects of siting, construction, and overall operation of the MWF have been evaluated in a separate State Environmental Policy Act (SEPA) EIS (City of Richland 1998). The proposed action includes transporting the LLMW from the Hanford Site to the ATG Facility, non-thermal treatment of the LLMW at the ATG MWF, and transporting the waste from ATG back to the Hanford Site. Impacts fi-om waste treatment operations would be bounded by the ATG SEPA EIS, which included an evaluation of the impacts associated with operating the non-thermal portion of the MWF at maximum design capacity (8,500 metric tons per year) (City of Richland 1998). Up to 50 employees would be required for non-thermal treatment portion of the MWF. This includes 40 employees that would perform waste treatment operations and 10 support staff. Similar numbers were projected for the thermal treatment portion of the MWF (City of Richland 1998).« less

Employee Involvement - White-Collar Work Force

DTIC Science & Technology

1993-01-01

a currently valid OMB control number. 1. REPORT DATE JAN 1993 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Employee ...Involvement - White-Collar Work Force 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER...34Persons acting on behalf of the Maritime Administration" includes any employee , contractor, or subcontractor to the contractor of the Maritime

Radiology employees' quality of work life.

PubMed

Dargahi, Hussein; Changizi, Vahid; Jazayeri Gharabagh, Elaheh

2012-01-01

Quality of work Life (QWL) originates from interactions between employees' needs and relative organizational resources. QWL is aimed to improve and retain employees' satisfaction, productivity and effectiveness of all organizations. A cross-sectional descriptive study was conducted among 15 Tehran University of Medical Sciences. A Cross-Sectional, descriptive study was conducted among 15 Tehran University of Medical Sciences' Hospitals' Radiology Departments' Employees by QWL questionnaire. Respondents were asked to express their attitudes about a range of key factors as the most important issues impacting their QWL. The data was collected and analyzed by SPSS version 15 software. Most of the respondents indicated that they were unsatisfied and very unsatisfied with key factors of their QWL. Comparison of QWL key factors of TUMS radiology employees with the other countries indicated that most of the employees are unsatisfied with their poor QWL factors. We hope, the implications of these findings deliberate to improve QWL within each of TUMS hospitals radiology departments and also be relevant and value to policymakers of healthcare organizations in Iran. © 2012 Tehran University of Medical Sciences. All rights reserved.

75 FR 24958 - Decision To Evaluate a Petition To Designate a Class of Employees From the Hanford Site, Richland...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-06

... warranted by the evaluation, is as follows: Facility: Hanford site. Location: Richland, Washington. Job Titles and/or Job Duties: All personnel who were internally monitored (urine or fecal), who worked at the... Analysis and Support, National Institute for Occupational Safety and Health (NIOSH), 4676 Columbia Parkway...

How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

PubMed

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

2013-04-01

Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

29 CFR 780.212 - Hatchery employees working on farms.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Hatchery employees working on farms. 780.212 Section 780... STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS EXEMPTIONS APPLICABLE TO... Agriculture as It Relates to Specific Situations Hatchery Operations § 780.212 Hatchery employees working on...

29 CFR 778.115 - Employees working at two or more rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 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... Employees working at two or more rates. Where an employee in a single workweek works at two or more...

Work-sharing and male employees' mental health during an economic recession.

PubMed

Nagae, M; Sakamoto, M; Horikawa, E

2017-12-02

One approach to reducing occupational stress during an economic recession is to share work amongst employees. This may include reducing employees' working hours to avoid redundancies. To examine whether work-sharing influenced the psychosocial work environment and depressive symptoms encountered by Japanese employees, and to determine which psychosocial factors predict employees' mental health during an economic recession. A survey was performed in a Japanese manufacturing company at the beginning (T1) and end (T2) of a 6-month period during the 2008 economic recession using the validated Job Content Questionnaire (JCQ) and Self-Rating Depression Scale (SDS). Three hundred and thirty-six male employees completed the questionnaire. Twenty-four per cent of participants showed depressive symptoms at T1. Despite reductions in employees' working hours and job strain (P < 0.001), SDS scores showed no change after 6 months. Logistic regression analyses showed that low social support between the two surveys was associated with depressive symptoms at T2 after adjusting for demographic, lifestyle, workplace factors, scheduled working hours and depressive symptoms at T1. Reductions in job strain did not affect employees' depressive symptoms. Employees with low social support during the study had a significantly higher risk of having depressive symptoms. These findings indicate that social and emotional support within the workplace is important during the work-sharing period. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

Alternative Work Schedules Increase Employee Satisfaction.

ERIC Educational Resources Information Center

Turney, John R.; Cohen, Stanley L.

1983-01-01

Facets of alternative work schedules (AWS) are discussed: importance of employee control, possible negative consequences, AWS handbook, time monitoring systems, and treatment of exceptions. AWS' effect on productivity and motivation is examined. (SK)

Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations.

PubMed

Harter, James K; Schmidt, Frank L; Asplund, James W; Killham, Emily A; Agrawal, Sangeeta

2010-07-01

Perceptions of work conditions have proven to be important to the well-being of workers. However, customer loyalty, employee retention, revenue, sales, and profit are essential to the success of any business. It is known that these outcomes are correlated with employee attitudes and perceptions of work conditions, but the research into direction of causality has been inconclusive. Using a massive longitudinal database that included 2,178 business units in 10 large organizations, we found evidence supporting the causal impact of employee perceptions on these bottom-line measures; reverse causality of bottom-line measures on employee perceptions existed but was weaker. Managerial actions and practices can impact employee work conditions and employee perceptions of these conditions, thereby improving key outcomes at the organizational level. Perceptions of specific work conditions that engage employees in their work provide practical guidance in how best to manage people to obtain desired results. © The Author(s) 2010.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

PubMed Central

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top–down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom–up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work. PMID:27303352

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

PubMed

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

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... fruits or vegetables from the farm to the specified places within the same State. Engagement in other...

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... fruits or vegetables from the farm to the specified places within the same State. Engagement in other...

Change in Psychosocial Work Factors Predicts Follow-up Employee Strain: An Examination of Australian Employees.

PubMed

Jimmieson, Nerina L; Hobman, Elizabeth V; Tucker, Michelle K; Bordia, Prashant

2016-10-01

This research undertook a time-ordered investigation of Australian employees in regards to their experiences of change in psychosocial work factors across time (decreases, increases, or no change) in the prediction of psychological, physical, attitudinal, and behavioral employee strain. Six hundred and ten employees from 17 organizations participated in Time 1 and Time 2 psychosocial risk assessments (average time lag of 16.7 months). Multi-level regressions examined the extent to which change in exposure to six demands and four resources predicted employee strain at follow-up, after controlling for baseline employee strain. Increases in demands and decreases in resources exacerbated employee strain, but even constant moderate demands and resources resulted in poor employee outcomes, not just constant high or low exposure, respectively. These findings can help employers prioritize hazards, and guide tailored psychosocial organizational interventions.

Shift work and employee fatigue: implications for occupational health nursing.

PubMed

Yumang-Ross, Doreen J; Burns, Candace

2014-06-01

Long work hours and irregular shifts are part of the nation's 24-hour society and contribute to employee fatigue. Factors affecting employee fatigue are circadian rhythm, sleep quality and quantity, individual health, the environment, and work tasks. Employee fatigue contributes to accidents and injuries, and affects occupational performance, safety, and health. These findings should be used by occupational health nurses to address fatigue management and develop comprehensive fatigue management programs. Copyright 2014, SLACK Incorporated.

Matching work capacities and demands at job placement in employees with disabilities.

PubMed

Zoer, Ilona; de Graaf, Lucinda; Kuijer, P Paul F M; Prinzie, Peter; Hoozemans, Marco J M; Frings-Dresen, Monique H W

2012-01-01

To determine whether employees with disabilities were initially assigned to jobs with work demands that matched their work capacities. Forty-six employees with various physical, mental, sensory and multiple disabilities working in a sheltered workshop. Physical and psychosocial work capacities were assessed post-offer and pre-placement using the Ergo-Kit and Melba. Work demands of the jobs were determined by workplace assessments with TRAC and Melba and were compared with the work capacities. Of the 46 employees, 25 employees were not physically overloaded. When physical overload occurred, it was most often due to regular lifting. All employees were physically underloaded on six or more work activities, most often due to finger dexterity and manipulation. Almost all employees (n=43) showed psychosocial overload or underload on one or more psychosocial characteristics. Psychosocial overload was most often due to endurance (long-term work performance), while psychosocial underload was most often due to speaking and writing. Despite the assessment of work capacities at job placement, underload and overload occurred on both physical activities and psychosocial characteristics. Assessing both work capacities and work demands before job placement is recommended. At job placement more attention should be paid to overloading due to lifting and long-term work performance.

A Preliminary Field Test of an Employee Work Passion Model

ERIC Educational Resources Information Center

Zigarmi, Drea; Nimon, Kim; Houson, Dobie; Witt, David; Diehl, Jim

2011-01-01

Four dimensions of a process model for the formulation of employee work passion, derived from Zigarmi, Nimon, Houson, Witt, and Diehl (2009), were tested in a field setting. A total of 447 employees completed questionnaires that assessed the internal elements of the model in a corporate work environment. Data from the measurements of work affect,…

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.

29 CFR 788.17 - Employees employed in both exempt and nonexempt work.

Code of Federal Regulations, 2010 CFR

2010-07-01

... segregated, however, so as to permit separate measurement of the time spent in each, the employee will not be... 29 Labor 3 2010-07-01 2010-07-01 false Employees employed in both exempt and nonexempt work. 788... in both exempt and nonexempt work. The exemption for an employee employed in exempt work will be...

Analysis of the strain on employees in the retail sector considering work-life balance.

PubMed

Zülch, Gert; Stock, Patricia; Schmidt, Daniel

2012-01-01

Many companies currently strive to support their employees' work-life balance through appropriate measures in order to improve employees' loyalty towards the company and to recruit new employees. In this context, flexibility in the area of working times is a measure that can influence employees' private lives immensely. This is why the individualisation of working time arrangements has been accorded high importance in current discussions on work-life balance. In this area, best practice examples can be found showing how working-time arrangements can improve the situation of the employees. It should be noted, however, that there is not one single perfect working-time model. A working-time model must always be adapted specifically to the actual situation of the company and the employees. Therefore, a targeted analysis of the challenges facing the company and the demands on the employees is essential for the creation of an appropriate working time policy. In particular, the employees' working-time preferences must be appropriately taken into account. Owing, however, to a combination of organisational complications and legal data protection restrictions, it is for the most part impossible to meet these working-time preferences in their entirety. This paper, which is based on an employee survey, illustrates the strain on employees in the retail sector and identifies different types of working-time preferences.

Do Work Characteristics Predict Health Deterioration Among Employees with Chronic Diseases?

PubMed

de Wind, Astrid; Boot, Cécile R L; Sewdas, Ranu; Scharn, Micky; van den Heuvel, Swenne G; van der Beek, Allard J

2018-06-01

Purpose In our ageing workforce, the increasing numbers of employees with chronic diseases are encouraged to prolong their working lives. It is important to prevent health deterioration in this vulnerable group. This study aims to investigate whether work characteristics predict health deterioration over a 3-year period among employees with (1) chronic diseases, and, more specifically, (2) musculoskeletal and psychological disorders. Methods The study population consisted of 5600 employees aged 45-64 years with a chronic disease, who participated in the Dutch Study on Transitions in Employment, Ability and Motivation (STREAM). Information on work characteristics was derived from the baseline questionnaire. Health deterioration was defined as a decrease in general health (SF-12) between baseline and follow-up (1-3 years). Crude and adjusted logistic regression analyses were performed to investigate prediction of health deterioration by work characteristics. Subgroup analyses were performed for employees with musculoskeletal and psychological disorders. Results At follow-up, 19.2% of the employees reported health deterioration (N = 1075). Higher social support of colleagues or supervisor predicted health deterioration in the crude analyses in the total group, and the groups with either musculoskeletal or psychological disorders (ORs 1.11-1.42). This effect was not found anymore in the adjusted analyses. The other work characteristics did not predict health deterioration in any group. Conclusions This study did not support our hypothesis that work characteristics predict health deterioration among employees with chronic diseases. As our study population succeeded continuing employment to 45 years and beyond, it was probably a relatively healthy selection of employees.

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry.

PubMed

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-10-28

The construction industry is a demanding work environment where employees' work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee's work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee's work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction.

Employee Responses to Flexible Work Schedules: An Inter-Organization, Inter-System Comparison.

ERIC Educational Resources Information Center

Pierce, Jon L.; Newstrom, John W.

1982-01-01

Compared employee affective and behavioral responses to four work schedules--a fixed-hour schedule and three variations of flexible working hours. Hypothesized systematic differences in employee responses reflecting increased flexibility were not supported. Employees generally responded more favorably to flexible hour systems as contrasted with…

How Dutch employees experience freedom of learning for work

NASA Astrophysics Data System (ADS)

van Dellen, Theo; Heidekamp, Ina

2015-12-01

This article focuses on the perceived freedom of Dutch employees to embark on workplace learning in terms of whether they feel it is "voluntary" or "compulsory". The paper is based on the findings of a large international explorative survey carried out by the Workplace Learning (WPL) Research Network (RN2) of the Asia-Europe Meeting (ASEM) Lifelong Learning (LLL) Research Hub. The comparative study focused on employees' quest for "freedom of learning for work". This paper reports on the Dutch part of the research, the quantitative results of which seem to indicate that the freedom of learning for work is not as important to Dutch employees as might be expected. In a second phase, to investigate employees' experiences of work-related learning in more depth, the Dutch researchers added a follow-up qualitative study, involving one-on-one interviews. In order to triangulate the results of the quantitative and qualitative research phases, the authors then added a mixed-methods sequential explanatory analysis. They assessed the quality of the collected data in both distinct phases by identifying converging results, which are useful for refining our understanding of learning for work. The paper draws both on rich insights into workplace learning based on this research as well as on theoretical literature which refers to concepts like motivation, subjectivity, work identity and agency in connection with the quest for freedom of learning.

Work-Family Conflict and Employee Well-Being Over Time: The Loss Spiral Effect.

PubMed

Neto, Mariana; Carvalho, Vânia Sofia; Chambel, Maria José; Manuel, Sérgio; Pereira Miguel, José; de Fátima Reis, Maria

2016-05-01

The development of work-family conflict over time was analyzed using Conservation of Resources Theory. The reciprocal effect between work-family conflict and employee well-being was tested with cross-lagged analyses on the basis of three waves. The sample comprised 713 employees of a Portuguese service organization. Structural equation modeling analyses, with sex, age, and parental demand controlled, indicated that the work-family conflict at T1 and T2 decreases the employee psychological well-being at T2 and T3, respectively. Furthermore, employee psychological well-being at T2 had a longitudinal cross-lagged effect on work-family at T3. We concluded that employee psychological well-being at T2 predicted work-family at T3, which was a subsequent outcome of work-family conflict on T1. This paper highlighted the importance of organizations to consider work-family conflict to ensure employees' well-being because they develop reciprocal relationship with a loss spiral effect.

5 CFR 610.406 - Holiday for employees on compressed work schedules.

Code of Federal Regulations, 2010 CFR

2010-01-01

... number of hours of the compressed work schedule on that day. (b) If a part-time employee is relieved or... of the compressed work schedule on that day. When a holiday falls on a nonworkday of a part-time... work schedules. (a) If a full-time employee is relieved or prevented from working on a day designated...

Alternatives to Employee Layoffs: Work Sharing and Prelayoff Consultation.

ERIC Educational Resources Information Center

McNeff, Nancy J.; And Others

1978-01-01

By acknowledging the value of the work-sharing concept, recognizing the importance of the psychological contract, and conducting prelayoff consultations with the assistance of third-party neutrals, companies can more effectively cope with the problem of employee layoffs and improve employee relations in general. (Author)

Health among hospital employees in Europe: a cross-national study of the impact of work stress and work control.

PubMed

Pisljar, Tjasa; van der Lippe, Tanja; den Dulk, Laura

2011-03-01

This article analyses the effect of working conditions on the health of hospital employees across Europe. Hospital employees often have demanding jobs that increase their stress levels and, consequently, their risk of health problems. Work control - typified by employee autonomy and working time flexibility - helps them cope with high levels of work stress. Researchers have traditionally studied the relationship between working conditions, coping strategies and occupational health from an individual perspective. We argue that the individual work-health relationship is closely connected with the social and institutional context. This study explores how work stress and work control influence the health of hospital employees and aims to understand cross-country differences in this respect. Using data on over 1500 hospital employees who participated in the study 'Quality of work and life in a changing Europe' (2007) in eight European countries, we used ordinal regression analyses to test a range of hypotheses. The results show that work stress has a negative effect on the health of hospital employees, while work control is not found to have any effect on their health. Comparative analyses reveal that the effects of working conditions on health vary across European countries. While working overtime is more closely related to poorer health in Eastern European countries, we found evidence of a positive relationship between job autonomy and health in Western Europe only, indicating that circumstances in the working environment have differing effects on employee health in Eastern and Western Europe. Copyright © 2011 Elsevier Ltd. All rights reserved.

Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison.

PubMed

Bamberger, Simon Grandjean; Larsen, Anelia; Vinding, Anker Lund; Nielsen, Peter; Fonager, Kirsten; Nielsen, René Nesgaard; Ryom, Pia; Omland, Øyvind

2015-01-01

Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees' assessment of work environment.

A study on the relationships between age, work experience, cognition, and work ability in older employees working in heavy industry.

PubMed

Chung, Jaeyeop; Park, Juhyung; Cho, Milim; Park, Yunhee; Kim, DeokJu; Yang, Dongju; Yang, Yeongae

2015-01-01

[Purpose] The purpose of this study was to examine the correlation of age, work experience, cognition, and work ability in older employees working in heavy industry. [Subjects and Methods] The study was conducted using 100 subjects who were over 55 years old and worked in heavy industry. To obtain data, we first had the subjects complete the MoCA-K test and Work Ability Index (WAI). The data were then analyzed by frequency and correlation using statistical software (SPSS 21.0). [Results] Through this study, we discovered a significant positive correlation between WAI and MoCA-K, age, and work experience. [Conclusion] This study revealed that work ability in older employees increases not with the number of years worked but with the enhancement of cognitive ability. Special management that focuses on cognition is therefore required for senior employees working in the field of heavy industry.

Influence of shift work on cognitive performance in male business process outsourcing employees.

PubMed

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-09-01

India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. To study the cognitive functions in male BPO employees exposed to regular shifts. Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Cognitive functions are impaired in BPO employees exposed to regular shift changes.

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.

Relationships among employees' working conditions, mental health, and intention to leave in nursing homes.

PubMed

Zhang, Yuan; Punnett, Laura; Gore, Rebecca

2014-02-01

Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees' working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes.

Quality of working life: an antecedent to employee turnover intention.

PubMed

Mosadeghrad, Ali Mohammad

2013-06-01

The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees' QWL. It also aimed to test a theoretical model of the relationship between employees' QWL and their intention to leave the organization. A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. This study empirically examined the relationships between employees' QWL and their turnover intention. Managers can take appropriate actions to improve employees' QWL and subsequently reduce employees' turnover.

Assessment of work intensification by managers and psychological distressed and non-distressed employees: a multilevel comparison

PubMed Central

BAMBERGER, Simon Grandjean; LARSEN, Anelia; VINDING, Anker Lund; NIELSEN, Peter; FONAGER, Kirsten; NIELSEN, René Nesgaard; RYOM, Pia; OMLAND, Øyvind

2015-01-01

Work intensification is a popular management strategy to increase productivity, but at the possible expense of employee mental stress. This study examines associations between ratings of work intensification and psychological distress, and the level of agreement between compared employee-rated and manager-rated work intensification. Multi-source survey data were collected from 3,064 employees and 573 company managers from the private sector in 2010. Multilevel regression models were used to compare different work intensification ratings across psychological distress strata. Distressed employees rated higher degree of total work intensification compared to non-distressed employees, and on three out of five sub ratings there were an increased prevalence of work intensification in the case group. In general, there was poor agreement between employee and company work intensification rating. Neither manager-rated work intensification nor employee/manager discrepancy in work intensification ratings was associated with psychological distress. Distressed employees had a higher total score of employee/manager agreed work intensification, and a higher prevalence of increased demands of labour productivity. This study demonstrates higher ratings of employee/manager agreed work intensification in distressed employees compared to non-distressed employees, challenging previous findings of reporting bias in distressed employees’ assessment of work environment. PMID:25752252

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)

[A multilevel model analysis of correlation between population characteristics and work ability of employees].

PubMed

Zhang, Lei; Huang, Chunping; Lan, Yajia; Wang, Mianzhen

2015-12-01

To analyze the correlation between population characteristics and work ability of employees with a multilevel model, to investigate the important influencing factors for work ability, and to provide a basis for improvement in work ability. Work ability index (WAI)was applied to measure the work ability of 1686 subjects from different companies (n=6). MLwi N2.0 software was applied for two-level variance component model fitting. The WAI of employees showed differences between various companies (χ2=3.378 6, P=0.0660); working years was negatively correlated with WAI (χ2=38.229 2, P=0.0001), and the WAI of the employees with 20 or more working years was 1.63 lower than that of the employees with less than 20 working years; the work ability of manual workers was lower than that of mental-manual workers (χ2=8.2726, P=0.0040), and the work ability showed no significant difference between mental workers and mental-manual workers (χ2=2.086 0, P=0.148 7). From the perspective of probability, the multilevel model analysis reveals the differences in work ability of employees between different companies, and suggests that company, work type, and working years are the important influencing factors for work ability of employees. These factors should be improved and adjusted to protect or enhance the work ability of employees.

Work-Life Balance among Married Women Employees.

PubMed

Reddy, N Krishna; Vranda, M N; Ahmed, Atiq; Nirmala, B P; Siddaramu, B

2010-07-01

Family-work conflict (FWC) and work-family conflict (WFC) are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Studies have identified several variables that influence the level of WFC and FWC. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of WFC and FWC. However, these variables have been conceptualized as antecedents of WFC and FWC; it is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women. to study various factors which could lead to WFC and FWC among married women employees. The sample consisted of a total of 90 married working women of age between 20 and 50 years. WFC and FWC Scale was administered to measure WFC and FWC of working women. The obtained data were analyzed using descriptive and inferential statistics. Carl Pearson's Correlation was used to find the relationship between the different variables. The findings of the study emphasized the need to formulate guidelines for the management of WFCs at organizational level as it is related to job satisfaction and performance of the employees.

Attitudes towards disability management: A survey of employees returning to work and their supervisors.

PubMed

Busse, Jason W; Dolinschi, Roman; Clarke, Andrew; Scott, Liz; Hogg-Johnson, Sheilah; Amick, Benjamin C; Rivilis, Irina; Cole, Donald

2011-01-01

Return to work after a leave on disability is a common phenomenon, but little is known about the attitudes of employees or their supervisors towards the disability management process. We report on employee and supervisor feedback from one disability management experience. 389 consecutive employees from the Ontario offices of a single private Canadian insurance company returning to work from short-term disability, and their supervisors. We surveyed employees and their supervisors about their experience with, and attitudes towards, the disability management process. Of those surveyed, 88 employees and 75 supervisors provided data (response rates of 22.6% and 19.3% respectively). The majority of respondents (79.1% of employees and supervisors) endorsed positive attitudes towards their disability management experience. More than 25% of employees disagreed with the following three items: case managers contributed to recovery, case managers removed barriers to recovery, and sufficient support was provided in the return to work process. More than 25% of employees and managers reported that a commitment to modify an unhelpful work situation was not followed through. The majority of participating employees returning to work from short-term disability, and their supervisors, reported a high level of satisfaction with the disability management process. Areas that may benefit from attention include some aspects of case manager-employee interaction and ensuring that support during the return to work process is provided, including modification to work situations when appropriate.

Hanford analytical sample projections FY 1998--FY 2002

DOE Office of Scientific and Technical Information (OSTI.GOV)

Joyce, S.M.

1998-02-12

Analytical Services projections are compiled for the Hanford site based on inputs from the major programs for the years 1998 through 2002. Projections are categorized by radiation level, protocol, sample matrix and program. Analyses requirements are also presented. This document summarizes the Hanford sample projections for fiscal years 1998 to 2002. Sample projections are based on inputs submitted to Analytical Services covering Environmental Restoration, Tank Waste Remediation Systems (TWRS), Solid Waste, Liquid Effluents, Spent Nuclear Fuels, Transition Projects, Site Monitoring, Industrial Hygiene, Analytical Services and miscellaneous Hanford support activities. In addition, details on laboratory scale technology (development) work, Sample Management,more » and Data Management activities are included. This information will be used by Hanford Analytical Services (HAS) and the Sample Management Working Group (SMWG) to assure that laboratories and resources are available and effectively utilized to meet these documented needs.« less

Influence of shift work on cognitive performance in male business process outsourcing employees

PubMed Central

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-01-01

Background: India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. Aim: To study the cognitive functions in male BPO employees exposed to regular shifts. Settings and Design: Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Materials and Methods: Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. Results: BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Conclusion: Cognitive functions are impaired in BPO employees exposed to regular shift changes. PMID:23776319

20 CFR 220.10 - Disability for work in an employee's regular railroad occupation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... railroad occupation. 220.10 Section 220.10 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT DETERMINING DISABILITY Disability Under the Railroad Retirement Act for Work in an Employee's Regular Railroad Occupation § 220.10 Disability for work in an employee's regular...

The Association of Employee Engagement at Work With Health Risks and Presenteeism.

PubMed

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B

2017-10-01

Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created. The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.

The influence of work patterns on indicators of cardiometabolic risk in female hospital employees.

PubMed

Kirk, Megan; VanDenKerkhof, Elizabeth; Janssen, Ian; Tranmer, Joan

2015-05-01

This study explored the associations between work patterns and indicators of cardiometabolic risk in female hospital employees. Aspects of work environments potentially influence the health of employees; however, we have a poor understanding of how different hospital work patterns contribute to cardiovascular risk in female employees. We conducted a cross-sectional study of 466 female employees from 2 hospitals in Ontario. Data were collected through self-report, physical examination, and use of hospital administrative work data. In the adjusted analyses, full-time work status, extended shift length, and working 35 or more paid overtime hours per year were significantly associated with metabolic syndrome. Different work patterns increase cardiometabolic risk in female employees, suggesting a need to better monitor the health of the workforce and implement healthy workplace policy.

Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

ERIC Educational Resources Information Center

Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

2011-01-01

This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

Work-family conflict, cardiometabolic risk and sleep duration in nursing employees

PubMed Central

Berkman, Lisa F.; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M.

2015-01-01

The study investigates the associations of work-family conflict and other work and family conditions with objectively-measured outcomes cardiometabolic risk and sleep duration in a study of employees in nursing homes. Multilevel analyses are used to assess cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended care facilities in a single company. We examine work and family conditions in relation to two major study health outcomes: 1) a validated, Framingham cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin (HbA1c), body mass index (BMI), and self-reported tobacco consumption, and 2) wrist actigraphy-based measures of sleep duration. In fully-adjusted multi-level models, Work-To-Family conflict, but not Family-to-Work conflict was positively associated with cardiometabolic risk. Having a lower-level occupation (nursing assistants vs. nurses) was also associated with increased cardiometabolic risk, while being married and having younger children at home was protective. A significant age by Work-To-Family conflict interaction revealed that higher Work-To-Family conflict was more strongly associated with increased cardiometabolic risk in younger employees. With regard to sleep duration, high Family-To-Work Conflict was significantly associated with shorter sleep duration. In addition, working long hours and having younger children at home were both independently associated with shorter sleep duration. High Work-To-Family Conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict (i.e., Work-To-Family Conflict and Family-To-Work Conflict) may both pose threats to cardiometabolic risk and sleep duration for employees. This study contributes to the research on work- family conflict suggesting that Work-To-Family and Family-To-Work conflict are associated with specific outcomes. Translating

29 CFR 1960.28 - Employee reports of unsafe or unhealthful working conditions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employee reports of unsafe or unhealthful working... of unsafe or unhealthful working conditions. (a) The purpose of employee reports is to inform agencies of the existence of, or potential for, unsafe or unhealthful working conditions. A report under...

Return-to-Work Self-Efficacy and Actual Return to Work Among Long-Term Sick-Listed Employees.

PubMed

Volker, D; Zijlstra-Vlasveld, M C; Brouwers, E P M; van Lomwel, A G C; van der Feltz-Cornelis, C M

2015-06-01

Considering the costs incurred by sickness absence and the implications for the workers' quality of life, a fast return to work (RTW) is important. Self-efficacy (SE) seems to be an important predictor of RTW for employees with mental health problems. The predictive value of return-to-work self-efficacy (RTW-SE) has not been examined in employees on long-term sickness absence due to any cause. The aim of this study is to investigate whether RTW-SE is a predictor of time to RTW in long-term sick-listed employees with all-cause sickness absence. Furthermore, the relative contribution of RTW-SE in predicting RTW will be examined compared to health-related, job-related and personal factors. In a longitudinal study, sick-listed employees who were currently on sick leave for more than 4 weeks filled out a self-report questionnaire. Demographics, health-related, personal, and job-related factors, and RTW-SE were measured. Employees were followed for 2 years to determine the duration until full RTW. Cox proportional hazards regression analyses were used to identify factors associated with time to RTW. Data were collected from 493 sick-listed employees. RTW-SE was a significant predictor of RTW. In a multivariate model, low RTW-SE, the thought of not being able to work while having symptoms (illness behaviour) and having chronic medical conditions were predictors of a longer duration until RTW. When guiding long-term sick-listed employees, it is important to focus on factors such as SE and illness behaviour, instead of just focusing on the symptoms of the sick-listed employee.

"It's still a great adventure" - exploring offshore employees' working conditions in a qualitative study.

PubMed

Mette, Janika; Velasco Garrido, Marcial; Harth, Volker; Preisser, Alexandra M; Mache, Stefanie

2017-01-01

Despite the particular demands inherent to offshore work, little is known about the working conditions of employees in the German offshore wind industry. To date, neither offshore employees' job demands and resources, nor their needs for improving the working conditions have been explored. Therefore, the aim of this study was to conduct a qualitative analysis to gain further insight into these topics. Forty-two semi-structured telephone interviews with German offshore employees ( n  = 21) and offshore experts ( n  = 21) were conducted. Employees and experts were interviewed with regard to their perceptions of their working conditions offshore. In addition, employees were asked to identify areas with potential need for improvement. The interviews were analysed in a deductive-inductive process according to Mayring's qualitative content analysis. Employees and experts reported various demands of offshore work, including challenging physical labour, long shifts, inactive waiting times, and recurrent absences from home. In contrast, the high personal meaning of the work, regular work schedule (14 days offshore, 14 days onshore), and strong comradeship were highlighted as job resources. Interviewees' working conditions varied considerably, e.g. regarding their work tasks and accommodations. Most of the job demands were perceived in terms of the work organization and living conditions offshore. Likewise, employees expressed the majority of needs for improvement in these areas. Our study offers important insight into the working conditions of employees in the German offshore wind industry. The results can provide a basis for further quantitative research in order to generalize the findings. Moreover, they can be utilized to develop needs-based interventions to improve the working conditions offshore.

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.

41 CFR 102-5.105 - May others accompany an employee using home-to-work transportation?

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee using home-to-work transportation? 102-5.105 Section 102-5.105 Public Contracts and Property...-HOME-TO-WORK TRANSPORTATION Authorizing Home-to-Work Transportation § 102-5.105 May others accompany an employee using home-to-work transportation? Yes, an employee authorized home-to-work transportation may...

Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees.

PubMed

Berkman, Lisa F; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M

2015-10-01

We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions. (c) 2015 APA, all rights reserved).

Need satisfaction and employees' recovery state at work: A daily diary study.

PubMed

van Hooff, Madelon L M; Geurts, Sabine A E

2015-07-01

The present study aimed to advance insight in the associations between employees' daily effort expenditure at work and their recovery state during the workday, and specifically focused on the role of daily work-related need satisfaction in this process. We examined (a) if high intrinsic work motivation and low self-control effort act as mediating mechanisms underlying the beneficial role of need satisfaction, and (b) to what extent need satisfaction mitigates the adverse effects of high job demands (work pressure and cognitive demands) on employee recovery. Data were collected by means of a 5-day daily diary study (2 measurements daily: in the morning before work, and at the end of the workday) among 68 participants. Multilevel analyses showed that need satisfaction at work was related to a beneficial recovery state at the end of the workday, and that this association was mediated by high intrinsic work motivation and low self-control effort. Furthermore, need satisfaction attenuated the adverse effects of high work pressure on employee recovery. All in all, this study increased our understanding of employees' daily effort and recovery processes at work, and highlighted the beneficial role of need satisfaction at work. (c) 2015 APA, all rights reserved).

Employee decision-making about disclosure of a mental disorder at work.

PubMed

Toth, Kate E; Dewa, Carolyn S

2014-12-01

Fear of stigma may lead employees to choose not to disclose a mental disorder in the workplace, thereby limiting help-seeking through workplace accommodation. Research suggests that various factors are considered in making decisions related to disclosure of concealable stigmatizing attributes, yet limited literature explores such decision-making in the context of mental disorder and work. The purpose of this grounded theory study was to develop a model of disclosure specific to mental health issues in a work context. In-depth interviews were conducted with 13 employees of a post-secondary educational institution in Canada. Data were analyzed according to grounded theory methods through processes of open, selective, and theoretical coding. Findings indicated that employees begin from a default position of nondisclosure that is attributable to fear of being stigmatized in the workplace as a result of the mental disorder. In order to move from the default position, employees need a reason to disclose. The decision-making process itself is a risk-benefit analysis, during which employees weigh risks and benefits within the existing context as they assess it. The model identifies that fear of stigmatization is one of the problems with disclosure at work and describes the disclosure decision-making process. Understanding of how employees make decisions about disclosure in the workplace may inform organizational policies, practices, and programs to improve the experiences of individuals diagnosed with a mental disorder at work. The findings suggest possible intervention strategies in education, policy, and culture for reducing stigma of mental disorders in the workplace.

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.

The horizontal working mobility of employees with garment technique educational background

NASA Astrophysics Data System (ADS)

Supraptono, Eko; Sudana, I. Made; Rini, Sri Hastuti Eko

2018-03-01

The purposes of this report are: 1) to know how is the working mobility for garment employees, 2) to analyze the factors that caused working mobility, and new working orientation who searched by garment employees. This research is using qualitative and quantitative approach. The Informant in this research is gotten by purposive action. The data collecting techniques are observations, interviews, and documentations. The data analysis is using descriptive qualitative analysis by observing every aspect. The result of research shows that the criteria of the labor migration was high. It can be seen from Ungaran Sari Garment Company. The length of the migration is high, between 1 until 6 months. and the types of new job that searched by the employees is appropriate job vacancy with their competence. Some factors that influence the working mobility are mental of the workers and company management system. The orientation of the new job is feeling comfortable while working.

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,…

Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study

PubMed Central

Buxton, Orfeu M.; Lee, Soomi; Beverly, Chloe; Berkman, Lisa F.; Moen, Phyllis; Kelly, Erin L.; Hammer, Leslie B.; Almeida, David M.

2016-01-01

Study Objectives: Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Methods: Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Results: Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Conclusions: Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. Citation: Buxton OM, Lee S, Beverly C, Berkman LF, Moen P, Kelly EL, Hammer LB, Almeida DM. Work-family conflict and employee sleep: evidence from IT workers

Heart rate variability changes in business process outsourcing employees working in shifts.

PubMed

Kunikullaya, Kirthana U; Kirthi, Suresh K; Venkatesh, D; Goturu, Jaisri

2010-10-31

Irregular and poor quality sleep is common in business process outsourcing (BPO) employees due to continuous shift working. The influence of this on the cardiac autonomic activity was investigated by the spectral analysis of heart rate variability (HRV). 36 night shift BPO employees (working from 22:00 to 06:00h) and 36 age and sex matched day shift BPO employees (working from 08:00 to 16:00h) were recruited for the study. Five minute electrocardiogram (ECG) was recorded in all the subjects. Heart rate variability was analyzed by fast Fourier transformation using RMS Vagus HRV software. The results were analyzed using Mann Whitney U test, Student t-test, Wilcoxon signed rank test and were expressed as mean ± SD. Sleepiness was significantly higher among night shift workers as measured by Epworth Sleepiness Scale (p<0.001). Night shift BPO employees were found to have a trend towards lower values of vagal parameters - HF power (ms(2)), and higher values of sympathovagal parameters like LF Power (ms(2)) and the LF/HF power (%) suggesting decreased vagal activity and sympathetic over activity, when compared to day shift employees. However, HRV parameters did not vary significantly between the day shift employees and night shift workers baseline values, and also within the night shift group. Night shift working increased the heart rate and shifted the sympathovagal balance towards sympathetic dominance and decreased vagal parameters of HRV. This is an indicator of unfavorable change in the myocardial system, and thus shows increased risk of cardiovascular disease among the night shift employees.

Linking interprofessional work to outcomes for employees: A meta-analysis.

PubMed

Kaiser, Sabine; Patras, Joshua; Martinussen, Monica

2018-06-01

The aim of this meta-analysis of studies of workers in the health and social care sector was to examine the relationship between interprofessional work and employee outcomes of job stress, autonomy, burnout, engagement, job satisfaction, turnover intention, and perceived service quality, and to examine the influence of different moderators on those relationships. A systematic literature search of the PsycInfo, Embase, Medline, and the Cumulative Index to Nursing and Allied Health Literature databases was conducted to identify relevant articles. A total of 45 articles with results for 53 independent samples was included in the meta-analysis. A random effects model was used to estimate the mean effect sizes (correlations). Most employees were nurses working in hospitals. Interprofessional work was weakly negatively associated with job stress, burnout, and turnover intention (range mean r = -.13 to -.22); and was moderately positively associated with autonomy, engagement, job satisfaction, and perceived service quality (range mean r =.33 to .46). When feasible, interprofessional work was categorized as teamwork (most intensive), collaboration, or cooperation. Teamwork, the most intense of three forms of interprofessional work, promoted lower burnout and turnover intention. The results of this meta-analysis suggest that interprofessional work is linked to better well-being for employees in health and social care. © 2018 Wiley Periodicals, Inc.

Work and health: A comparison between Norwegian onshore and offshore employees.

PubMed

Bjerkan, Anne Mette

2011-01-01

The effect of work-related variables on self reported health complaints were examined among Norwegian onshore and offshore oil workers. Differences in work and health perceptions were also examined as part of the paper. Employees working onshore and offshore in the maintenance and modification division of a large contractor company took part in the study (N=414, response rate 47.1%). The design of the study was a cross-sectional survey. A questionnaire was distributed to onshore personnel while at work - in cooperation with the personnel safety representative - and sent to the home addresses of the offshore personnel. Offshore workers perceived significantly more hazards associated with the work and experienced less control over the work pace compared to onshore workers. Onshore workers experienced significantly more pressure at work and their work tasks as more repetitive. Differences in health perceptions were identified in terms of job type in the onshore and offshore groups respectively. Different work-related factors influenced the self-reported health complaints among onshore and offshore workers. Workers in different work environments and in different job types encounter different type of threats to employee health, indicating that job type must be taken into account when studying the relationship between work-related factors and employee health.

20 CFR 10.207 - May an employee who returns to work, then stops work again due to the effects of the injury...

Code of Federal Regulations, 2012 CFR

2012-04-01

... stops work again due to the effects of the injury, receive COP? 10.207 Section 10.207 Employees... Eligibility for Cop § 10.207 May an employee who returns to work, then stops work again due to the effects of the injury, receive COP? If the employee recovers from disability and returns to work, then becomes...

20 CFR 10.207 - May an employee who returns to work, then stops work again due to the effects of the injury...

Code of Federal Regulations, 2011 CFR

2011-04-01

... stops work again due to the effects of the injury, receive COP? 10.207 Section 10.207 Employees... Eligibility for Cop § 10.207 May an employee who returns to work, then stops work again due to the effects of the injury, receive COP? If the employee recovers from disability and returns to work, then becomes...

20 CFR 10.207 - May an employee who returns to work, then stops work again due to the effects of the injury...

Code of Federal Regulations, 2013 CFR

2013-04-01

... stops work again due to the effects of the injury, receive COP? 10.207 Section 10.207 Employees... Eligibility for Cop § 10.207 May an employee who returns to work, then stops work again due to the effects of the injury, receive COP? If the employee recovers from disability and returns to work, then becomes...

20 CFR 10.207 - May an employee who returns to work, then stops work again due to the effects of the injury...

Code of Federal Regulations, 2014 CFR

2014-04-01

... stops work again due to the effects of the injury, receive COP? 10.207 Section 10.207 Employees... Eligibility for Cop § 10.207 May an employee who returns to work, then stops work again due to the effects of the injury, receive COP? If the employee recovers from disability and returns to work, then becomes...

20 CFR 10.207 - May an employee who returns to work, then stops work again due to the effects of the injury...

Code of Federal Regulations, 2010 CFR

2010-04-01

... stops work again due to the effects of the injury, receive COP? 10.207 Section 10.207 Employees... Eligibility for Cop § 10.207 May an employee who returns to work, then stops work again due to the effects of the injury, receive COP? If the employee recovers from disability and returns to work, then becomes...

Work-related risk factors for workplace violence among Korean employees.

PubMed

Lee, Hye-Eun; Kim, Hyoung-Ryoul; Park, Jung Sun

2014-01-01

The aim of this study was to identify work-related risk factors for workplace violence in a representative sample of Korean employees. We analyzed the associations between work-related factors and workplace violence in 29,171 employees using data from the 2011 Korean Working Conditions Survey. The survey included questions about verbal abuse, unwanted sexual attention, threats and behavior that humiliated the victim, physical violence, bullying/harassment and sexual harassment, and a respondent who answered yes to any of these 6 items was considered a victim of workplace violence. The prevalences of verbal abuse, unwanted sexual attention and threats/behavior that humiliated victims in the month preceding the study were 4.8, 1.0 and 1.5%, respectively. The prevalences of physical violence, bullying/harassment and sexual harassment in the year preceding the study were 0.7, 0.3 and 0.4%, respectively. Service workers had higher prevalences of overall workplace violence. Non-regular workers (OR=2.38, 95% CI=2.01-2.84), working more than 60 hours per week as opposed to 40-48 hours per week (OR=1.83, 95% CI=1.45-2.31) and night shift work (OR=1.88, 95% CI=1.54-2.30) were significant risk factors associated with workplace violence. Long working hours, job insecurity and night shift work were associated with a significant increase in workplace violence among Korean employees.

How Can Supervisors Contribute to the Return to Work of Employees Who have Experienced Depression?

PubMed

Negrini, Alessia; Corbière, Marc; Lecomte, Tania; Coutu, Marie-France; Nieuwenhuijsen, Karen; St-Arnaud, Louise; Durand, Marie-José; Gragnano, Andrea; Berbiche, Djamal

2018-06-01

Background In Western countries, work disability due to depression is a widespread problem that generates enormous costs. Objective The goal of this study was to determine the types and prevalence of supervisor contributions during the different phases of the return-to-work (RTW) process (before and during the sick-leave absence, and during the RTW preparations) of employees diagnosed with depression. Moreover, we sought to determine which contributions actually facilitate employees' RTW, and to identify the work accommodations most frequently implemented by supervisors at the actual time of their employee's RTW. Methods Telephone interviews were conducted in Québec (Canada) with 74 supervisors working with employees who were already back at work or still on sick leave due to depression. A sub-sample of 46 supervisors who had already taken measures to facilitate their employees' RTW was questioned about the work accommodations implemented. Results Most of the supervisors got along well with their employees before their sick leave and 72% stayed in contact with them during their leave. Nearly 90% of the supervisors encouraged their employees to focus primarily on their recovery before their RTW, but 43% pressured their employees to RTW as soon as possible. Cox regression analyses performed for the entire sample revealed that "the supervisors' intention to take measures to facilitate their employees' RTW" was the only significant predictor of the RTW at the time of the interview. The Kaplan-Meier survival curve showed that 50% of the employees were expected to RTW within the first 8 months of absence. Four of the most frequently implemented work accommodations were actions directly involving the supervisor (i.e. providing assistance, feedback, recognition, and emotional support to the employee). Conclusions This study shed light on the less explored point of view of the supervisor involved in the RTW process of employees post-depression. It highlighted the most

System Dynamics Model and Simulation of Employee Work-Family Conflict in the Construction Industry

PubMed Central

Wu, Guangdong; Duan, Kaifeng; Zuo, Jian; Yang, Jianlin; Wen, Shiping

2016-01-01

The construction industry is a demanding work environment where employees’ work-family conflict is particularly prominent. This conflict has a significant impact on job and family satisfaction and performance of employees. In order to analyze the dynamic evolution of construction industry employee’s work-family conflict between work and family domains, this paper constructs a bi-directional dynamic model framework of work-family conflict by referring to the relevant literature. Consequently, a system dynamics model of employee’s work-family conflict in the construction industry is established, and a simulation is conducted. The simulation results indicate that construction industry employees experience work interference with family conflict (WIFC) levels which are significantly greater than the family interference with work conflict (FIWC) levels. This study also revealed that improving work flexibility and organizational support can have a positive impact on the satisfaction and performance of construction industry employees from a work and family perspective. Furthermore, improving family support can only significantly improve employee job satisfaction. PMID:27801857

The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP).

PubMed

Soeker, Shaheed; Matimba, Tandokazi; Machingura, Last; Msimango, Henry; Moswaane, Bobo; Tom, Sinazo

2015-01-01

Employee assistance programs (EAPs) are responsible for helping employees cope with problems such as: mental distress, alcoholism and other drug dependencies, marital and financial difficulties--in short, the whole host of personal and family troubles endemic to the human condition. The study explored the challenges that employees who abuse substances experience when returning to work after the completion of an employee assistance program. The study used a qualitative exploratory descriptive research design. Three male participants and two key informants participated in the study. One semi structured interview was conducted with each one of the participants and one semi structured interview with the key informants. Four themes emerged: 1) Loss of one's worker role identity, 2) Negative influences of the community continues to effect the success of EAP, 3) EAP as a vehicle for change and, 4) Healthy occupations strengthen EAP. This study portrayed the following: how substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs. Occupational therapists could use the health promotion approach, work simplification, energy conservation techniques and ergonomic analysis techniques.

[Return to Work Strategies of Employees who Experienced Depression: Employers and HR's Perspectives].

PubMed

Corbière, Marc; Lecomte, Tania; Lachance, Jean-Philippe; Coutu, Marie-France; Negrini, Alessia; Laberon, Sonia

Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers' and human resources' perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work

Limitations on work and attendance rates after employees with cancer returned to work at a single manufacturing company in Japan.

PubMed

Ohguri, Takayuki; Narai, Rie; Funahashi, Atsushi; Nishiura, Chihiro; Yamashita, Tsuyoshi; Yarita, Keiichiro; Korogi, Yukunori

2009-01-01

The purpose of this study was to evaluate the work limitations and attendance rates after employees diagnosed with cancer returned to work from sick leave, and to identify the related factors for the limitations and attendance rates at a single manufacturing company in Japan. This study retrospectively analyzed 129 men and 4 women, employed in a single manufacturing industry, who returned to work after sick leave due to newly diagnosis of cancer. Limitations on work after the return to work were enforced in the workplace based on an industrial physician's evaluation. All the employees who needed measures for work were examined by the industrial physicians every 1-6 months until the termination of such work limitations. Limitations on work after the return to work were enforced for 79 (59%) employees (36 employees with alteration of work, 31 with prohibition of shift work and 55 with prohibition of overtime work). A higher degree of work limitations was significantly correlated with work-related factors before sick leave (i.e. shift work, production line) as well as disease/treatment-related factors (i.e. chemotherapy, recurrence/metastasis), while the attendance rates after the return to work were not correlated with adverse work-related factors before sick leave. The enforcement of work limitations for employees with cancer was relatively common and was based on both disease/treatment- and work-related factors, and this phenomenon may play an important role in the return to work as well as the successful continuation of work after cancer survivors return to work.

20 CFR 10.515 - What actions must the employee take with respect to returning to work?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false What actions must the employee take with respect to returning to work? 10.515 Section 10.515 Employees' Benefits OFFICE OF WORKERS' COMPENSATION... EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefits Return to Work-Employee's Responsibilities § 10...

Work health determinants in employees without sickness absence.

PubMed

Schell, E; Theorell, T; Nilsson, B; Saraste, H

2013-01-01

Working ability is known to be related to good physical condition, clear work tasks, positive feedback and other occupational, organizational and psychosocial factors. In Sweden, high levels of sickness absence are due to stress-related disorders and musculoskeletal pain. To identify work health characteristics in a working population with a large variety of professional skills and occupational tasks. Employers' data on occupation, sickness absence, age and gender in a working population of 11 occupational groups and questionnaire responses regarding work-organization, environment, work stress, pain, health, and socio-demographic factors were collected. Employees with no history of sick-leave were compared with those with a history of sick-leave (1-182 days, mean 25 days). Of 2641 employees, 1961 participated. Those with no history of sick-leave reported less work-related pain, work-related stress, sleep disturbances, worry about their health, 'sick-presenteeism', monotonous work, bent and twisted working positions and exposure to disturbing noise than those with a history of sick-leave (P < 0.001). They also reported better health, support from superiors, having influence on their working hours and evening and week-end working, longer working hours per week (P < 0.001) and more regular physical training (P < 0.01). Socio-demographic factors were less important than gender, and differences in responses between occupational groups were also found. Workers without a history of sick-leave experienced less stress, sleep disturbances, worry about their own health and less neck, shoulder and back pain and more support from their superiors and influence on their working hours.

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.

Does employee involvement work? Yes, sometimes.

PubMed

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

Inter-physician agreement on the readiness of sick-listed employees to return to work.

PubMed

Schreuder, Jolanda A H; Roelen, Corné A M; de Boer, Mintje; Brouwer, Sandra; Groothoff, Johan W

2012-01-01

To determine the agreement between occupational physician (OP) ratings of an employee's readiness to return to work (RRTW). Anonymized written vignettes of 132 employees, sick-listed for at least 3 weeks, were reviewed by 5 OPs. The OPs intuitively rated RRTW as the ability (knowledge and skills) and willingness (motivation and confidence) of sick-listed employees to resume work. Inter-OP percentages of agreement were calculated and Cohen's kappas (κ) were determined to correct for agreement by chance. The percentage of agreement between OPs was 57% (range 39-89%) on the ability and 63% (range 48-87%) on the willingness of sick-listed employees to resume work. The mean κ was 0.14 (range from -0.21 to 0.79) for ability and 0.25 (range from -0.11 to 0.74) for willingness. The OP-rating of RRTW of employees sick-listed with mental disorders did not differ from the OP-rating of RRTW of employees with musculoskeletal disorders. The inter-OP agreement on intuitively rated RRTW showed a wide variability, which accentuates the need for instruments to establish an employee's RRTW and for training in giving well founded return to work recommendations.

Toward a Conceptual Clarification of Employee Responses to Flexible Working Hours: A Work Adjustment Approach.

ERIC Educational Resources Information Center

Pierce, Jon L.; Newstrom, John W.

1980-01-01

Elaborates on a work adjustment model to explain how flexible working hours can influence employee satisfaction, performance, absenteeism, tenure, organizational commitment, and job involvement. Discusses need fulfillment, stress reduction, and the harmonization of work with human circadian rhythms. (Author/RC)

Resources for work-related well-being: a qualitative study about healthcare employees' experiences of relationships at work.

PubMed

Schön Persson, Sophie; Nilsson Lindström, Petra; Pettersson, Pär; Nilsson, Marie; Blomqvist, Kerstin

2018-05-23

The aim of this study was to explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur?. Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. The design of the study was qualitative and exploratory. Qualitative interview studies were conducted with twenty-three healthcare employees in municipal healthcare. Thematic analysis was used to analyse the data. Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (i) Being personal - a close interpersonal relationship to a care recipient - and (ii) Colleague belongingness - a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were antecedents for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were antecedents for a sense of togetherness within the working group. The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in healthcare are vital resources that must be considered to create sustainable workplaces, and consequently improve the quality of care. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

5 CFR 610.405 - Holiday for part-time employees on flexible work schedules.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Holiday for part-time employees on... part-time employees on flexible work schedules. If a part-time employee is relieved or prevented from... falls on a nonworkday of a part-time employee, he or she is not entitled to an in-lieu-of day for that...

Associations between the workplace-effort in psychosocial risk management and the employee-rating of the psychosocial work environment - a multilevel study of 7565 employees in 1013 workplaces.

PubMed

Thorsen, Sannie Vester; Madsen, Ida Elisabeth Huitfeldt; Flyvholm, Mari-Ann; Hasle, Peter

2017-07-01

This study examined the association between the workplace-effort in psychosocial risk management and later employee-rating of the psychosocial work environment. The study is based on data from two questionnaire surveys - one including 1013 workplaces and one including 7565 employees from these workplaces. The association was analyzed using multi-level linear regression. The association for five different trade-groups and for five different psychosocial work environment domains was examined. Limited but statistically significant better employee-ratings of the psychosocial work environment in the respective domains were observed among Danish workplaces that prioritized "development possibilities for employees," "recognition of employees," "employees influence on own work tasks," good "communication at the workplace," and "help to prevent work overload." Danish workplaces with a high effort in psychosocial risk management in the preceding year had a small but significantly more positive rating of the psychosocial work environment by the employees. However, future studies are needed to establish the causality of the associations.

Quality of Working Life: An Antecedent to Employee Turnover Intention

PubMed Central

Mosadeghrad, Ali Mohammad

2013-01-01

Background: The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organization. Methods: A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results: Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion: This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employees’ turnover. PMID:24596835

20 CFR 10.518 - Does OWCP provide services to help employees return to work?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Does OWCP provide services to help employees... provide services to help employees return to work? (a) OWCP may, in its discretion, provide vocational... help to tailor individual rehabilitation programs to employees' physical reconditioning and behavioral...

Work-family conflict and employee psychiatric disorders: the National Comorbidity Survey.

PubMed

Frone, M R

2000-12-01

This study examined the relation between work-family conflict and several types of psychiatric disorders: mood, anxiety, substance dependence, and substance abuse. Survey data were obtained from a representative national sample of 2,700 employed adults who were either married or the parent of a child 18 years old or younger. Hierarchical logistic regression analyses revealed that both work-to-family and family-to-work conflict were positively related to having a mood, anxiety, and substance dependence disorder. Depending on the type of work-family conflict and type of disorder, employees who reported experiencing work-family conflict often were 1.99-29.66 times more likely than were employees who reported no work-family conflict to experience a clinically significant mental health problem. No support was found for gender differences.

The Impact of Work Ability on Work Motivation and Health: A Longitudinal Study Based on Older Employees.

PubMed

Feißel, Annemarie; Swart, Enno; March, Stefanie

2018-05-01

Work participation is determined by work motivation and work ability with health as a significant component. Within the lidA-study, we explore the impact of work ability on work motivation and health with consideration of further influencing factors. Four thousand one hundred nine older employees were interviewed two times (t0 = 2011, t1 = 2014). Two multivariate analyses were performed regarding the influence of work ability on work motivation (Model 1) and health (Model 2). Within the multivariate analysis, of all the influencing factors, work ability has the strongest effect on work motivation (F = 37.761) and health (F = 76.402). It appears as a decisive determinant for both dimensions. Regarding the results, it is useful to focus on the work ability of older employees in order to maintain and boost their work motivation and health.

Factors promoting a successful return to work: from an employer and employee perspective.

PubMed

Jakobsen, Klara; Lillefjell, Monica

2014-01-01

Efforts have been made to explain the inability to return to work (RTW) due to employees' chronic musculoskeletal pain. Knowledge of factors facilitating the RTW process is however still limited. Based on the experiences of employees and employers, this study aims to identify factors promoting a successful return process for persons with chronic musculoskeletal pain. The findings from interviews, involving six employees with musculoskeletal pain, and five employers with various work experience, were analysed by Giorgi's phenomenological analysis through four stages. The major themes underlying the employees' comments for a successful RTW were identifying and mobilizing their personal resources, adapting a balanced daily life, and requiring a positive dialogue with family and their employer, while the employers underlined the need for a helpful adjustment at work and how they wanted to become more involved in the rehabilitation process. In conclusion our findings underline the need for extended collaboration between the employees, employer, and rehabilitation staff, and should encourage occupational therapists to direct even more of their expertise towards the situation at the workplace.

29 CFR 785.23 - Employees residing on employer's premises or working at home.

Code of Federal Regulations, 2010 CFR

2010-07-01

... on employer's premises or working at home. An employee who resides on his employer's premises on a... 29 Labor 3 2010-07-01 2010-07-01 false Employees residing on employer's premises or working at home. 785.23 Section 785.23 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION...

Justice at Work, Job Stress, and Employee Health

ERIC Educational Resources Information Center

Fujishiro, Kaori; Heaney, Catherine A.

2009-01-01

A small but growing literature has documented an association between justice at work and employee health. However, the pathways and mechanisms underlying this association are not well understood. This article proposes a conceptual framework that bridges the organizational justice, occupational stress, and occupational epidemiology literatures.…

5 CFR 610.407 - Premium pay for holiday work for employees on compressed work schedules.

Code of Federal Regulations, 2010 CFR

2010-01-01

... schedule who performs work on a holiday is entitled to basic pay, plus premium pay at a rate equal to basic pay, for the work that is not in excess of the employee's compressed work schedule for that day. For... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Premium pay for holiday work for...

Formulating a return-to-work decision for employees with major depressive disorders: occupational therapists’ experiences

PubMed Central

Ramano, Enos

2016-01-01

Background Major depressive disorder (MDD) is worldwide one of the most concerning health problems as it is associated with reduced work productivity and permanent disability. Occupational therapists are often called upon to make a return-to-work decision on employees with MDD in order to facilitate continued employment. Sustaining employment is in alignment with achieving the Millennium Development Goal 1: Eradicating extreme poverty, as it is known that people suffering from mental health disorders are frequently denied employment opportunities leading to reduced financial resources and therefore possible poverty. Aim This study described occupational therapists’ experiences of formulating a return-to-work decision on employees with MDD. It formed part of a larger study. Setting Occupational therapists working in vocational rehabilitation or mental health in South Africa with a postgraduate qualification in vocational rehabilitation or mental health participated in the study. Method A qualitative research design was used. Two separate focus groups explored 11 occupational therapists’ experiences of formulating a return-to-work decision on employees with MDD. Ethics clearance number: S34/2007. Results Seven themes emerged, which were, (1) the biographical profile of the employee, (2) point of view of employer, (3) point of view of employee, (4) point of view of occupational therapist, (5) declaring the employee as temporary incapacitated, (6) declaring the employee as permanently incapacitated and (7) employee’s level of motivation. Conclusion Occupational therapists ought to have sound knowledge, skill, experience and the ability to collaborate with employees and employers in formulating a return-to-work decision. PMID:27380839

The changing psychological contract at work and employee burnout.

PubMed

Malach Pines, Ayala

2002-01-01

Today we stand in a vortex of technological, economic, and cultural changes that altered dramatically the world of labor and with it the psychological contract between employers and employees. While the effects of the changed contract at work are usually addressed from an organizational, social or economic perspective, the current article addresses it from a psychological perspective from which one noteworthy cost of the changed psychological contract is employee burnout. The article describes burnout, differentiates it from stress, and proposes an existential perspective to explain its underlying dynamic, using the results of a cross-cultural study of Israeli and American managers as an example. Recent studies on gender differences in management are used to point in the recommended for preventing employee burnout, despite the new psychological contract, namely--a democratic, egalitarian management style.

The impact of employee level and work stress on mental health and GP service use: an analysis of a sample of Australian government employees.

PubMed

Parslow, Ruth A; Jorm, Anthony F; Christensen, Helen; Broom, Dorothy H; Strazdins, Lyndall; D' Souza, Rennie M

2004-09-30

This study sought to identify the extent to which employee level and work stressors were associated with mental health problems experienced by Australian government employees, and with their use of primary care services. 806 government employees aged between 40 and 44 years were surveyed as part of an epidemiological study conducted in Australia. Data collected from participants included sociodemographic attributes, physical health, psychological measures and work stressors relating to job control, job demands, job security and skills discretion at work. For 88% of these participants, information on visits made to general practitioners (GPs) for the six months before and after their survey interview was obtained from health insurance records. When work stress and personal factors were taken into account, men at more junior levels reported better mental health, more positive affect and used fewer GP services. Women at middle-management levels obtained less GP care than their more senior counterparts. Both men and women who reported higher levels of work stress were found to have poorer mental health and well-being. The impact of such stressors on GP service use, however, differed for men and women. Measures of work stress and not employee level affect the mental health and well-being of government employees. For governments with responsibility for funding health care services, reducing work stress experienced by their own employees offers potential benefits by improving the health of their workforce and reducing outlays for such services.

Work-Family Conflict and Employee Sleep: Evidence from IT Workers in the Work, Family and Health Study.

PubMed

Buxton, Orfeu M; Lee, Soomi; Beverly, Chloe; Berkman, Lisa F; Moen, Phyllis; Kelly, Erin L; Hammer, Leslie B; Almeida, David M

2016-10-01

Work-family conflict is a threat to healthy sleep behaviors among employees. This study aimed to examine how Work-to-Family Conflict (demands from work that interfere with one's family/personal life; WTFC) and Family-to-Work Conflict (demands from family/personal life that interfere with work; FTWC) are associated with several dimensions of sleep among information technology workers. Employees at a U.S. IT firm (n = 799) provided self-reports of sleep sufficiency (feeling rested upon waking), sleep quality, and sleep maintenance insomnia symptoms (waking up in the middle of the night or early morning) in the last month. They also provided a week of actigraphy for nighttime sleep duration, napping, sleep timing, and a novel sleep inconsistency measure. Analyses adjusted for work conditions (job demands, decision authority, schedule control, and family-supportive supervisor behavior), and household and sociodemographic characteristics. Employees who experienced higher WTFC reported less sleep sufficiency, poorer sleep quality, and more insomnia symptoms. Higher WTFC also predicted shorter nighttime sleep duration, greater likelihood of napping, and longer nap duration. Furthermore, higher WTFC was linked to greater inconsistency of nighttime sleep duration and sleep clock times, whereas higher FTWC was associated with more rigidity of sleep timing mostly driven by wake time. Results highlight the unique associations of WTFC/FTWC with employee sleep independent of other work conditions and household and sociodemographic characteristics. Our novel methodological approach demonstrates differential associations of WTFC and FTWC with inconsistency of sleep timing. Given the strong associations between WTFC and poor sleep, future research should focus on reducing WTFC. © 2016 Associated Professional Sleep Societies, LLC.

Work-Family Conflict Among Employees and the Self-Employed Across Europe.

PubMed

Annink, Anne; den Dulk, Laura; Steijn, Bram

This article examines the level of work-family conflict of self-employed persons, a changing but neglected group in work-life research, compared to employees in Europe. Differences between the two groups are explained by looking at job demands and resources. The inclusion of work-family state support makes it possible to examine differences between countries. Multilevel analysis has been applied to data from the European Social Survey (ESS 2010). The results show that job demands and resources operate differently for employees and the self-employed. The relationship between employment type and WFC is mediated mainly by job demands such as working hours, working at short notice, job insecurity and supervisory work. The results also reveal variation across countries that cannot be explained by state support, signalling the need for a more complete understanding of WFC from a cross-national perspective.

Social capital at work as a predictor of employee health: multilevel evidence from work units in Finland.

PubMed

Oksanen, Tuula; Kouvonen, Anne; Kivimäki, Mika; Pentti, Jaana; Virtanen, Marianna; Linna, Anne; Vahtera, Jussi

2008-02-01

The majority of previous research on social capital and health is limited to social capital in residential neighborhoods and communities. Using data from the Finnish 10-Town study we examined social capital at work as a predictor of health in a cohort of 9524 initially healthy local government employees in 1522 work units, who did not change their work unit between 2000 and 2004 and responded to surveys measuring social capital at work and health at both time-points. We used a validated tool to measure social capital with perceptions at the individual level and with co-workers' responses at the work unit level. According to multilevel modeling, a contextual effect of work unit social capital on self-rated health was not accounted for by the individual's socio-demographic characteristics or lifestyle. The odds for health impairment were 1.27 times higher for employees who constantly worked in units with low social capital than for those with constantly high work unit social capital. Corresponding odds ratios for low and declining individual-level social capital varied between 1.56 and 1.78. Increasing levels of individual social capital were associated with sustained good health. In conclusion, this longitudinal multilevel study provides support for the hypothesis that exposure to low social capital at work may be detrimental to the health of employees.

Using the WEIS-SR to evaluate employee perceptions of their college work environment.

PubMed

Dorsey, Julie; Kaye, Miranda; Barratt, Jennifer; Biondi, Jennifer; Habrial, Amanda; Lane, Amanda; Marinelli, Victoria; Paulino, Tiffany; Singletary, Amanda

2016-04-06

Colleges have been experiencing reduced resource allocations, shifting student expectations, and organizational change. These changes increase employee stress at all levels. Ensuring that employee needs are being met and promoting a healthy and productive workforce has never been more important. To investigate employees' current perceptions of their work environments using the Work Environment Impact Scale-Self Rating (WEIS-SR). Full and part time employees on a small college campus in the United States were surveyed using the WEIS-SR through an online survey program to protect their anonymity. Perception of staffing levels, workplace support for a healthy lifestyle, number of supervisors, and personal health ratings contributed to employee perceptions of their work environment. There were also differences between staff, administration, and tenured and non-tenured faculty. From an occupational performance perspective, valuable information on employees' levels of volition, performance capacity and habituation, and perceptions of their physical and social environment in relation to their work environments was obtained. Further support for the use of the WEIS-SR and psychometric properties of the instrument (reliability and validity) was obtained.

Plutonium-related work and cause-specific mortality at the United States Department of Energy Hanford Site.

PubMed

Wing, Steve; Richardson, David; Wolf, Susanne; Mihlan, Gary

2004-02-01

Health effects of working with plutonium remain unclear. Plutonium workers at the United States Department of Energy (US-DOE) Hanford Site in Washington State, USA were evaluated for increased risks of cancer and non-cancer mortality. Periods of employment in jobs with routine or non-routine potential for plutonium exposure were identified for 26,389 workers hired between 1944 and 1978. Life table regression was used to examine associations of length of employment in plutonium jobs with confirmed plutonium deposition and with cause specific mortality through 1994. Incidence of confirmed internal plutonium deposition in all plutonium workers was 15.4 times greater than in other Hanford jobs. Plutonium workers had low death rates compared to other workers, particularly for cancer causes. Mortality for several causes was positively associated with length of employment in routine plutonium jobs, especially for employment at older ages. At ages 50 and above, death rates for non-external causes of death, all cancers, cancers of tissues where plutonium deposits, and lung cancer, increased 2.0 +/- 1.1%, 2.6 +/- 2.0%, 4.9 +/- 3.3%, and 7.1 +/- 3.4% (+/-SE) per year of employment in routine plutonium jobs, respectively. Workers employed in jobs with routine potential for plutonium exposure have low mortality rates compared to other Hanford workers even with adjustment for demographic, socioeconomic, and employment factors. This may be due, in part, to medical screening. Associations between duration of employment in jobs with routine potential for plutonium exposure and mortality may indicate occupational exposure effects. Copyright 2004 Wiley-Liss, Inc.

Individual Differences: Factors Affecting Employee Utilization of Flexible Work Arrangements

ERIC Educational Resources Information Center

Lambert, Alysa D.; Marler, Janet H.; Gueutal, Hal G.

2008-01-01

This study investigated individual and organizational factors that predict an individual's choice to use flexible work arrangements (FWAs). Survey data was collected from 144 employees in two different organizations. The results revealed several significant predictors of FWAs: tenure, hours worked per week, supervisory responsibilities,…

Associations between the workplace-effort in psychosocial risk management and the employee-rating of the psychosocial work environment – a multilevel study of 7565 employees in 1013 workplaces

PubMed Central

Thorsen, Sannie Vester; Madsen, Ida Elisabeth Huitfeldt; Flyvholm, Mari-Ann; Hasle, Peter

2017-01-01

Aims: This study examined the association between the workplace-effort in psychosocial risk management and later employee-rating of the psychosocial work environment. Method: The study is based on data from two questionnaire surveys – one including 1013 workplaces and one including 7565 employees from these workplaces. The association was analyzed using multi-level linear regression. The association for five different trade-groups and for five different psychosocial work environment domains was examined. Results: Limited but statistically significant better employee-ratings of the psychosocial work environment in the respective domains were observed among Danish workplaces that prioritized “development possibilities for employees,” “recognition of employees,” “employees influence on own work tasks,” good “communication at the workplace,” and “help to prevent work overload.” Conclusion: Danish workplaces with a high effort in psychosocial risk management in the preceding year had a small but significantly more positive rating of the psychosocial work environment by the employees. However, future studies are needed to establish the causality of the associations. PMID:28393650

The influence of demographics and work related goals on adaptive development for work related learning amongst private hospital employees.

PubMed

Tones, Megan; Pillay, Hitendra; Fraser, Jennifer

2010-01-01

Contemporary lifespan development models of adaptive development have been applied to the workforce to examine characteristics of the ageing employee. Few studies have examined adaptive development in terms of worker perceptions of workplace, or their learning and development issues. This study used the recently developed Revised Learning and Development Survey to investigate employee selection and engagement of learning and development goals, opportunities for learning and development at work, and constraints to learning and development at work. Demographic and career goal variables were tested amongst a sample of private hospital employees, almost all of whom were nurses. Workers under 45 years of age perceived greater opportunities for training and development than more mature aged workers. Age and physical demands interacted such that physical demands of work were associated with lower engagement in learning and development goals in mature aged workers. The opposite was observed amongst younger workers. Engagement in learning and development goals at work predicted goals associated with an intention to decrease work hours or change jobs to a different industry when opportunities to learn via work tasks were limited. At the same time limited opportunities for training and development and perceptions of constraints to development at work predicted the intention to change jobs. Results indicate consideration must be paid to employee perceptions in the workplace in relation to goals. They may be important factors in designing strategies to retain workers.

Job crafting, work engagement, and psychological distress among Japanese employees: a cross-sectional study.

PubMed

Sakuraya, Asuka; Shimazu, Akihito; Eguchi, Hisashi; Kamiyama, Kimika; Hara, Yujiro; Namba, Katsuyuki; Kawakami, Norito

2017-01-01

Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being. However, most studies on the relationship between job crafting and employees' well-being have been conducted in western countries; thus, it is unclear whether job crafting can be effectively applied to Asian cultures, such as Japan, which emphasizes group harmony. The aim of this study was to examine the cross-sectional associations of self-reported job crafting with work engagement and psychological distress among employees in Japan. A questionnaire survey through the internet was conducted among all employees of a manufacturing company in Japan. We analyzed the data from 894 respondents, all employees with regular employment. Job crafting, work engagement, and psychological distress were assessed using the Japanese version of the Job Crafting Questionnaire, the Japanese version of the Utrecht Work Engagement Scale (UWES), and the Brief Job Stress Questionnaire (BJSQ), respectively. Hierarchical multiple regression showed that increasing structural job resources, social job resources, and challenging job demands was significantly and positively associated with work engagement ( β  = 0.31, p  < 0.001; β  = 0.14, p  < 0.001; β  = 0.36, p  < 0.001, respectively). For psychological distress, increasing structural job resources was significantly and negatively associated with psychological distress ( β  = -0.15, p  < 0.001). Our study suggests that increasing structural job resources is associated with higher work engagement and lower psychological distress. In addition, increasing social job resources and challenging job demands are also associated with higher work engagement.

Employees' work responses to episodes of illness: evidence from the American time use survey.

PubMed

Gifford, Brian; Jinnett, Kimberly

2014-02-01

To better understand presenteeism and absenteeism on the basis of the choices employees make about working when they experience episodes of illness. We examine nationally representative data to describe employees' work responses to episodes of illness and how different leave policies contribute to their decisions. Illness episodes typically result in absence from work rather than working a normal or adjusted routine. Employees adjust their routine when ill primarily to save leave or because they have too much work. Paid sick leave and scheduling flexibility influence the likelihood of absence in different ways. Although flexibility to adjust work routines can reduce absences, it is not known to what extent productivity suffers when this occurs. Measures of both short- and long-term presenteeism are necessary to understand the full productivity costs of illness in the workforce.

Hospital Employee Willingness to Work during Earthquakes Versus Pandemics.

PubMed

Charney, Rachel L; Rebmann, Terri; Flood, Robert G

2015-11-01

Research indicates that licensed health care workers are less willing to work during a pandemic and that the willingness of nonlicensed staff to work has had limited assessment. We sought to assess and compare the willingness to work in all hospital workers during pandemics and earthquakes. An online survey was distributed to Missouri hospital employees. Participants were presented with 2 disaster scenarios (pandemic influenza and earthquake); willingness, ability, and barriers to work were measured. T tests compared willingness to work during a pandemic vs. an earthquake. Multivariate linear regression analyses were conducted to describe factors associated with a higher willingness to work. One thousand eight hundred twenty-two employees participated (15% response rate). More willingness to work was reported for an earthquake than a pandemic (93.3% vs. 84.8%; t = 17.1; p < 0.001). Significantly fewer respondents reported the ability to work during a pandemic (83.5%; t = 17.1; p < 0.001) or an earthquake (89.8%; t = 13.3; p < 0.001) compared to their willingness to work. From multivariate linear regression, factors associated with pandemic willingness to work were as follows: 1) no children ≤3 years of age; 2) older children; 3) working full-time; 4) less concern for family; 5) less fear of job loss; and 6) vaccine availability. Earthquake willingness factors included: 1) not having children with special needs and 2) not working a different role. Improving care for dependent family members, worker protection, cross training, and job importance education may increase willingness to work during disasters. Copyright © 2015 Elsevier Inc. All rights reserved.

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

PubMed Central

Shukla, K; Shahane, S; D’Souza, W

2017-01-01

Background: 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. Methods: 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. Results: 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. Conclusion: 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. PMID:27779152

Future Remains: Industrial Heritage at the Hanford Plutonium Works

NASA Astrophysics Data System (ADS)

Freer, Brian

This dissertation argues that U.S. environmental and historic preservation regulations, industrial heritage projects, history, and art only provide partial frameworks for successfully transmitting an informed story into the long range future about nuclear technology and its related environmental legacy. This argument is important because plutonium from nuclear weapons production is toxic to humans in very small amounts, threatens environmental health, has a half-life of 24, 110 years and because the industrial heritage project at Hanford is the first time an entire U.S. Department of Energy weapons production site has been designated a U.S. Historic District. This research is situated within anthropological interest in industrial heritage studies, environmental anthropology, applied visual anthropology, as well as wider discourses on nuclear studies. However, none of these disciplines is really designed or intended to be a completely satisfactory frame of reference for addressing this perplexing challenge of documenting and conveying an informed story about nuclear technology and its related environmental legacy into the long range future. Others have thought about this question and have made important contributions toward a potential solution. Examples here include: future generations movements concerning intergenerational equity as evidenced in scholarship, law, and amongst Native American groups; Nez Perce and Confederated Tribes of the Umatilla Indian Reservation responses to the Hanford End State Vision and Hanford's Canyon Disposition Initiative; as well as the findings of organizational scholars on the advantages realized by organizations that have a long term future perspective. While these ideas inform the main line inquiry of this dissertation, the principal approach put forth by the researcher of how to convey an informed story about nuclear technology and waste into the long range future is implementation of the proposed Future Remains clause, as

Motivations for health and their associations with lifestyle, work style, health, vitality, and employee productivity.

PubMed

van Scheppingen, Arjella R; de Vroome, Ernest M M; ten Have, Kristin C J M; Zwetsloot, Gerard I J M; Bos, Ellen H; van Mechelen, Willem

2014-05-01

Investigate employees' underlying motivational regulatory styles toward healthy living and their associations with lifestyle, work style, health, vitality, and productivity. Regression analyses on cross-sectional data from Dutch employees (n = 629), obtained as baseline measurement before a workplace health promotion project. Controlled regulation was not associated with smoking and alcohol use, and negatively associated with physical activity, healthy dietary habits, relaxation, and a balanced work style. Autonomous regulation was positively associated with physical activity, healthy dietary habits, and relaxation, and negatively associated with smoking and alcohol use. Healthy lifestyle and work style were associated with perceived health and vitality, which in turn were associated with employees' productivity (absenteeism and presenteeism). Internalization of the value of health is important to promote a healthy lifestyle and work style among employees, and has meaningful business implications.

Organizational culture and a safety-conscious work environment: The mediating role of employee communication satisfaction.

PubMed

Silla, Inmaculada; Navajas, Joaquin; Koves, G Kenneth

2017-06-01

A safety-conscious work environment allows high-reliability organizations to be proactive regarding safety and enables employees to feel free to report any concern without fear of retaliation. Currently, research on the antecedents to safety-conscious work environments is scarce. Structural equation modeling was applied to test the mediating role of employee communication satisfaction in the relationship between constructive culture and a safety-conscious work environment in several nuclear power plants. Employee communication satisfaction partially mediated the positive relationships between a constructive culture and a safety-conscious work environment. Constructive cultures in which cooperation, supportive relationships, individual growth and high performance are encouraged facilitate the establishment of a safety-conscious work environment. This influence is partially explained by increased employee communication satisfaction. Constructive cultures should be encouraged within organizations. In addition, managers should promote communication policies and practices that support a safety-conscious work environment. Copyright © 2017 Elsevier Ltd and National Safety Council. All rights reserved.

Cross-National Similarities and Differences in Employee Perceptions of Issues in the Work Environment

ERIC Educational Resources Information Center

Ripley, David; Hudson, Irene; Turner, Robin; Osman-Gani, AAhad

2006-01-01

This exploratory study examines cross-national similarities and differences in employee perceptions of issues in the work environment in 17 organizational work settings in seven Asia-Pacific countries; Australia, Malaysia, New Zealand, Singapore, South Korea, Taiwan, and the United States. Employees at these 17 sites indicated their degree of…

Work-based social networks and health status among Japanese employees.

PubMed

Suzuki, E; Takao, S; Subramanian, S V; Doi, H; Kawachi, I

2009-09-01

Despite the worldwide trend towards more time being spent at work by employed people, few studies have examined the independent influences of work-based versus home-based social networks on employees' health. We examined the association between work-based social networks and health status by controlling for home-based social networks in a cross-sectional study. By employing a two-stage stratified random sampling procedure, 1105 employees were identified from 46 companies in Okayama, Japan, in 2007. Work-based social networks were assessed by asking the number of co-workers whom they consult with ease on personal issues. The outcome was self-rated health; the adjusted OR for poor health compared employees with no network with those who have larger networks. Although a clear (and inverse) dose-response relationship was found between the size of work-based social networks and poor health (OR 1.53, 95% CI 1.03 to 2.27, comparing those with the lowest versus highest level of social network), the association was attenuated to statistical non-significance after we controlled for the size of home-based social networks. In further analyses stratified on age groups, in older workers (> or =50 years) work-based social networks were apparently associated with better health status, whereas home-based networks were not. The reverse was true among middle-aged workers (30-49 years). No associations were found among younger workers (<30 years). The present study suggests a differential association of alternative sources of social support on health according to age groups. We hypothesise that these patterns reflect generational differences in workers' commitment to their workplace.

Validity and reproducibility of self-reported working hours among Japanese male employees.

PubMed

Imai, Teppei; Kuwahara, Keisuke; Miyamoto, Toshiaki; Okazaki, Hiroko; Nishihara, Akiko; Kabe, Isamu; Mizoue, Tetsuya; Dohi, Seitaro

2016-07-22

Working long hours is a potential health hazard. Although self-reporting of working hours in various time frames has been used in epidemiologic studies, its validity is unclear. The objective of this study was to examine the validity and reproducibility of self-reported working hours among Japanese male employees. The participants were 164 male employees of four large-scale companies in Japan. For validity, the Spearman correlation between self-reported working hours in the second survey and the working hours recorded by the company was calculated for the following four time frames: daily working hours, monthly overtime working hours in the last month, average overtime working hours in the last 3 months, and the frequency of long working months (≥45 h/month) within the last 12 months. For reproducibility, the intraclass correlation between the first (September 2013) and second surveys (December 2013) was calculated for each of the four time frames. The Spearman correlations between self-reported working hours and those based on company records were 0.74, 0.81, 0.85, and 0.89 for daily, monthly, 3-monthly, and yearly time periods, respectively. The intraclass correlations for self-reported working hours between the two questionnaire surveys were 0.63, 0.66, 0.73, and 0.87 for the respective time frames. The results of the present study among Japanese male employees suggest that the validity of self-reported working hours is high for all four time frames, whereas the reproducibility is moderate to high.

Changes in division of labour and tasks within public dentistry: relationship to employees work demands, health and work ability.

PubMed

Rolander, Bo; Wåhlin, Charlotte; Johnston, Venerina; Wagman, Petra; Lindmark, Ulrika

2016-08-01

By 2023, fewer dentists are expected in Sweden, at the same time as the demand for dental care is expected to increase. Older people, in particular, are expected to require more dental health than previous generations. To meet this demand, the public sector dentistry in Sweden is moving towards changes in division of labour among dental professionals, including dentists, dental hygienists and dental nurses. However, the impact of this reallocation on the physical and psychosocial wellbeing of employees is unknown. The aim of this study was to compare workplaces with an equal or larger proportion of dental hygienists than dentists (HDH) with workplaces with a larger proportion of dentists than dental hygienists (HD) on the physical and psychosocial work load, musculoskeletal and psychosomatic disorders and sickness presence. A total of 298 persons employed in the Public Dental Service in a Swedish County Council participated in this study. The medium large clinics HDH reported 85% of employee's with considerably more high psychosocial demands compared to employees in medium HD (53%) and large HD (57%). Employees in medium large clinics HDH also reported sleep problems due to work (25%) compared with employees in medium large clinics HD (6%), large clinics HD (11%) and small clinics HDH (3%). Clinic size does not seem to influence the outcome of the HD and HD clinics to any great extent. Of all employees, about 94-100% reported high precision demands and 78-91% poor work postures.

V-TIME. A New Way to Work. A Resource Manual for Employers and Employees.

ERIC Educational Resources Information Center

Moorman, Barbara; Olmsted, Barney

This manual for managers, supervisors, and union representatives presents information on how to implement a comprehensive program of voluntary reduced work time (V-Time) options for employees. (V-Time allows full-time employees to reduce work hours temporarily while retaining benefits.) It reports mainly the experiences of two counties and two…

Differences between Employees' and Supervisors' Evaluations of Work Performance and Support Needs

ERIC Educational Resources Information Center

Bennett, Kyle; Frain, Michael; Brady, Michael P.; Rosenberg, Howard; Surinak, Tricia

2009-01-01

Assessment systems are needed that are sensitive to employees' work performance as well as their need for support, while incorporating the input from both employees and their supervisors. This study examined the correspondence of one such evaluation system, the Job Observation and Behavior Scale (JOBS) and the JOBS: Opportunity for…

A Study of Supervisor and Employee Perceptions of Work Attitudes in Information Age Manufacturing Industries

ERIC Educational Resources Information Center

Azam, Md. Shafiqul; Brauchle, Paul E.

2003-01-01

The self-perceived work ethic of industrial employees in information jobs (N=304) and non-information jobs (N=277), and employees' work ethic as assessed by their supervisors, were examined using the Occupational Work Ethic Inventory (OWEI). A Principle Components Analysis yielded four factors (Teamwork, Dependability, Ambition and Self-Control)…

29 CFR 784.107 - Relationship of employee's work to operations on the specified aquatic products.

Code of Federal Regulations, 2010 CFR

2010-07-01

... animal or vegetable life, or any byproduct thereof”. Work performed on products which do not fall within... 29 Labor 3 2010-07-01 2010-07-01 false Relationship of employee's work to operations on the... the Two Exemptions § 784.107 Relationship of employee's work to operations on the specified aquatic...

Supervisors' Strategies to Facilitate Work Functioning among Employees with Musculoskeletal Complaints: A Focus Group Study.

PubMed

Ask, Tove; Magnussen, Liv Heide

2015-01-01

To explore what strategies the supervisors found beneficial to prevent or reduce sickness absence among employees with musculoskeletal complaints. Five focus groups were conducted and 26 supervisors from health and social sector participated. Commonly used strategies to prevent sickness absence and interdisciplinary cooperation in this work were discussed in the focus groups. Systematic text condensation was used to analyse the data. The supervisors described five strategies for sick leave management: (1) promoting well-being and a healthy working environment, (2) providing early support and adjustments, (3) making employees more responsible, (4) using confrontational strategies in relation to employees on long-term sick leave, and (5) cooperation with general practitioners (GPs). Strategies of promoting a healthy working environment and facilitating early return to work were utilised in the follow-up of employees with musculoskeletal complaints. Supportive strategies were found most useful especially in the early phases, while finding a balance between being supportive, on one side, and confronting the employee, on the other, was endeavoured in cases of recurrent or long-term sick leave. Further, the supervisors requested a closer cooperation with the GPs, which they believed would facilitate return to work.

Supervisors' Strategies to Facilitate Work Functioning among Employees with Musculoskeletal Complaints: A Focus Group Study

PubMed Central

Magnussen, Liv Heide

2015-01-01

Aim. To explore what strategies the supervisors found beneficial to prevent or reduce sickness absence among employees with musculoskeletal complaints. Methods. Five focus groups were conducted and 26 supervisors from health and social sector participated. Commonly used strategies to prevent sickness absence and interdisciplinary cooperation in this work were discussed in the focus groups. Systematic text condensation was used to analyse the data. Results. The supervisors described five strategies for sick leave management: (1) promoting well-being and a healthy working environment, (2) providing early support and adjustments, (3) making employees more responsible, (4) using confrontational strategies in relation to employees on long-term sick leave, and (5) cooperation with general practitioners (GPs). Conclusions. Strategies of promoting a healthy working environment and facilitating early return to work were utilised in the follow-up of employees with musculoskeletal complaints. Supportive strategies were found most useful especially in the early phases, while finding a balance between being supportive, on one side, and confronting the employee, on the other, was endeavoured in cases of recurrent or long-term sick leave. Further, the supervisors requested a closer cooperation with the GPs, which they believed would facilitate return to work. PMID:26380370

Why do employees have better family lives when they are highly engaged at work?

PubMed

Ilies, Remus; Liu, Xiao-Yu; Liu, Yukun; Zheng, Xiaoming

2017-06-01

Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life whereas others suggesting that it may be detrimental. In this research, using a sample of 125 employees who responded to daily surveys both at work and at home for 2 consecutive weeks, the authors present a multilevel examination of the relationships of work engagement to family outcomes aimed at elucidating such work-family effects. Their findings revealed that employees' daily work engagement experiences related positively, within individuals, to work-family interpersonal capitalization, which in turn, related positively to daily family satisfaction and to daily work-family balance. The findings also indicate that both the relationship between daily work engagement and work-family interpersonal capitalization and the indirect effects of daily work engagement on the family outcomes were stronger for employees with higher intrinsic motivation than for those with lower intrinsic motivation. The authors discuss theoretical and practical implications of the findings and offer directions for future research. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Hanford Quarter Seismic Report - 98C Seismicity On and Near the Hanford Site, Pasco Basin, Washington: April 1, 1998 Through June 30, 1998

DOE Office of Scientific and Technical Information (OSTI.GOV)

DC Hartshorn, SP Reidel, AC Rohay

1998-10-23

Hanford Seismic Monitoring provides an uninterrupted collection of high-quality raw and processed seismic data from the Hanford Seismic Network (HSN) for the U.S. Department of Energy and its contractors. The staff also locates aud identifies sources of seismic activity and monitors changes in the hi~orical pattern of seismic activity at the Hanford Site. The data are. compiled archived, and published for use by the Hanford Site for waste management Natural Phenomena Hazards assessments, and engineering design and construction. In addition, the seismic monitoring organization works with the Hanford Site Emergency Services Organization to provide assistance in the event of zinmore » earthquake on the Hanford Site. The HSN and Ihe Eastern Washington Regional Network (EN/RN) consist-of 42 individual sensor sites and 15 radio relay sites maintained by the Hanford Seismic Monitoring staff. The operational rate for the third quarter of FY 1998 for stations in the HSN was 99.99%. The operational rate for the third quarter of FY 1998 for stations of the EWRN was 99.95%. For the third quarter of FY 1998, the acquisition computer triggered 133 times. Of these triggers 11 were local earthquakes: 5 (45Yo) in the Columbia River Basalt Group, 2(1 8%) in the pre-basalt sediments, and 4 (36%) in the crystalline basement. The geologic and tectonic environments where these earthquakes occurred are discussed in this report.« less

Hanford Quarter Seismic Report - 98C Seismicity On and Near the Hanford Site, Pasco Basin, Washington: April 1, 1998 Through June 30, 1998

DOE Office of Scientific and Technical Information (OSTI.GOV)

DC Hartshorn, SP Reidel, AC Rohay.

1998-10-23

Hanford Seismic Monitoring provides an uninterrupted collection of high-quality raw and processed seismic data from the Hanford Seismic Network (HSN) for the U.S. Department of Energy and its contractors. The staff also locates aud identifies sources of seismic activity and monitors changes in the hi orical pattern of seismic activity at the Hanford Site. The data are. compiled archived, and published for use by the Hanford Site for waste management Natural Phenomena Hazards assessments, and engineering design and construction. In addition, the seismic monitoring organization works with the Hanford Site Emergency Services Organization to provide assistance in the event ofmore » zin earthquake on the Hanford Site. The HSN and Ihe Eastern Washington Regional Network (EN/RN) consist-of 42 individual sensor sites and 15 radio relay sites maintained by the Hanford Seismic Monitoring staff. The operational rate for the third quarter of FY 1998 for stations in the HSN was 99.99%. The operational rate for the third quarter of FY 1998 for stations of the EWRN was 99.95%. For the third quarter of FY 1998, the acquisition computer triggered 133 times. Of these triggers 11 were local earthquakes: 5 (45Yo) in the Columbia River Basalt Group, 2(1 8%) in the pre-basalt sediments, and 4 (36%) in the crystalline basement. The geologic and tectonic environments where these earthquakes occurred are discussed in this report.« less

Stressful working conditions and poor self-rated health among financial services employees.

PubMed

Silva, Luiz Sérgio; Barreto, Sandhi Maria

2012-06-01

To assess the association between exposure to adverse psychosocial working conditions and poor self-rated health among bank employees. A cross-sectional study including a sample of 2,054 employees of a government bank was conducted in 2008. Self-rated health was assessed by a single question: "In general, would you say your health is (...)." Exposure to adverse psychosocial working conditions was evaluated by the effort-reward imbalance model and the demand-control model. Information on other independent variables was obtained through a self-administered semi-structured questionnaire. A multiple logistic regression analysis was performed and odds ratio calculated to assess independent associations between adverse psychosocial working conditions and poor self-rated health. The overall prevalence of poor self-rated health was 9%, with no significant gender difference. Exposure to high demand and low control environment at work was associated with poor self-rated health. Employees with high effort-reward imbalance and overcommitment also reported poor self-rated health, with a dose-response relationship. Social support at work was inversely related to poor self-rated health, with a dose-response relationship. Exposure to adverse psychosocial work factors assessed based on the effort-reward imbalance model and the demand-control model is independently associated with poor self-rated health among the workers studied.

First Quarter Hanford Seismic Report for Fiscal Year 2010

DOE Office of Scientific and Technical Information (OSTI.GOV)

Rohay, Alan C.; Sweeney, Mark D.; Hartshorn, Donald C.

2010-03-29

The Hanford Seismic Network and the Eastern Washington Regional Network consist of 44 individual sensor sites and 15 radio relay sites maintained by the Hanford Seismic Assessment Team. The Hanford Seismic Network recorded 81 local earthquakes during the first quarter of FY 2010. Sixty-five of these earthquakes were detected in the vicinity of Wooded Island, located about eight miles north of Richland just west of the Columbia River. The Wooded Island events recorded this quarter is a continuation of the swarm events observed during fiscal year 2009 and reported in previous quarterly and annual reports (Rohay et al; 2009a, 2009b,more » 2009c, and 2009d). Most of the events were considered minor (coda-length magnitude [Mc] less than 1.0) with only 1 event in the 2.0-3.0 range; the maximum magnitude event (2.5 Mc) occurred on December 22 at depth 2.1 km. The average depth of the Wooded Island events during the quarter was 1.4 km with a maximum depth estimated at 3.1 km. This placed the Wooded Island events within the Columbia River Basalt Group (CRBG). The low magnitude of the Wooded Island events has made them undetectable to all but local area residents. The Hanford SMA network was triggered several times by these events and the SMA recordings are discussed in section 6.0. During the last year some Hanford employees working within a few miles of the swarm area and individuals living directly across the Columbia River from the swarm center have reported feeling many of the larger magnitude events. Strong motion accelerometer (SMA) units installed directly above the swarm area at ground surface measured peak ground accelerations approaching 15% g, the largest values recorded at Hanford. This corresponds to strong shaking of the ground, consistent with what people in the local area have reported. However, the duration and magnitude of these swarm events should not result in any structural damage to facilities. The USGS performed a geophysical survey using satellite

Investing in the Future: Addressing Work/Life Issues of Employees.

ERIC Educational Resources Information Center

Kutilek, Linda M.; Conklin, Nikki L.; Gunderson, Gail

2002-01-01

A national survey of Extension employees identified the most critical work/life challenges as a heavy workload, evening and weekend commitments, and lack of control or job autonomy. Only 40% were aware of benefits and programs offered concerning work/life balance. Recommendations included reducing the workload and time requirements of county-based…

Work-family culture within hospitals: An interdepartmental analysis of employee engagement and retention.

PubMed

Perrigino, Matthew B; Dunford, Benjamin B; Troup, Matt; Boss, R Wayne; Boss, David S

2017-12-19

Helping employees balance their work and family needs is increasingly pivotal for attracting, engaging, and retaining key talent in health care. Yet, emerging theory and anecdotal evidence suggest that, within organizations, there is considerable variation between departments or units regarding how employees' lives outside work are supported. Despite top management's efforts to develop a unified organizational work-family culture, departments have a tendency to take on their own culture, norms, and traditions such that some are more supportive than others. We investigate whether more positive work-family cultures improve functioning within hospital departments. We surveyed 680 hospital employees nested within 60 departments at a hospital located in the southeastern United States. Departments with a more (vs. less) positive work-family culture tend to have higher levels of (a) employee engagement, (b) pride in their organization, (c) confidence in management and leadership, and (d) intention to remain with the organization. Our analyses were robust when splitting the sample between clinical (e.g., nurses and physicians) and nonclinical (e.g., office, clerical, and support services) roles. Our study sheds further light on the importance of a positive work-family culture within hospitals. The key to instilling a positive, organization-wide work-family culture may be through a department-by-department focus. Benefits of positive work-family cultures within departments can extend beyond job-related attitudes and can potentially enhance recruitment strategies, improve a hospital's external image to the public, and lead to improvements in patient care and more positive patient experiences.

Analysis of work ability and work-related physical activity of employees in a medium-sized business.

PubMed

Wilke, Christiane; Ashton, Philip; Elis, Tobias; Biallas, Bianca; Froböse, Ingo

2015-12-18

Work-related physical activity (PA) and work ability are of growing importance in modern working society. There is evidence for age- and job-related differences regarding PA and work ability. This study analyses work ability and work-related PA of employees in a medium-sized business regarding age and occupation. The total sample consists of 148 employees (116 men-78.38% of the sample-and 32 women, accounting for 21.62%; mean age: 40.85 ± 10.07 years). 100 subjects (67.57%) are white-collar workers (WC), and 48 (32.43%) are blue-collar workers (BC). Work ability is measured using the work ability index, and physical activity is obtained via the Global Physical Activity Questionnaire. Work ability shows significant differences regarding occupation (p = 0.001) but not regarding age. Further, significant differences are found for work-related PA concerning occupation (p < 0.0001), but again not for age. Overall, more than half of all subjects meet the current guidelines for physical activity. Work ability is rated as good, yet, a special focus should lie on the promotion during early and late working life. Also, there is still a lack of evidence on the level of work-related PA. Considering work-related PA could add to meeting current activity recommendations.

Goat Moths (Lepidoptera: Cossidae) of the Hanford Site and Hanford National Monument, Washington State

USDA-ARS?s Scientific Manuscript database

Three species of goat moths are recorded at the Hanford Nuclear Site and Hanford National Monument in south central Washington State. They are: Comadia bertholdi (Grote), 1880, Givira cornelia (Neumoegen & Dyar), 1893, and Prionoxystus robiniae (Peck), 1818. The general habitat of the Hanford area...

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.

Psychosocial Work Hazards, Self-Rated Health and Burnout: A Comparison Study of Public and Private Sector Employees.

PubMed

Liu, Hsi-Chen; Cheng, Yawen

2018-04-01

To compare psychosocial work conditions and health status between public and private sector employees and to examine if psychosocial work conditions explained the health differences. Two thousand four hundred fourty one public and 15,589 private sector employees participated in a cross-sectional survey. Psychosocial work hazards, self-rated health (SRH), and burnout status were assessed by questionnaire. As compared with private sector employees, public sector employees reported better psychosocial work conditions and better SRH, but higher risk of workplace violence (WPV) and higher levels of client-related burnout. Regression analyses indicated that higher psychosocial job demands, lower workplace justice, and WPV experience were associated with poor SRH and higher burnout. The public-private difference in client-related burnout remained even with adjustment of psychosocial work factors. Greater risks of WPV and client-related burnout observed in public sector employees warrant further investigation.

Validity and reproducibility of self-reported working hours among Japanese male employees

PubMed Central

Imai, Teppei; Kuwahara, Keisuke; Miyamoto, Toshiaki; Okazaki, Hiroko; Nishihara, Akiko; Kabe, Isamu; Mizoue, Tetsuya; Dohi, Seitaro

2016-01-01

Objective: Working long hours is a potential health hazard. Although self-reporting of working hours in various time frames has been used in epidemiologic studies, its validity is unclear. The objective of this study was to examine the validity and reproducibility of self-reported working hours among Japanese male employees. Methods: The participants were 164 male employees of four large-scale companies in Japan. For validity, the Spearman correlation between self-reported working hours in the second survey and the working hours recorded by the company was calculated for the following four time frames: daily working hours, monthly overtime working hours in the last month, average overtime working hours in the last 3 months, and the frequency of long working months (≥45 h/month) within the last 12 months. For reproducibility, the intraclass correlation between the first (September 2013) and second surveys (December 2013) was calculated for each of the four time frames. Results: The Spearman correlations between self-reported working hours and those based on company records were 0.74, 0.81, 0.85, and 0.89 for daily, monthly, 3-monthly, and yearly time periods, respectively. The intraclass correlations for self-reported working hours between the two questionnaire surveys were 0.63, 0.66, 0.73, and 0.87 for the respective time frames. Conclusions: The results of the present study among Japanese male employees suggest that the validity of self-reported working hours is high for all four time frames, whereas the reproducibility is moderate to high. PMID:27265530

Maintenance and operations contractor plan for transition to the project Hanford management contract (PHMC)

DOE Office of Scientific and Technical Information (OSTI.GOV)

Waite, J.L.

1996-04-12

This plan has been developed by Westinghouse Hanford Company (WHC), and its subcontractors ICF Kaiser Hanford (ICF KH) and BCS Richland, Inc. (BCSR), at the direction of the US Department of Energy (DOE), Richland Operations Office (RL). WHC and its subcontractors are hereafter referred to as the Maintenance and Operations (M and O) Contractor. The plan identifies actions involving the M and O Contractor that are critical to (1) prepare for a smooth transition to the Project Hanford Management Contractor (PHMC), and (2) support and assist the PHMC and RL in achieving transition as planned, with no or minimal impactmore » to ongoing baseline activities. The plan is structured around two primary phases. The first is the pre-award phase, which started in mid-February 1996 and is currently scheduled to be completed on June 1, 1996, at which time the contract is currently planned to be awarded. The second is the follow-on four-month post-award phase from June 1, 1996, until October 1, 1996. Considering the magnitude and complexity of the scope of work being transitioned, completion in four months will require significant effort by all parties. To better ensure success, the M and O Contractor has developed a pre-award phase that is intended to maximize readiness for transition. Priority is given to preparation for facility assessments and processing of personnel, as these areas are determined to be on the critical path for transition. In addition, the M and O Contractor will put emphasis during the pre-award phase to close out open items prior to contract award, to include grievances, employee concerns, audit findings, compliance issues, etc.« less

[What do we know about psychosocial risks at work? Part II.The analysis of employee's knowledge of sources and consequences of stress at work].

PubMed

Potocka, Adrianna; Merecz-Kot, Dorota

2010-01-01

Psychosocial risks at work are the challenge facing the occupational health and safety protection. They are seen as a threat to the employees' health and functioning. They also contribute to negative outcomes in the organizations. The study was focused on the assessment of employees' knowledge of occupational stressors, their consequences and preventive measures. The assessment results will help in the development of an educational program aimed at increasing awareness of occupational stress among employees. 210 employees participated in the study. By the mean of survey "Psychosocial Risks at Work-place" the information on the respondents' knowledge of occupational stress issues was collected. Stressors intrinsic to the job (mostly work overload) were recognized as best known to employees (67.62%). The second place was occupied by stressors originating from interpersonal relationships at work (51.9% of respondents pointed out that problem). Almost no one (0.48%) mentioned home-work interference as a source of occupational stress. According to the respondents' opinion, occupational stress mostly results in health decline. The employees who participated in the study believe that the employer (13.81%) or the superior (19.05%) is responsible for psychosocial risks prevention at the work place. Almost a half of subjects (46.67%) did not know whether there are any law regulations on psychosocial risk at work in Poland. The respondents showed an average level of knowledge of psychosocial risk at the work place and knew almost nothing about occupational stress prevention. The results of the study point to the need for systematic education of employees about stress and stress related issues.

Employees' Intentions to Retire Early: A Case of Planned Behavior and Anticipated Work Conditions

ERIC Educational Resources Information Center

van Dam, Karen; van der Vorst, Janine D. M.; van der Heijden, Beatrice I. J. M.

2009-01-01

This study investigated the early retirement intentions of 346 older Dutch employees by extending the theory of planned behavior with anticipated work conditions. The results showed that employees who felt a pressure from their spouse to retire early had a strong intention to leave the work force before the official retirement age, that is 65.…

Work plan for the identification of techniques for in-situ sensing of layering/interfaces of Hanford high level waste tank

DOE Office of Scientific and Technical Information (OSTI.GOV)

Vargo, G.F. Jr.

1995-06-16

The purpose of this work scope is to identify a specific potential technology/device/instrument/ideas that would provide the tank waste data. A method is needed for identifying layering and physical state within the large waste tanks at the Hanford site in Washington State. These interfaces and state changes can adversely impact sampling and characterization activities.

Leaching Characteristics of Hanford Ferrocyanide Wastes

DOE Office of Scientific and Technical Information (OSTI.GOV)

Edwards, Matthew K.; Fiskum, Sandra K.; Peterson, Reid A.

2009-12-21

A series of leach tests were performed on actual Hanford Site tank wastes in support of the Hanford Tank Waste Treatment and Immobilization Plant (WTP). The samples were targeted composite slurries of high-level tank waste materials representing major complex, radioactive, tank waste mixtures at the Hanford Site. Using a filtration/leaching apparatus, sample solids were concentrated, caustic leached, and washed under conditions representative of those planned for the Pretreatment Facility in the WTP. Caustic leaching was performed to assess the mobilization of aluminum (as gibbsite, Al[OH]3, and boehmite AlO[OH]), phosphates [PO43-], chromium [Cr3+] and, to a lesser extent, oxalates [C2O42-]). Ferrocyanidemore » waste released the solid phase 137Cs during caustic leaching; this was antithetical to the other Hanford waste types studied. Previous testing on ferrocyanide tank waste focused on the aging of the ferrocyanide salt complex and its thermal compatibilities with nitrites and nitrates. Few studies, however, examined cesium mobilization in the waste. Careful consideration should be given to the pretreatment of ferrocyanide wastes in light of this new observed behavior, given the fact that previous testing on simulants indicates a vastly different cesium mobility in this waste form. The discourse of this work will address the overall ferrocyanide leaching characteristics as well as the behavior of the 137Cs during leaching.« less

Recommendations to Improve Employee Thermal Comfort When Working in 40°F Refrigerated Cold Rooms.

PubMed

Ceballos, Diana; Mead, Kenneth; Ramsey, Jessica

2015-01-01

Cold rooms are commonly used for food storage and preparation, and are usually kept around 40°F following food safety guidelines. Some food preparation employees may spend 8 or more hours inside cold rooms. These employees may not be aware of the risks associated with mildly cold temperatures, dampness, and limited ventilation. We performed an evaluation of cold rooms at an airline catering facility because of concerns with exposure to cold temperatures. We spoke with and observed employees in two cold rooms, reviewed daily temperature logs, evaluated employee's physical activity, work/rest schedule, and protective clothing. We measured temperature, percent relative humidity, and air velocities at different work stations inside the cold rooms. We concluded that thermal comfort concerns perceived by cold room employees may have been the result of air drafts at their workstations, insufficient use of personal protective equipment due to dexterity concerns, work practices, and lack of knowledge about good health and safety practices in cold rooms. These moderately cold work conditions with low air velocities are not well covered in current occupational health and safety guidelines, and wind chill calculations do not apply. We provide practical recommendations to improve thermal comfort of cold room employees. Engineering control recommendations include the redesigning of air deflectors and installing of suspended baffles. Administrative controls include the changing out of wet clothing, providing hand warmers outside of cold rooms, and educating employees on cold stress. We also recommended providing more options on personal protective equipment. However, there is a need for guidelines and educational materials tailored to employees in moderately cold environments to improve thermal comfort and minimize health and safety problems.

Design of a trial-based economic evaluation on the cost-effectiveness of employability interventions among work disabled employees or employees at risk of work disability: The CASE-study

PubMed Central

2012-01-01

Background In the Netherlands, absenteeism and reduced productivity due to work disability lead to high yearly costs reaching almost 5% of the gross national product. To reduce the economic burden of sick leave and reduced productivity, different employability interventions for work-disabled employees or employees at risk of work disability have been developed. Within this study, called 'CASE-study' (Cost-effectiveness Analysis of Sustainable Employability), five different employability interventions directed at work disabled employees with divergent health complaints will be analysed on their effectiveness and cost-effectiveness. This paper describes a consistent and transparent methodological design to do so. Methods/design Per employability intervention 142 participants are needed whereof approximately 66 participants receiving the intervention will be compared with 66 participants receiving usual care. Based on the intervention-specific characteristics, a randomized control trial or a quasi-experiment with match-criteria will be conducted. Notwithstanding the study design, eligible participants will be employees aged 18 to 63, working at least 12 h per week, and at risk of work disability, or already work-disabled due to medical restrictions. The primary outcome will be the duration of sick leave. Secondary outcomes are health status and quality of life. Outcomes will be assessed at baseline and then 6, 12 and 18 months later. Economic costs will consist of healthcare costs and cost of lost production due to work disability, and will be evaluated from a societal perspective. Discussion The CASE-study is the first to conduct economic evaluations of multiple different employability interventions based on a similar methodological framework. The cost-effectiveness results for every employability intervention will be published in 2014, but the methods, strengths and weaknesses of the study protocol are discussed in this paper. To contribute to treatment options in

On-the-Job Productivity Losses Among Employees With Health Problems: The Role of Work Accommodations.

PubMed

Gifford, Brian; Zong, Yang

2017-09-01

Debates about the productivity impact of work accommodations typically focus on employment and labor force participation outcomes. This study considers whether accommodations mediate on-the-job productivity losses among employees who report health problems. The study uses ordered logistic regression to predict employees' self-reported productivity losses as a function of health problems and experiences with needed work accommodations. On average, the odds that an employee who did not get a needed accommodation reported higher levels of lost productivity are 5.11 times the odds for an employee who got a needed accommodation. Although health problems make it difficult for many employees to perform well on the job, accommodations could reduce productivity losses in some cases. Nonetheless, more research on the impact of specific kinds of accommodations for different chronic conditions is warranted.

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.

Effects on employees of controlling working hours and working schedules.

PubMed

Kubo, T; Takahashi, M; Togo, F; Liu, X; Shimazu, A; Tanaka, K; Takaya, M

2013-03-01

High levels of control over working time and low variability in working hours have been associated with improved health-related outcomes. The potential mechanisms for this association remain unclear. To examine how work-time control and variability of working times are associated with fatigue recovery, sleep quality, work-life balance, and 'near misses' at work. Manufacturing sector employees completed a questionnaire that assessed work-time control, work-time variability, fatigue recovery, sleep quality, work-life balance and the frequency of near misses in the past 6 months. Mixed model analysis of covariance and multiple logistic regression analysis tested the main effects of work-time control and variability and their interaction, while adjusting for age, sex, work schedules, and overtime work in the past month. Subscales of work-time control were also investigated (control over daily working hours and over days off). One thousand three hundred and seventy-two completed questionnaires were returned, a response rate of 69%. A significantly higher quality of sleep and better work-life balance were found in the 'high control with low variability' reference group than in the other groups. Significantly better recovery of fatigue was also observed in the group having control over days off with low variability. While near misses were more frequent in the group with high control over daily working hours coupled with high variability compared with the reference group this was not significant. High work-time control and low variability were associated with favourable outcomes of health and work-life balance. This combined effect was not observed for the safety outcome addressed here.

The Association between Work-Related Stress and Autonomic Imbalance among Call Center Employees in Japan.

PubMed

Enoki, Mamiko; Maeda, Eri; Iwata, Toyoto; Murata, Katsuyuki

2017-12-01

There is little epidemiological evidence linking subjective stress to objective etiologic indicators. To clarify an association between work-related stress and autonomic nervous function, we examined call center employees (167 males and 371 females) undergoing electrocardiography (ECG) at the time of annual health checkups. The questionnaire was composed of the Brief Job Stress Questionnaire based on the demand-control-support model and the Social Readjustment Rating Scale including detailed contents of home stress. The Bazett's corrected QT (QTc) interval, QT index, and heart rate were obtained from the ECG data. The male employees showed significantly higher scores of job demand, job control, and supervisor support than the female ones. In the male employees, QT index indicating the extent of autonomic imbalance and heart rate were associated with high score of supervisor support and low score of coworker support (P < 0.05), but no significant relationships were seen between QTc interval and either job strain (i.e., job demand and job control) or home stress. By contrast, the female employees showed no significant links between any autonomic indicators and either work-related stress or home stress. These data suggest that work-related stress affected QT index in male employees suffering specific occupational stressors such as emotional abuse from unsatisfied customers. Specifically, supports from supervisors and coworkers were paradoxically associated with QT index, implying that supervisors may have failed to effectively support such male employees. Also, autonomic nervous function in male employees appears to be more vulnerable to work-related stress than that in female ones.

QUEST Hanford Site Computer Users - What do they do?

DOE Office of Scientific and Technical Information (OSTI.GOV)

WITHERSPOON, T.T.

2000-03-02

The Fluor Hanford Chief Information Office requested that a computer-user survey be conducted to determine the user's dependence on the computer and its importance to their ability to accomplish their work. Daily use trends and future needs of Hanford Site personal computer (PC) users was also to be defined. A primary objective was to use the data to determine how budgets should be focused toward providing those services that are truly needed by the users.

Psychosocial work environment and retirement age: a prospective study of 1876 senior employees.

PubMed

Thorsen, Sannie Vester; Jensen, Per H; Bjørner, Jakob Bue

2016-08-01

Retention of senior employees is a challenge for most developed countries. We aimed to identify psychosocial work environment factors of importance for the retention of older employees by evaluating the association between the psychosocial work environment and voluntary early retirement in a longitudinal study. Data about work environment, health, and background factors came from the DANES 2008 questionnaire survey. We followed members of the Danish early retirement scheme for up to 4 years in national registers-focusing on the age range, 60-64 years, where early retirement was possible. We used Cox proportional hazard regression to analyze the rate of early retirement. The study included 16 psychosocial work environment factors. The following 10 psychosocial factors were significant predictors of early retirement in covariate adjusted analyses: Low job satisfaction, low influence in job, low possibilities for development, low role clarity, perceived age discrimination, low recognition from management, low workplace justice, poor trust in management, poor leadership quality, and poor predictability. No significant association with early retirement was found for work pace, quantitative demands, emotional demands, role conflicts, social community between colleagues, and trust between colleagues. Older employees with high job satisfaction, influence, possibilities for development, positive management relations, and jobs with no age discrimination remained longer at the labor market. However, we found no evidence that low demands or good relations between colleagues could influence older employees' decision on early retirement.

Final Hanford Comprehensive Land-Use Plan Environmental Impact Statement, Hanford Site, Richland, Washington

DOE Office of Scientific and Technical Information (OSTI.GOV)

N /A

This Final ''Hanford Comprehensive Land-Use Plan Environmental Impact Statement'' (HCP EIS) is being used by the Department of Energy (DOE) and its nine cooperating and consulting agencies to develop a comprehensive land-use plan (CLUP) for the Hanford Site. The DOE will use the Final HCP EIS as a basis for a Record of Decision (ROD) on a CLUP for the Hanford Site. While development of the CLUP will be complete with release of the HCP EIS ROD, full implementation of the CLUP is expected to take at least 50 years. Implementation of the CLUP would begin a more detailed planningmore » process for land-use and facility-use decisions at the Hanford Site. The DOE would use the CLUP to screen proposals. Eventually, management of Hanford Site areas would move toward the CLUP land-use goals. This CLUP process could take more than 50 years to fully achieve the land-use goals.« less

Remedial Investigation of Hanford Site Releases to the Columbia River - 13603

DOE Office of Scientific and Technical Information (OSTI.GOV)

Lerch, J.A.; Hulstrom, L.C.; Sands, J.P.

2013-07-01

In south-central Washington State, the Columbia River flows through the U.S. Department of Energy Hanford Site. A primary objective of the Hanford Site cleanup mission is protection of the Columbia River, through remediation of contaminated soil and groundwater that resulted from its weapons production mission. Within the Columbia River system, surface water, sediment, and biota samples related to potential Hanford Site hazardous substance releases have been collected since the start of Hanford operations. The impacts from release of Hanford Site radioactive substances to the Columbia River in areas upstream, within, and downstream of the Hanford Site boundary have been previouslymore » investigated as mandated by the U.S. Department of Energy requirements under the Atomic Energy Act. The Remedial Investigation Work Plan for Hanford Site Releases to the Columbia River [1] was issued in 2008 to initiate assessment of the impacts under the Comprehensive Environmental Response, Compensation, and Liability Act of 1980 [2]. The work plan established a phased approach to characterize contaminants, assess current risks, and determine whether or not there is a need for any cleanup actions. Field investigation activities over a 120-mile stretch of the Columbia River began in October 2008 and were completed in 2010. Sampled media included surface water, pore water, surface and core sediment, island soil, and fish (carp, walleye, whitefish, sucker, small-mouth bass, and sturgeon). Information and sample results from the field investigation were used to characterize current conditions within the Columbia River and assess whether current conditions posed a risk to ecological or human receptors that would merit additional study or response actions under CERCLA. The human health and ecological risk assessments are documented in reports that were published in 2012 [3, 4]. Conclusions from the risk assessment reports are being summarized and integrated with remedial investigation

Central Plateau Cleanup at DOE's Hanford Site - 12504

DOE Office of Scientific and Technical Information (OSTI.GOV)

Dowell, Jonathan

The discussion of Hanford's Central Plateau includes significant work in and around the center of the Hanford Site - located about 7 miles from the Columbia River. The Central Plateau is the area to which operations will be shrunk in 2015 when River Corridor cleanup is complete. This work includes retrieval and disposal of buried waste from miles of trenches; the cleanup and closure of massive processing canyons; the clean-out and demolition to 'slab on grade' of the high-hazard Plutonium Finishing Plant; installation of key groundwater treatment facilities to contain and shrink plumes of contaminated groundwater; demolition of all othermore » unneeded facilities; and the completion of decisions about remaining Central Plateau waste sites. A stated goal of EM has been to shrink the footprint of active cleanup to less than 10 square miles by 2020. By the end of FY2011, Hanford will have reduced the active footprint of cleanup by 64 percent exceeding the goal of 49 percent. By 2015, Hanford will reduce the active footprint of cleanup by more than 90 percent. The remaining footprint reduction will occur between 2015 and 2020. The Central Plateau is a 75-square-mile region near the center of the Hanford Site including the area designated in the Hanford Comprehensive Land Use Plan Environmental Impact Statement (DOE 1999) and Record of Decision (64 FR 61615) as the Industrial-Exclusive Area, a rectangular area of about 20 square miles in the center of the Central Plateau. The Industrial-Exclusive Area contains the 200 East and 200 West Areas that have been used primarily for Hanford's nuclear fuel processing and waste management and disposal activities. The Central Plateau also encompasses the 200 Area CERCLA National Priorities List site. The Central Plateau has a large physical inventory of chemical processing and support facilities, tank systems, liquid and solid waste disposal and storage facilities, utility systems, administrative facilities, and groundwater

29 CFR 778.412 - Relationship between amount guaranteed and range of hours employee may be expected to work.

Code of Federal Regulations, 2011 CFR

2011-07-01

... employee may be expected to work. While the guaranteed pay may not cover more than 60 hours, the contract... contract for an employee whose duties necessitate irregular hours of work, the number of hours for which... to work. A guaranty of pay for 60 hours to an employee whose duties necessitate irregular hours of...

29 CFR 784.107 - Relationship of employee's work to operations on the specified aquatic products.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Relationship of employee's work to operations on the... the Two Exemptions § 784.107 Relationship of employee's work to operations on the specified aquatic..., sponges, seaweeds, or other aquatic forms of animal and vegetable life.” The operations enumerated in...

29 CFR 784.107 - Relationship of employee's work to operations on the specified aquatic products.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Relationship of employee's work to operations on the... the Two Exemptions § 784.107 Relationship of employee's work to operations on the specified aquatic..., sponges, seaweeds, or other aquatic forms of animal and vegetable life.” The operations enumerated in...

29 CFR 784.107 - Relationship of employee's work to operations on the specified aquatic products.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Relationship of employee's work to operations on the... the Two Exemptions § 784.107 Relationship of employee's work to operations on the specified aquatic..., sponges, seaweeds, or other aquatic forms of animal and vegetable life.” The operations enumerated in...

29 CFR 784.107 - Relationship of employee's work to operations on the specified aquatic products.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Relationship of employee's work to operations on the... the Two Exemptions § 784.107 Relationship of employee's work to operations on the specified aquatic..., sponges, seaweeds, or other aquatic forms of animal and vegetable life.” The operations enumerated in...

Depressive symptoms and psychosocial aspects of work in bank employees.

PubMed

Valente, M S S; Menezes, P R; Pastor-Valero, M; Lopes, C S

2016-01-01

The financial sector has seen an increase in the number of cases of violence and stress, which can result in adverse health outcomes, including depressive symptoms, but studies related to stress at work and depression for these workers are scarce. To investigate the association between exposure to psychosocial work stressors and depressive symptoms in bank employees. A self-administered questionnaire was completed by a sample of bank employees in Pará and Amapá, Brazil. The survey assessed sociodemographic characteristics, mental health (Patient Health Questionnaire-9), Demand-Control-Support and Effort-Reward Imbalance (ERI). Outcomes included two levels of depressive symptoms: major depressive symptoms (MDS) and other forms of depressive symptoms (ODS). Logistic regression models were used to estimate associations between depressive symptoms, the two job stress models and relevant covariates. Of 2806 eligible subjects, there were 1445 respondents (52% response rate) and the final analyses included 1046 participants. The overall prevalence of depressive symptoms was 32% (MDS = 18%; ODS = 14%), with no statistically significant difference between men and women. High demands, low levels of control and low social support were associated with MDS and/or ODS, adjusted for gender, age and other work-related conditions. High effort/low reward, over-commitment and ERI were also associated with MDS and ODS. Psychosocial conditions in banking activity involving high strain, low social support at work, high effort with low reward and over-commitment may represent possible risk factors for depressive symptoms in bank employees. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Site support program plan for ICF Kaiser Hanford Company, Revision 1

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

1995-10-01

This document is the general administrative plan implemented by the Hanford Site contractor, ICF Kaiser Hanford Company. It describes the mission, administrative structure, projected staffing, to be provided by the contractor. The report breaks out the work responsibilities within the different units of the company, a baseline schedule for the different groups, and a cost summary for the different operating units.

Work time control and sleep disturbances: prospective cohort study of Finnish public sector employees.

PubMed

Salo, Paula; Ala-Mursula, Leena; Rod, Naja Hulvej; Tucker, Philip; Pentti, Jaana; Kivimäki, Mika; Vahtera, Jussi

2014-07-01

Employee control over work times has been associated with favorable psychosocial and health-related outcomes, but the evidence regarding sleep quality remains inconclusive. We examined cross-sectional and prospective associations between work time control and sleep disturbances in a large working population, taking into account total hours worked. The data were from a full-panel longitudinal cohort study of Finnish public sector employees who responded to questions on work time control and sleep disturbances in years 2000-2001, 2004-2005, 2008-2009, and 2012. The analysis of cross-sectional associations was based on 129,286 person measurements from 68,089 participants (77% women) aged 17-73 years (mean 43.1). Data from 16,503 participants were used in the longitudinal analysis. Log-binomial regression analysis with the generalized estimating equations method was used. Consistently in both cross-sectional and longitudinal models, less control over work time was associated with greater sleep disturbances in the total population and among those working normal 40-hour weeks. Among participants working more than 40 hours a week, work time that was both very high (cross-sectional prevalence ratio compared to intermediate work time control [PR] 1.32, 95% confidence interval [CI] 1.05-1.65) and very low (PR 1.23, 95% CI 1.08-1.39) was associated with sleep disturbances, after adjustment for potential confounding factors. These data suggest that having few opportunities to influence the duration and positioning of work time may increase the risk of sleep disturbances among employees. For persons working long hours, very high levels of control over working times were also associated with increased risk of sleep disturbances. Salo P, Ala-Mursula L, Rod NH, Tucker P, Pentti J, Kivimäki M, Vahtera J. Work time control and sleep disturbances: prospective cohort study of Finnish public sector employees. SLEEP 2014;37(7):1217-1225.

Work-life imbalance and mental health among male and female employees in Switzerland.

PubMed

Hämmig, Oliver; Bauer, Georg

2009-01-01

To investigate the prevalence and mental health effects of an unequal work-life balance (WLB) including potential gender differences. A cross-sectional study based on a representative sample of the Swiss employed population aged 20 to 64 (women: n = 1661; men: n = 1591). Based on a single-item measure, more than every seventh employee in Switzerland indicated major difficulties combining work and private life. In certain socio-demographic categories, up to 30% showed such work-life conflict (WLC). For both genders, work-life imbalance turned out to be a risk factor affecting mental health. Employees with self-reported WLC presented a significantly higher relative risk for poor self-rated health (women: aOR = 2.6/men: aOR = 2.0), negative emotions and depression (aOR = 3.0/3.1), low energy and optimism (aOR = 2.1/1.6), fatigue (aOR = 2.4/2.6), and sleep disorders (aOR = 1.8/1.5) compared to employees with no WLC. Internationally, few data on the prevalence of WLC exist. In Switzerland, work-life imbalance is not a marginal phenomenon among the workforce and needs to be addressed as a notable public and mental health issue.

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

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

PubMed Central

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Zakaria, Gamal Abdul Nasir; Abdullah, Nor Zaiham Midawati

2017-01-01

Objective The study investigated the degree to which selected sociodemographic variables and social values were related to work-attendance problems in a random sample of 860 Brunei public- and private-sector employees and the nature of this relationship. Materials and methods This quantitative study used the field-survey approach to administer research instruments directly to participants. This enabled the researchers to help participants who needed assistance in completing the measures properly, so as to increase the number of usable returns. Results Two sociodemographic variables (seeking help from a counselor/psychologist and marital status) correlated significantly with work attendance. Private-sector employees were more likely to have work-attendance problems than government workers. Both single and married employees and the chief wage earner in the household were more likely to have work-attendance issues to deal with compared to their counterparts. However, employees who sought help from a counselor/psychologist were far less likely to have work-attendance problems compared to those who did not get such help. The most significant social-value correlates with work-attendance problems were interpersonal communication, employer–employee relationship, work-stress problems, self-presentation, self-regulation, self-direction, and interpersonal trust. Self-regulation, self-direction, and satisfaction with work-related achievements significantly predicted work-attendance problems positively, while interpersonal communication problems and work-stress problems predicted work-attendance problems negatively. Low scorers on self-regulation and self-direction, as well as on satisfaction with work-related achievements, were more likely to have work-attendance problems compared to high scorers. However, low scorers on interpersonal communication and work-stress problems were less likely to have work-attendance problems compared to high-scoring peers. Conclusion Ample

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees.

PubMed

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Zakaria, Gamal Abdul Nasir; Abdullah, Nor Zaiham Midawati

2017-01-01

The study investigated the degree to which selected sociodemographic variables and social values were related to work-attendance problems in a random sample of 860 Brunei public- and private-sector employees and the nature of this relationship. This quantitative study used the field-survey approach to administer research instruments directly to participants. This enabled the researchers to help participants who needed assistance in completing the measures properly, so as to increase the number of usable returns. Two sociodemographic variables (seeking help from a counselor/psychologist and marital status) correlated significantly with work attendance. Private-sector employees were more likely to have work-attendance problems than government workers. Both single and married employees and the chief wage earner in the household were more likely to have work-attendance issues to deal with compared to their counterparts. However, employees who sought help from a counselor/psychologist were far less likely to have work-attendance problems compared to those who did not get such help. The most significant social-value correlates with work-attendance problems were interpersonal communication, employer-employee relationship, work-stress problems, self-presentation, self-regulation, self-direction, and interpersonal trust. Self-regulation, self-direction, and satisfaction with work-related achievements significantly predicted work-attendance problems positively, while interpersonal communication problems and work-stress problems predicted work-attendance problems negatively. Low scorers on self-regulation and self-direction, as well as on satisfaction with work-related achievements, were more likely to have work-attendance problems compared to high scorers. However, low scorers on interpersonal communication and work-stress problems were less likely to have work-attendance problems compared to high-scoring peers. Ample evidence from this study showed that sociodemographic

Supporting employees' work-family needs improves health care quality: Longitudinal evidence from long-term care.

PubMed

Okechukwu, Cassandra A; Kelly, Erin L; Bacic, Janine; DePasquale, Nicole; Hurtado, David; Kossek, Ellen; Sembajwe, Grace

2016-05-01

We analyzed qualitative and quantitative data from U.S.-based employees in 30 long-term care facilities. Analysis of semi-structured interviews from 154 managers informed quantitative analyses. Quantitative data include 1214 employees' scoring of their supervisors and their organizations on family supportiveness (individual scores and aggregated to facility level), and three outcomes: (1), care quality indicators assessed at facility level (n = 30) and collected monthly for six months after employees' data collection; (2), employees' dichotomous survey response on having additional off-site jobs; and (3), proportion of employees with additional jobs at each facility. Thematic analyses revealed that managers operate within the constraints of an industry that simultaneously: (a) employs low-wage employees with multiple work-family challenges, and (b) has firmly institutionalized goals of prioritizing quality of care and minimizing labor costs. Managers universally described providing work-family support and prioritizing care quality as antithetical to each other. Concerns surfaced that family-supportiveness encouraged employees to work additional jobs off-site, compromising care quality. Multivariable linear regression analysis of facility-level data revealed that higher family-supportive supervision was associated with significant decreases in residents' incidence of all pressure ulcers (-2.62%) and other injuries (-9.79%). Higher family-supportive organizational climate was associated with significant decreases in all falls (-17.94%) and falls with injuries (-7.57%). Managers' concerns about additional jobs were not entirely unwarranted: multivariable logistic regression of employee-level data revealed that among employees with children, having family-supportive supervision was associated with significantly higher likelihood of additional off-site jobs (RR 1.46, 95%CI 1.08-1.99), but family-supportive organizational climate was associated with lower likelihood

Fluor Hanford ALARA Center is a D and D Resource

DOE Office of Scientific and Technical Information (OSTI.GOV)

Waggoner, L.O.

2008-01-15

The mission at the Hanford Nuclear Reservation changed when the last reactor plant was shut down in 1989 and work was started to place all the facilities in a safe condition and begin decontamination, deactivation, decommissioning, and demolition (D and D). These facilities consisted of old shutdown reactor plants, spent fuel pools, processing facilities, and 177 underground tanks containing 53 million gallons of highly radioactive and toxic liquids and sludge. New skills were needed by the workforce to accomplish this mission. By 1995, workers were in the process of getting the facilities in a safe condition and it became obviousmore » improvements were needed in their tools, equipment and work practices. The Hanford ALARA Program looked good on paper, but did little to help contractors that were working in the field. The Radiological Control Director decided that the ALARA program needed to be upgraded and a significant improvement could be made if workers had a place they could visit that had samples of the latest technology and could talk to experienced personnel who have had success doing D and D work. Two senior health physics personnel who had many years experience in doing radiological work were chosen to obtain tools and equipment from vendors and find a location centrally located on the Hanford site. Vendors were asked to loan their latest tools and equipment for display. Most vendors responded and the Hanford ALARA Center of Technology opened on October 1, 1996. Today, the ALARA Center includes a classroom for conducting training and a mockup area with gloveboxes. Two large rooms have a containment tent, several glove bags, samples of fixatives/expandable foam, coating displays, protective clothing, heat stress technology, cutting tools, HEPA filtered vacuums, ventilation units, pumps, hydraulic wrenches, communications equipment, shears, nibblers, shrouded tooling, and several examples of innovative tools developed by the Hanford facilities. See

Effect of working hours and precarious employment on depressive symptoms in South Korean employees: a longitudinal study.

PubMed

Kim, Woorim; Park, Eun-Cheol; Lee, Tae-Hoon; Kim, Tae Hyun

2016-12-01

Long working hours and precarious employment are relatively common in South Korea. Since both can impact on mental health, this study examined their independent and combined effects on depressive symptoms of employees. Data were from the Korean Welfare Panel Study (KOWEPS), 2010-2013. A total of 2733 full-time employees without depressive symptoms were analysed. Hierarchical logistic regression models were used to investigate the effect of the number of working hours per week (eg, 35-40 hours, 41-52 hours, 53-68 hours, and >68 hours) and employment status (permanent vs precarious employment) on depressive symptoms, measured using the Center for Epidemiological Studies Depression (CES-D) 11 scale. Compared with individuals working 35-40 hours/week, employees working above 68 hours (OR 1.57, 95% CI 1.05 to 2.34) had higher odds of depressive symptoms after full adjustment. Similarly, precarious employees (OR 1.34, 95% CI 1.02 to 1.75) showed worse mental health than permanent employees. In the combined effect model, employees in precarious employment who worked above 68 hours/week (OR, 2.03 95% CI 1.08 to 3.83) exhibited the highest odds of depressive symptoms compared with permanent employees working 35 to 40 hours/week. Long work hours and precarious employment status were associated with higher odds of depressive symptoms. The findings highlight the importance of monitoring and addressing the vulnerable groups of employees to reduce the mental health burden of economically active individuals. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Flexible Work: The Impact of a New Policy on Employees' Sedentary Behavior and Physical Activity.

PubMed

Olsen, Heidi M; Brown, Wendy J; Kolbe-Alexander, Tracy; Burton, Nicola W

2018-01-01

The aim of the study was to assess change in physical activity (PA) and sedentary behavior (SB) in office-based employees after the implementation of a flexible work policy that allowed working at home. A total of 24 employees (62% female; 40 ± 10 years) completed an online questionnaire 4 weeks pre- and 6 weeks post-implementation of the policy. Changes in PA and SB were assessed using Wilcoxon signed rank test. There were no changes in PA after the introduction of the flexible work policy (Z = -0.29, P > 0.05). Sitting time increased on days the employees worked at home (Z = -2.02, P > 0.05) and on days they worked at the office (Z = -4.16, P > 0.001). A flexible work policy may have had a negative impact on sedentary behavior in this workplace. Future work is needed to explore the potential impact on workplace sitting time.

Promoting employee wellbeing: the relevance of work characteristics and organizational justice.

PubMed

Lawson, Katrina J; Noblet, Andrew J; Rodwell, John J

2009-09-01

Research focusing on the relationship between organizational justice and health suggests that perceptions of fairness can make significant contributions to employee wellbeing. However, studies examining the justice-health relationship are only just emerging and there are several areas where further research is required, in particular, the uniqueness of the contributions made by justice and the extent to which the health effects can be explained by linear, non-linear and/or interaction models. The primary aim of the current study was to determine the main, curvilinear and interaction effects of work characteristics and organizational justice perceptions on employee wellbeing (as measured by psychological health and job satisfaction). Work characteristics were measured using the demand-control-support (DCS) model (Karasek and Theorell, 1990) and Colquitt's (2001) four justice dimensions (distributive, procedural, interpersonal and informational) assessed organizational justice (Colquitt, 2001). Hierarchical regression analyses found that in relation to psychological health, perceptions of justice added little to the explanatory power of the DCS model. In contrast, organizational justice did account for unique variance in job satisfaction, the second measure of employee wellbeing. The results supported linear relationships between the psychosocial working conditions and the outcome measures. A significant two-way interaction effect (control x support at work) was found for the psychological health outcome and the procedural justice by distributive justice interaction was significant for the job satisfaction outcome. Notably, the findings indicate that in addition to traditional job stressors, health promotion strategies should also address organizational justice.

Proceedings of the First Hanford Separation Science Workshop

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1993-05-01

The First Hanford Separation Science Workshop, sponsored by PNL had two main objectives: (1) assess the applicability of available separation methods for environmental restoration and for minimization, recovery, and recycle of mixed and radioactive mutes; and (2) identify research needs that must be addressed to create new or improved technologies. The information gathered at this workshop not only applies to Hanford but could be adapted to DOE facilities throughout the nation as well. These proceedings have been divided into three components: Background and Introduction to the Problem gives an overview of the history of the Site and the cleanup mission,more » including waste management operations, past disposal practices, current operations, and plans for the future. Also included in this section is a discussion of specific problems concerning the chemistry of the Hanford wastes. Separation Methodologies contains the papers given at the workshop by national experts in the field of separation science regarding the state-of-the-art of various methods and their applicability/adaptability to Hanford. Research Needs identifies further research areas developed in working group sessions. Individual papers are indexed separately.« less

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.

Recommendations to Improve Employee Thermal Comfort When Working in 40°F Refrigerated Cold Rooms

PubMed Central

Ceballos, Diana; Mead, Kenneth; Ramsey, Jessica

2015-01-01

Cold rooms are commonly used for food storage and preparation, and are usually kept around 40°F following food safety guidelines. Some food preparation employees may spend 8 or more hours inside cold rooms. These employees may not be aware of the risks associated with mildly cold temperatures, dampness, and limited ventilation. We performed an evaluation of cold rooms at an airline catering facility because of concerns with exposure to cold temperatures. We spoke with and observed employees in two cold rooms, reviewed daily temperature logs, evaluated employee’s physical activity, work/rest schedule, and protective clothing. We measured temperature, percent relative humidity, and air velocities at different work stations inside the cold rooms. We concluded that thermal comfort concerns perceived by cold room employees may have been the result of air drafts at their workstations, insufficient use of personal protective equipment due to dexterity concerns, work practices, and lack of knowledge about good health and safety practices in cold rooms. These moderately cold work conditions with low air velocities are not well covered in current occupational health and safety guidelines, and wind chill calculations do not apply. We provide practical recommendations to improve thermal comfort of cold room employees. Engineering control recommendations include the redesigning of air deflectors and installing of suspended baffles. Administrative controls include the changing out of wet clothing, providing hand warmers outside of cold rooms, and educating employees on cold stress. We also recommended providing more options on personal protective equipment. However, there is a need for guidelines and educational materials tailored to employees in moderately cold environments to improve thermal comfort and minimize health and safety problems. PMID:25961447

Managerial Behaviors and Work Group Climate as Predictors of Employee Outcomes.

ERIC Educational Resources Information Center

Church, Allan H.

1995-01-01

Presents an analysis of the predictive relationships of managerial behavior and work group climate on employee outcomes; 1,428 survey responses were collected during an organizational change in the marketing and sales division of an international pharmaceuticals company. Behaviors of managers and work group members were found to be significantly…

Work Stressors, Health and Sense of Coherence in UK Academic Employees

ERIC Educational Resources Information Center

Kinman, Gail

2008-01-01

This cross-sectional study examined relationships between job-specific stressors and psychological and physical health symptoms in academic employees working in UK universities. The study also tests the main and moderating role played by sense of coherence (SOC: Antonovsky, 1987 in work stress process). SOC is described as a generalised resistance…

An assessment of drinking-water supplies on the Hanford site: an evaluation conducted at a federal nuclear facility in southeastern Washington state.

PubMed

Hanf, R William; Kelly, Lynn M

2005-03-01

Drinking water is supplied to most U.S. Department of Energy (DOE) facilities on the Hanford Site by DOE-owned, contractor-operated pumping and distribution systems. Water is primarily obtained from the Columbia River, but some facilities use water from on-site groundwater wells. Because of the large amount of radioactive and chemical waste produced, stored, and disposed of at Hanford, some people are concerned that waste materials are contaminating on-site drinking-water supplies. This paper describes the drinking-water facilities and treatment requirements on the Hanford Site and summarizes radiological and non-radiological water quality data obtained from water samples collected from each drinking-water system in use during 2001 and 2002. Monitoring data show that Hanford-produced radionuclides are measurable in some drinking-water samples. The only non-radiological contaminants detected either were by-products of the chlorination process or came from off-site agricultural activities. Contaminant level values were, in all cases, below state and federal drinking-water limits. This information will provide assurance to current employees and future site developers that drinking water on the Hanford Site is safe for public consumption.

Work-site health and fitness programs: Impact on the employee and employer.

PubMed

Voit, Susan

2001-01-01

Physical fitness and health lifestyle habits have been reported to lower the risk of death from disease, foster healthy muscles, joints and bones, and enhance personal function and mental health. Given these benefits, many employers are implementing health and fitness programs into their workplace with the goals of improving and maintaining the health of their employees and increasing worker productivity. However, research is still being conducted to determine if these programs are an effective means of achieving these goals. OBJECTIVE: The purpose of this paper is to investigate the impact of these programs on employee physical and mental health, employee work performance, and the employer. This paper also investigates the effectiveness of the specific program structures and intervention procedures that were used in the employee health and fitness programs that have been implemented. STUDY DESIGN: This paper analyzed 15 previously conducted studies to investigate the impact and design of employee health and fitness programs. RESULTS: The reviewed literature suggests that the incorporation of an employee health and fitness program can have positive effects for both the employee and the employer. Programs that are structured using a variety of physical fitness programs, health education classes, outreach and one on one counseling with follow up contact have proven to be most beneficial in terms of employee and employer satisfaction. CONCLUSION: The implementation of an employee health and fitness program can have positive lasting effects on both the employee and employer. In addition to implementing programs that offer a variety of choices and one on one counseling, employers would benefit from targeting the at-risk population to ensure that the programs benefit the greatest number of employees possible.

Lifestyle of the Employees Working in Hamadan Public Sectors: Application of the Trans-Theoretical Model

PubMed Central

Abdi, Jalal; Eftekhar, Hassan; Mahmoodi, Mahmood; Shojaeizade, Davod; Sadeghi, Roya

2015-01-01

Background: A healthy lifestyle is a valuable source to reduce the prevalence of health problems, and promoteehealth. Objectives: The current study aimed to evaluate the lifestyle and obesity status of Hamadan public employees and their status based on the trans-theoretical model (TTM). Patients and Methods: This analytical cross-sectional study was performed in 2014 on 1200 public employees in Hamadan city, Iran selected through proportional stratified random sampling. Data collection was performed using a three-section questionnaire including demographic characteristics, The FANTASTIC lifestyle questionnaire, and the five-part algorithm. Data were analyzed by SPSS-20 using linear regression, Chi-square, Fisher exact test, and ANOVA. Results: The mean age of the employees was 38.12 ± 8.04 years. Most of the employees (61.7%) had favorable lifestyle. About half of the employees were at the preparation stage of TTM. Most of the employees were in a poor condition regarding the physical activity and healthy eating habits. In most of the evaluated items, females got higher scores than males. The associations between lifestyle and age, gender, work experience, income satisfaction, and marital status were significant. Moreover, the associations between obesity and work experience, marital status, number of offspring, and gender were significant (P < 0. 05). Significant predicting variables of obesity were age and work experience; they explained 31.2% variance of obesity (adjusted R2 = 0.312, R2 change = 0.01). Conclusions: Planning health education interventions for employees through effective approaches seems necessary. PMID:25838939

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. Copyright © 2013 John Wiley & Sons, Ltd.

Quality of working life issues of employees with a chronic physical disease: a systematic review.

PubMed

de Jong, Merel; de Boer, Angela G E M; Tamminga, Sietske J; Frings-Dresen, Monique H W

2015-03-01

To assess issues that contribute to the Quality of Working Life (QWL) of employees with a chronic physical disease. A systematic literature search was conducted using the databases PubMed, PsycINFO and EMBASE. Experiences and perceptions during the working life of employees with a chronic physical disease were extracted and synthesized into issues that contributed to their QWL. We organized these synthesized QWL issues into higher order themes and categories with qualitative data analysis software. From a total of 4,044 articles identified by the search, 61 articles were included. Data extraction and data synthesis resulted in an overview of 73 QWL issues that were classified into 30 themes. The following five categories of themes were identified: (1) job characteristics with issues such as job flexibility and work-site access; (2) the social structure and environment containing issues about disclosure, discrimination, misunderstanding, and awareness by employers or colleagues; (3) organizational characteristics with issues such as requesting work accommodations; (4) individual work perceptions including issues about enjoyment and evaluating work or life priorities; and (5) effect of the disease and treatment including issues about cognitive and physical health and work ability. This systematic review offers an extensive overview of issues that might contribute to the QWL of employees with a chronic physical disease. This overview may function as a starting point for occupational support, such as monitoring and evaluating the QWL of employees with a chronic physical disease during return-to-work and work continuation processes.

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

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

PubMed

Young, Amanda E; Choi, YoonSun

2016-01-01

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. 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. 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. 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.

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…

The effect of occupational health and safety, work environment and discipline on employee performance in a consumer goods company

NASA Astrophysics Data System (ADS)

Putri, D. O.; Triatmanto, B.; Setiyadi, S.

2018-04-01

Employee performance can be the supporting factor of company performance. However, employee performance can be affected by several factors. Employees can have optimal performance if they feel safe, have good working environment and have discipline. The purposes of this research are to analyze the effect of occupational health and safety, work environment and discipline on the employee performance in PPIC Thermo section in a consumer goods company and to find the dominant variable which primarily affects employee performance. This research was conducted by taking data from 47 respondents. The data were collected using questionnaire. The techniques in data analysis is multiple linear regression with SPSS software. The result shows that occupational health and safety, work environment and discipline are simultaneously significant to the employee performance. Discipline holds the dominant factor which affects employee performance.

Effects of labelling on income, work and social function among hypertensive employees.

PubMed

Johnston, M E; Gibson, E S; Terry, C W; Haynes, R B; Taylor, D W; Gafni, A; Sicurella, J I; Sackett, D L

1984-01-01

Two hundred and thirty hypertensive Canadian steelworkers were followed for 5 years after screening and referral. Data on income, absenteeism and measures of work and social function were collected on these men and on a matched group of 230 normotensive employees. In the fifth year after screening, hypertensive employees earned an average of Can. $1093 less than normotensive employees despite similar incomes in the year before screening. This adverse effect on income was observed regardless of awareness of hypertension at the time of screening or compliance with treatment. Illness-related absenteeism among hypertensives rose in the year following screening and remained elevated for 4 years after screening. Normotensive and hypertensive employees reported similar levels of physical ability and psychological well-being. These findings need verification in other settings before inclusion in cost-effectiveness analyses of the management of hypertension.

Relationships between Selected Demographic Variables and Employee Work Ethics as Perceived by Supervisors

ERIC Educational Resources Information Center

Brauchle, Paul E.; Azam, Md. Shafiqul

2004-01-01

"Work ethic" is a cultural norm that advocates being personally accountable and responsible for the work that one does. It is based on a belief that work has intrinsic value to the individual. The concept of "work ethic" relates to the desirable work attitudes, values, and habits expected from employees. Positive work attitudes…

Work-to-Family Enrichment and Conflict Profiles: Job Characteristics and Employees' Well-Being.

PubMed

Carvalho, Vânia Sofia; Chambel, Maria José

2016-10-03

This article aims to analyze work-to-family conflict (WFC) and enrichment (WFE) profiles related to job characteristics and well-being at work and general well-being. A cross-sectional survey data of 1885 employees was analyzed. The Latent Profile Analysis revealed that the five-profile solution exhibited strong statistical significance (p > .001). ANCOVAs were performed to analyze the relationship of the identified profiles with job characteristics and well-being. Employees in the Beneficial profile had the best perception of job characteristics (lowest demands and the highest control and support) and the highest well-being, and those in the Harmful profile had the lowest job characteristics perceptions and the lowest well-being. Through a comparison of the Moderate Active profile and the Moderate Harmful profile, WFE was found to buffer the effects of the WFC on well-being at work (burnout; engagement) and on general well-being (i.e., health perceptions). The promotion of WFE through higher job autonomy, job support, and fewer demands is a crucial aspect to consider. This study helps to consolidate the work-family balance typology and its effects on employees' well-being, and broadens this framework to consider job characteristics.

Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade.

PubMed

Tuomi, Kaija; Vanhala, Sinikka; Nykyri, Erkki; Janhonen, Minna

2004-03-01

Rapid technological change and increased international competition have changed working life and work organizations. These changes may not be considered when researching employee work ability and well-being. This study investigates the impact of organizational practices, work demands and individual factors on work ability, organizational commitment and mental well-being of employees in the metal industry and retail trade. A follow-up study was conducted to examine these connections among 1389 employees (mean age 42 years at baseline) in 91 organizations. The first survey was conducted in 1998 and was repeated in 2000. Changes in organizational practices and the demands of work were strongly associated with changes in employee well-being. Work ability, organizational commitment and the mental well-being of employees were increased most if the opportunities for development and influence and the promotion of employee well-being were increased and if the supervisory support and organization of work were improved. Well-being also improved with less uncertainty at work and with decreasing mental and physical work demands. In addition physical exercise and affluence also had favourable effects. The results confirm that several features of organizational practices are strongly associated with employees' well-being. Organizational development is an important method of improving employees' work ability, commitment and well-being.

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.

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…

The incidence of anxiety and depression among employees--the role of psychosocial work characteristics.

PubMed

Andrea, Helene; Bültmann, Ute; van Amelsvoort, Ludovic G P M; Kant, Ymert

2009-01-01

Anxiety and depression are prevalent among employees and are associated with functional disability and work impairment. To date, little is known about the incidence and possible risk factors for developing anxiety and depression in the working population. Study aims were to (a) determine the incidence of subclinical anxiety and depression in a general working population and (b) identify the psychosocial work characteristics associated with the onset of subclinical anxiety and depression. This prospective study is based on 3,707 employees participating in the Maastricht Cohort Study on Fatigue at Work. Psychosocial work characteristics were measured in May 2000; anxiety and depression were measured with the Hospital Anxiety and Depression Scale in April 2002. The cumulative 23-month incidence for subclinical anxiety and depression was 4.6 and 3.3%, respectively. High psychological job demands increased the risk for both subsequent anxiety and depression. Moreover, low social support was predictive for the onset of anxiety, whereas job insecurity increased the risk for the onset of depression. These prospective associations were independent of potential confounding variables and the other psychosocial work characteristics. Adverse psychosocial work characteristics are significant predictors for the onset of subclinical anxiety and depression in the general working population. These findings encourage intervention studies testing whether modifying the psychosocial work environment reduces both anxiety and depressive symptoms among employees.

Work Time Control and Sleep Disturbances: Prospective Cohort Study of Finnish Public Sector Employees

PubMed Central

Salo, Paula; Ala-Mursula, Leena; Rod, Naja Hulvej; Tucker, Philip; Pentti, Jaana; Kivimäki, Mika; Vahtera, Jussi

2014-01-01

Objectives: Employee control over work times has been associated with favorable psychosocial and health-related outcomes, but the evidence regarding sleep quality remains inconclusive. We examined cross-sectional and prospective associations between work time control and sleep disturbances in a large working population, taking into account total hours worked. Methods: The data were from a full-panel longitudinal cohort study of Finnish public sector employees who responded to questions on work time control and sleep disturbances in years 2000-2001, 2004-2005, 2008-2009, and 2012. The analysis of cross-sectional associations was based on 129,286 person measurements from 68,089 participants (77% women) aged 17-73 years (mean 43.1). Data from 16,503 participants were used in the longitudinal analysis. Log-binomial regression analysis with the generalized estimating equations method was used. Results: Consistently in both cross-sectional and longitudinal models, less control over work time was associated with greater sleep disturbances in the total population and among those working normal 40-hour weeks. Among participants working more than 40 hours a week, work time that was both very high (cross-sectional prevalence ratio compared to intermediate work time control [PR] 1.32, 95% confidence interval [CI] 1.05-1.65) and very low (PR 1.23, 95% CI 1.08-1.39) was associated with sleep disturbances, after adjustment for potential confounding factors. Conclusions: These data suggest that having few opportunities to influence the duration and positioning of work time may increase the risk of sleep disturbances among employees. For persons working long hours, very high levels of control over working times were also associated with increased risk of sleep disturbances. Citation: Salo P, Ala-Mursula L, Rod NH, Tucker P, Pentti J, Kivimäki M, Vahtera J. Work time control and sleep disturbances: prospective cohort study of Finnish public sector employees. SLEEP 2014

Manager support for work/family issues and its impact on employee-reported pain in the extended care setting

PubMed Central

O’Donnell, Emily M.; Berkman, Lisa F.; Subramanian, Sv

2012-01-01

Objective Supervisor-level policies and the presence of a manager engaged in an employee’s need to achieve work/family balance, or “supervisory support,” may benefit employee health, including self-reported pain. Methods We conducted a census of employees at four selected extended-care facilities in the Boston metropolitan region (n= 368). Supervisory support was assessed through interviews with managers and pain was employee-reported. Results Our multilevel logistic models indicate that employees with managers who report the lowest levels of support for work/family balance experience twice as much overall pain as employees with managers who report high levels of support. Conclusions Low supervisory support for work/family balance is associated with an increased prevalence of employee-reported pain in extended-care facilities. We recommend that manager-level policies and practices receive additional attention as a potential risk factor for poor health in this setting. PMID:22892547

Is outcome responsibility at work emotionally exhausting? Investigating employee proactivity as a moderator.

PubMed

Schmitt, Antje; Den Hartog, Deanne N; Belschak, Frank D

2015-10-01

This study investigates the relationship between outcome responsibility and employees' well-being in terms of emotional exhaustion. Outcome responsibility is a job demand implying that employees' decisions at work have high material and/or nonmaterial consequences. Previous research indicates that outcome responsibility can have both positive and negative effects on employee well-being. Based on the person-job fit approach we hypothesize that whether or not outcome responsibility is positively or negatively related to emotional exhaustion depends on whether employees' behavioral style fits with this job demand. We investigate the role of proactive behavior as a personal resource that fits with high responsibility. We test our hypothesis in a multisource study among 138 employee-colleague dyads. Results of hierarchical moderated regression analysis reveal that peer-rated proactive behavior moderates the relationship between outcome responsibility and emotional exhaustion, such that the relationship is negative for employees showing high and nonsignificant for employees showing low proactivity. This finding holds also when controlling for trait positive and negative affect. The current study contributes to previous research on job design, proactivity, and occupational well-being and offers practical implications in terms of selection and training of employees for jobs high in outcome responsibility. (c) 2015 APA, all rights reserved).

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.

Emotional dissonance and sickness absence: a prospective study of employees working with clients.

PubMed

Indregard, Anne-Marthe Rustad; Knardahl, Stein; Nielsen, Morten Birkeland

2017-01-01

(1) Determine the relationship between emotional dissonance and medically certified sickness absence among employees working with clients and (2) compare the impact of emotional dissonance on medically certified sickness absence with the impact of other psychological and social work factors. A sample of 7758 employees was recruited from 96 Norwegian organizations in the period 2004 to 2014, all working with clients. The study design was prospective with emotional dissonance measured at baseline and then linked to official registry data of medically certified sickness absence for the year following the survey assessment. Quantitative demands, decision demands, role clarity, role conflict, control over work intensity, and decision control were included as additional work exposures. The impact of the study variables on the presence and duration of medically certified sickness absence was investigated with a negative binomial hurdle model. In the fully adjusted model, emotional dissonance and role conflict significantly predicted the presence of medically certified sickness absence. Control over work intensity and decision control were negatively related to presence of sickness absence. Only role conflict was a risk factor for the duration of sickness absence when all factors were analysed simultaneously. Emotional dissonance is a risk factor for the presence of medically certified sickness absence in client-driven work environments. Theoretical models of sickness absence, as well as interventions aiming to prevent sickness absence in such environments, should be aware of the effect emotional dissonance may have on employees.

Psychosocial Work Conditions and Burnout Among Brazilian Bank Employees: A Cross-Sectional Study.

PubMed

Valente, Maria do Socorro da Silva; Lopes, Cláudia S; Pastor-Valero, Maria; Menezes, Paulo Rossi

2016-06-01

Changes in the modern economy have affected the financial sector. Time pressures, excessive work demands, and job stress are frequent concerns among bank employees, which might predispose them to burnout symptoms. The objective of the present study was to investigate the association between burnout symptoms and exposure to psychosocial work conditions in bank employees. A cross-sectional study of 1046 bank employees was carried out in Pará and Amapá, northern Brazil. We applied a self-administered questionnaire evaluating socio-demographic characteristics, burnout (Maslach Burnout Inventory), and two job stress models (Demand-Control-Support and Effort-Reward Imbalance). Two levels of burnout symptoms were analysed: moderate level of burnout (MLB) and high level of burnout (HLB). Logistic regression models were used to estimate associations between the two levels of burnout and the two stress models, controlling for relevant covariates. The overall prevalence of burnout was 71.8% (31.1% for HLB; 40.7% for MLB), regardless of gender. Exposure to adverse psychosocial conditions in the workplace, such as high strain, low social support at work, high effort/low reward, and over commitment showed strong association with HLB and MLB, and these associations were independent of age, gender, and other occupational characteristics. We found that psychosocial conditions in the financial sector involving high strain, low social support at work, high effort/low reward, and over commitment represent possible risk factors for moderate and HLB symptoms in bank employees. © The Author 2016. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.

Human Service Employees Coping with Job Stress, Family Stress and Work-Family Conflict.

ERIC Educational Resources Information Center

Carbone, Dominic J.

The intersection of work and family life has always been a popular topic of discussion among family theorists. This study examined human service employees in direct service positions coping with work stress, family stress, and work-family conflict. The effects of work stress, family stress and work-family conflict on depression were examined.…

A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

PubMed

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2011-11-01

Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

Work environment satisfaction and employee health: panel evidence from Denmark, France and Spain, 1994-2001.

PubMed

Datta Gupta, Nabanita; Kristensen, Nicolai

2008-02-01

This paper investigates whether a satisfactory work environment can promote employee health even after controlling for socioeconomic status and life style factors. A dynamic panel model of health is estimated from worker samples from Denmark, France and Spain, employing both self-assessed general health and the presence of a functional limitation. In all three countries and for both types of health measures, a good perceived work environment is found to be a highly significant determinant of worker health even after controlling for unobserved heterogeneity and minimizing reverse causality. The marginal effect is, however, larger in France and Denmark than in Spain. Several potential explanations for this finding are discussed. Further, a satisfactory working environment is found to be at least as important for employee health as socioeconomic status. Thus, investing in giving workers a satisfying work environment could be a low-cost way of improving employee health.

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.

Work Performance of Employees With Depression: The Impact of Work Stressors

PubMed Central

Lerner, Debra; Adler, David A.; Rogers, William H.; Chang, Hong; Lapitsky, Leueen; McLaughlin, Thomas; Reed, John

2014-01-01

Purpose Depressed employees are vulnerable to adverse work outcomes. We hypothesized that work performance is impaired by depression and is worsened by exposure to psychosocial work stressors. Design Longitudinal cohort study with surveys administered at baseline, 6, 12, and 18 months. Setting Recruitment in primary care offices. Subjects A total of 14,268 were screened; 286 depressed, employed adults (18–62 years) and 193 controls were enrolled. Measures At-work limitations (presenteeism) and absenteeism were measured with the Work Limitations Questionnaire (WLQ) and WLQ Work Absence Module, respectively. Work stressors were assessed using a modified version of the Job Content Questionnaire. Analysis Univariate and multivariate tests assessed the degree to which at-work limitations were related to depression and/or stressful work. Results Presenteeism and absenteeism were significantly worse for the depression group at each time point (p ≤ .001). In cross-sectional models, presenteeism was associated with more severe depression symptoms, poorer general physical health, psychologically demanding work, the interaction of psychologically demanding work with depression, and less job control (r2 range = .33–.54). Absences were explained by depression symptom severity and poorer general physical health but not work stressors (r2 = .19). Because of minimal change in the work stressors, their longitudinal effects on outcomes were mostly nonsignificant. Conclusion This study found that depression symptoms are related to work absences and impaired work performance, and results partly confirmed that work stressors add to this impact. Results suggest that workers with depression may benefit from care involving medical and vocational interventions. PMID:20073388

Identifying the Family, Job, and Workplace Characteristics of Employees Who Use Work-Family Benefits.

ERIC Educational Resources Information Center

Secret, Mary

2000-01-01

Employs a contextual effects perspective to identify family, job, and workplace characteristics associated with the use of work-family benefits of 527 employees in 83 businesses. Determined that particular family problems predict female employee use of paid leave and mental health benefits. Summarizes that workplace size, sector, and culture are…

Employee-oriented leadership and quality of working life: mediating roles of idiosyncratic deals.

PubMed

Hornung, Severin; Glaser, Jürgen; Rousseau, Denise M; Angerer, Peter; Weigl, Matthias

2011-02-01

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.

The Influence of Cultural Congruency, Communication, and Work Alienation on Employee Satisfaction and Commitment in Mexican Organizations

ERIC Educational Resources Information Center

Madlock, Paul E.

2012-01-01

This study examined the influence of cultural congruency between societal and organizational cultures on Mexican supervisors' and employees' communication behaviors and employees' work alienation, satisfaction, and commitment. The participants were full time nonmanagement adults working for Mexican owned organizations located in Mexico. This study…

The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study.

PubMed

Williams, Paige; Kern, Margaret L; Waters, Lea

2017-01-01

This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff ( N = 69) completed surveys at three time points. After the first assessment, the treatment group ( n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness.

The Role and Reprocessing of Attitudes in Fostering Employee Work Happiness: An Intervention Study

PubMed Central

Williams, Paige; Kern, Margaret L.; Waters, Lea

2017-01-01

This intervention study examines the iterative reprocessing of explicit and implicit attitudes as the process underlying associations between positive employee attitudes (PsyCap), perception of positive organization culture (organizational virtuousness, OV), and work happiness. Using a quasi-experimental design, a group of school staff (N = 69) completed surveys at three time points. After the first assessment, the treatment group (n = 51) completed a positive psychology training intervention. Results suggest that employee PsyCap, OV, and work happiness are associated with one another through both implicit and explicit attitudes. Further, the Iterative-Reprocessing Model of attitudes (IRM) provides some insights into the processes underlying these associations. By examining the role and processes through which explicit and implicit attitudes relate to wellbeing at work, the study integrates theories on attitudes, positive organizational scholarship, positive organizational behavior and positive education. It is one of the first studies to apply the theory of the IRM to explain associations amongst PsyCap, OV and work happiness, and to test the IRM theory in a field-based setting. In applying attitude theory to wellbeing research, this study provides insights to mechanisms underlying workplace wellbeing that have not been previously examined and in doing so responds to calls for researchers to learn more about the mechanisms underlying wellbeing interventions. Further, it highlights the need to understand subconscious processes in future wellbeing research and to include implicit measures in positive psychology interventions measurement programs. Practically, this research calls attention to the importance of developing both the positive attitudes of employees and the organizational culture in developing employee work happiness. PMID:28154546

Employee Deviance: A Response to the Perceived Quality of the Work Experience.

ERIC Educational Resources Information Center

Hollinger, Richard; Clark, John

1982-01-01

Studies of deviant behavior in the work setting have assumed that an important factor is the employee's perception of the quality of the work experience. This study shows that measures of job satisfaction are significantly related to reported involvement in both property and production deviance in the workplace. (Author/SK)

Predicting employees' well-being using work-family conflict and job strain models.

PubMed

Karimi, Leila; Karimi, Hamidreza; Nouri, Aboulghassem

2011-04-01

The present study examined the effects of two models of work–family conflict (WFC) and job-strain on the job-related and context-free well-being of employees. The participants of the study consisted of Iranian employees from a variety of organizations. The effects of three dimensions of the job-strain model and six forms of WFC on affective well-being were assessed. The results of hierarchical multiple regression analysis revealed that the number of working hours, strain-based work interfering with family life (WIF) along with job characteristic variables (i.e. supervisory support, job demands and job control) all make a significant contribution to the prediction of job-related well-being. On the other hand, strain-based WIF and family interfering with work (FIW) significantly predicted context-free well-being. Implications are drawn and recommendations made regarding future research and interventions in the workplace.

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

...-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts... CERTAIN EMPLOYEES General Policies § 303-70.2 Must we pay death-related expenses when the employee's death is not work-related? Yes, provided the requirements in § 303-70.1 are met. ...

Who gets fired, who gets re-hired: the role of workers' contract, age, health, work ability, performance, work satisfaction and employee investments.

PubMed

Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth N J; Taris, Toon W

2015-04-01

Many workers have been dismissed in the past few years, either becoming unemployed or finding re-employment. The current study examined whether dismissal and its follow-up for the employee (re-employment versus unemployment) could be predicted from workers' employment contract and age, and their health status, work ability, work performance, work satisfaction and employee investments at baseline. Our sample comprised a selection of participants from the Netherlands Working Conditions Survey 2010 who participated in a follow-up questionnaire in 2012 (N = 2,644). We used logistic regression analyses to test our hypotheses. Temporary employment, low health status, low work ability, poor work performance, low work satisfaction and no employee investments in terms of training predicted future dismissal. Furthermore, older workers and workers reporting decreased work performance due to impaired health at baseline had a lower chance of re-employment after being dismissed. Interestingly, after taking into account all predictors, former temporary workers without permanent employment prospects had much better chances of re-employment after their dismissal than former permanent workers. Temporary, less healthy, low work ability, poor performing, dissatisfied and "under-invested" workers are at risk for dismissal, whereas older and less healthy workers are (also) at risk for long-term unemployment after being dismissed.

THE PRESCRIPTION FOR LIGHT WORK FOR THE PARTIALLY DISABLED EMPLOYEE

PubMed Central

Leggo, Christopher

1949-01-01

A prescription of “light work” for the industrially employed patient who is convalescent from injury or illness often is difficult to carry out and may do more harm than good to both employer and employee. Criteria developed from the observations of a physician engaged in an industrial establishment may be helpful to the physician in private practice who is called upon to decide when a patient may safely return to work and how strenuous or exacting the work may be. PMID:18125224

Relationships between work environment factors and presenteeism mediated by employees' health: a preliminary study.

PubMed

McGregor, Alisha; Iverson, Donald; Caputi, Peter; Magee, Christopher; Ashbury, Fred

2014-12-01

This study investigates a research framework for presenteeism, in particular, whether work environment factors are indirectly related to presenteeism via employees' health. A total of 336 employees, 107 from a manufacturing company in Europe and 229 from various locations across North America, completed a self-report survey, which measured the association between presenteeism (dependent variable) and several health and work environment factors (independent variables). These relationships were tested using path analysis with bootstrapping in Mplus. Presenteeism was directly related to health burden (r = 0.77; P = 0.00) and work environment burden (r = 0.34; P = 0.00). The relationship between work environment burden and presenteeism was partially mediated by health burden (β = 0.08; 95% confidence interval, 0.002 to 0.16). These findings suggest both a direct and an indirect relationship between work environment factors and presenteeism at work.

Working conditions and psychosocial risk factors of employees in French electricity and gas company customer support departments.

PubMed

Chevalier, Anne; Dessery, Michel; Boursier, Marie-Françoise; Grizon, Marie Catherine; Jayet, Christian; Reymond, Catherine; Thiebot, Michelle; Zeme-Ramirez, Monique; Calvez, Thierry

2011-01-01

Little is known about the real impact of working conditions on the health of call center employees. The aim of this article is to describe the working conditions of French electricity and gas company customer service teams, especially those spending more than 75% of their working time handling calls in order to determine their subjective experience of their work and identify situations at risk of psychosocial constraints. A cross-sectional study using a self-completion questionnaire was conducted on a representative sample of 2,000 employees working in customer service centers. The questions focused on the variety of tasks performed, the organization of working time, the physical environment of the workstation, violent situations and psychosocial factors (Job Content Questionnaire). Multivariate statistical analyses were performed to identify factors associated with the wish to leave the sector and with a high level of psychosocial constraints. Women made up 66% of the sample. Despite a high educational level, the average socio-professional level of the employees was relatively low. Although the vast majority of employees had chosen this career (74%), just over half would like to leave. The main factors associated with iso-strain were inadequate breaks (odds ratio (OR) = 2.0), low perceived quality of work (OR = 2.4), high proportion of working time spent handling calls (≥75% of working time: OR = 5.9, between 50 and <75%: OR = 5.2), exposure to violence either internally (often or very often: OR = 3.1) or from customers (often or very often: OR = 1.8) and an unsatisfactory workplace (OR = 2.0). Employees who spend more than 75% of their working time on the phone cumulate every factor linked with a high level of constraints, but all employees of the EDF and Gaz de France customer service centers are concerned. These workers share many characteristics with other call centers: predominantly female workforce; high educational level; wish to leave this sector despite

The Meaning of Working among Professional Employees in Germany, Poland and Russia

ERIC Educational Resources Information Center

Kuchinke, K. Peter; Ardichvili, Alexandre; Borchert, Margret; Rozanski, Andrzej

2009-01-01

Purpose: The purpose of this paper is to report the results of an empirical study of the meaning of working, individual level work outcomes, and job and career satisfaction, among professional level employees in business organizations in Russia, Poland, and Germany. Design/methodology/approach: The theoretical framework for the study was based on…

Hanford Site Solid Waste Acceptance Criteria

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1993-11-17

This manual defines the Hanford Site radioactive, hazardous, and sanitary solid waste acceptance criteria. Criteria in the manual represent a guide for meeting state and federal regulations; DOE Orders; Hanford Site requirements; and other rules, regulations, guidelines, and standards as they apply to acceptance of radioactive and hazardous solid waste at the Hanford Site. It is not the intent of this manual to be all inclusive of the regulations; rather, it is intended that the manual provide the waste generator with only the requirements that waste must meet in order to be accepted at Hanford Site TSD facilities.

Relationship between work-family balance and job satisfaction among employees in China: A moderated mediation model.

PubMed

Yu, Yue; Wang, Yuchen; Zhang, Jianxin

2017-09-01

Previous studies have revealed the association between work-family balance and job satisfaction. The present research further explored the underlying mechanism of this association and aimed to provide a moderated mediation model to explain if personality traits moderate the relationship between work-family balance and job satisfaction through work engagement. A cross-sectional study was conducted in which 263 employees from a petrochemical enterprise in China completed self-report questionnaires including the Work-Family Balance Scale, the Utrecht Work Engagement Scale, the Big Five Inventory-10, and the Job Satisfaction Scale. Hierarchical regression analysis and structural equation modeling showed that work engagement partially mediated the relationship between work-family balance and job satisfaction, and the indirect effect was further moderated only by extraversion. Therefore, an integrative moderated mediation model was proposed wherein work-family balance boosts job satisfaction by first enhancing employees' work engagement, while the indirect effect was in turn moderated by extraversion. The results suggest that interventions for improving job satisfaction may be enhanced by targeting work engagement, especially for employees with higher extraversion. © 2017 The Institute of Psychology, Chinese Academy of Sciences and John Wiley & Sons Australia, Ltd.

One perspective on stakeholder involvement at Hanford.

PubMed

Martin, Todd

2011-11-01

The Hanford nuclear site in Washington State had a major role in the production of nuclear weapons materials during the Manhattan Project in World War II and during the Cold War that followed. The production of weapons-grade radionuclides produced a large amount of radioactive byproducts that have been stored since the mid-1900s at the Hanford Site. These by-product radionuclides have leaked from containment facilities into the groundwater, contaminated buildings used for radionuclide processing, and also contaminated the nuclear reactors used to produce weapons-grade uranium and plutonium. This issue has been a major concern to Hanford stakeholders for several decades, and the U.S. Department of Energy, the U.S. Environmental Protection Agency, and the Washington State Department of Ecology established a Tri-Party Agreement in 1989, at which time Hanford ceased production of nuclear weapons materials and began a major effort to clean up and remediate the Hanford Site's contaminated groundwater, soil, and facilities. This paper describes the concerns of stakeholders in the production of nuclear weapons, the secrecy of Hanford operations, and the potential impacts to public health and the environment from the unintended releases of weapons-grade materials and by-products associated with their production at the Hanford Site. It also describes the involvement of public stakeholders in the development and oversight by the Hanford Advisory Board of the steps that have been taken in cleanup activities at the Hanford Site that began as a major effort about two decades ago. The importance of involvement of the general public and public interest organizations in developing and implementing the Hanford cleanup strategy are described in detail.

Improving work-life balance: what can employers and employees do?

PubMed

Herrera, Manuela

2013-12-14

Effective time management can play a big part in reducing stress for busy vets, but too often miscommunication between practice employers and employees can make it harder to achieve a good work-life balance. Manuela Herrera reports on a session at the BVA Congress which considered what vets can do to facilitate better time management in practice.

An Investigation of the Determinants of Employees' Decisions to Use Organizational Computing Resources for Non-Work Purposes

ERIC Educational Resources Information Center

Campbell, Stephen Matthew

2010-01-01

Internet access in the workplace has become ubiquitous in many organizations. Often, employees need this access to perform their duties. However, many studies report a large percentage of employees use their work Internet access for non-work-related activities. These activities can result in reduced efficiency, increased vulnerability to cyber…

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. © 2013 APJPH.

Constrained choices? Linking employees' and spouses' work time to health behaviors.

PubMed

Fan, Wen; Lam, Jack; Moen, Phyllis; Kelly, Erin; King, Rosalind; McHale, Susan

2015-02-01

There are extensive literatures on work conditions and health and on family contexts and health, but less research asking how a spouse or partners' work conditions may affect health behaviors. Drawing on the constrained choices framework, we theorized health behaviors as a product of one's own time and spouses' work time as well as gender expectations. We examined fast food consumption and exercise behaviors using survey data from 429 employees in an Information Technology (IT) division of a U.S. Fortune 500 firm and from their spouses. We found fast food consumption is affected by men's work hours-both male employees' own work hours and the hours worked by husbands of women respondents-in a nonlinear way. The groups most likely to eat fast food are men working 50 h/week and women whose husbands work 45-50 h/week. Second, exercise is better explained if work time is conceptualized at the couple, rather than individual, level. In particular, neo-traditional arrangements (where husbands work longer than their wives) constrain women's ability to engage in exercise but increase odds of men exercising. Women in couples where both partners are working long hours have the highest odds of exercise. In addition, women working long hours with high schedule control are more apt to exercise and men working long hours whose wives have high schedule flexibility are as well. Our findings suggest different health behaviors may have distinct antecedents but gendered work-family expectations shape time allocations in ways that promote men's and constrain women's health behaviors. They also suggest the need to expand the constrained choices framework to recognize that long hours may encourage exercise if both partners are looking to sustain long work hours and that work resources, specifically schedule control, of one partner may expand the choices of the other. Copyright © 2014 Elsevier Ltd. All rights reserved.

Constrained Choices? Linking Employees' and Spouses' Work Time to Health Behaviors

PubMed Central

Fan, Wen; Lam, Jack; Moen, Phyllis; Kelly, Erin; King, Rosalind; McHale, Susan

2014-01-01

There are extensive literatures on work conditions and health and on family contexts and health, but less research asking how a spouse or partners' work conditions may affect health behaviors. Drawing on the constrained choices framework, we theorized health behaviors as a product of one's own time and spouses' work time as well as gender expectations. We examined fast food consumption and exercise behaviors using survey data from 429 employees in an Information Technology (IT) division of a U.S. Fortune 500 firm and from their spouses. We found fast food consumption is affected by men's work hours—both male employees' own work hours and the hours worked by husbands of women respondents—in a nonlinear way. The groups most likely to eat fast food are men working 50 hours/week and women whose husbands work 45-50 hours/week. Second, exercise is better explained if work time is conceptualized at the couple, rather than individual, level. In particular, neo-traditional arrangements (where husbands work longer than their wives) constrain women's ability to engage in exercise but increase odds of men exercising. Women in couples where both partners are working long hours have the highest odds of exercise. In addition, women working long hours with high schedule control are more apt to exercise and men working long hours whose wives have high schedule flexibility are as well. Our findings suggest different health behaviors may have distinct antecedents but gendered work-family expectations shape time allocations in ways that promote men's and constrain women's health behaviors. They also suggest the need to expand the constrained choices framework to recognize that long hours may encourage exercise if both partners are looking to sustain long work hours and that work resources, specifically schedule control, of one partner may expand the choices of the other. PMID:25531550

Changes in working conditions and physical health functioning among midlife and ageing employees.

PubMed

Mänty, Minna; Kouvonen, Anne; Lallukka, Tea; Lahti, Jouni; Lahelma, Eero; Rahkonen, Ossi

2015-11-01

The aim this study was to examine the effect of changes in physical and psychosocial working conditions on physical health functioning among ageing municipal employees. Follow-up survey data were collected from midlife employees of the City of Helsinki, Finland, at three time points: wave 1 (2000-2002), wave 2 (2007), and wave 3 (2012). Changes in physical and psychosocial working conditions were assessed between waves 1 and 2. Physical health functioning was measured by the physical component summary (PCS) of the Short-Form 36 questionnaire at each of the three waves. In total, 2784 respondents (83% women) who remained employed over the follow-up were available for the analyses. Linear mixed-effect models were used to assess the associations and adjust for key covariates (age, gender, obesity, chronic diseases, and health behaviors). Repeated and increased exposure to adverse physical working conditions was associated with greater decline in physical health functioning over time. In contrast, decrease in exposures reduced the decline. Of the psychosocial working conditions, changes in job demands had no effects on physical health functioning. However, decreased job control was associated with greater decline and repeated high or increased job control reduced the decline in physical health functioning over time. Adverse changes in physical working conditions and job control were associated with greater decline in physical health functioning over time, whereas favorable changes in these exposures reduced the decline. Preventing deterioration and promoting improvement of working conditions are likely to help maintain better physical health functioning among ageing employees.

Navigating Return to Work and Breastfeeding in a Hospital with a Comprehensive Employee Lactation Program.

PubMed

Froh, Elizabeth B; Spatz, Diane L

2016-11-01

The Surgeon General's Call to Action to Support Breastfeeding details the need for comprehensive employer lactation support programs. Our institution has an extensive employee lactation program, and our breastfeeding initiation and continuation rates are statistically significantly higher than state and national data, with more than 20% of our employees breastfeeding for more than 1 year. The objective of this research was complete secondary data analysis of qualitative data collected as part of a larger study on breastfeeding outcomes. In the larger study, 545 women who returned to work full or part time completed an online survey with the ability to provide free text qualitative data and feedback regarding their experiences with breastfeeding after return to work. Qualitative data were pulled from the online survey platform. The responses to these questions were analyzed using conventional content analysis by the research team (2 PhD-prepared nurse researchers trained and experienced in qualitative methodologies and 1 research assistant) in order to complete a thematic analysis of the survey data. Analysis of the data yielded 5 major themes: (1) positive reflections, (2) nonsupportive environment/work culture, (3) supportive environment/work culture, (4) accessibility of resources, and (5) internal barriers. The themes that emerged from this research clearly indicate that even in a hospital with an extensive employee lactation program, women have varied experiences-some more positive than others. Returning to work while breastfeeding requires time and commitment of the mother, and a supportive employee lactation program may ease that transition of return to work.

CO{sub 2} pellet decontamination technology at Westinghouse Hanford

DOE Office of Scientific and Technical Information (OSTI.GOV)

Aldridge, T.L.; Aldrich, L.K. II; Bowman, E.V.

1995-03-01

Experimentation and testing with CO{sub 2} pellet decontamination technology is being conducted at Westinghosue Hanford Company (WHC), Richland, Washington. There are 1,100 known existing waste sites at Hanford. The sites specified by federal and state agencies are currently being studied to determine the appropriate cleanup methods best for each site. These sites are contaminated and work on them is in compliance with the Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA). There are also 63 treatment, storage, and disposal units, for example: groups of waste tanks or drums. In 1992, there were 100 planned activities scheduled to bring these unitsmore » into the Resource Conservation and Recovery Act (RCRA) compliance or close them after waste removal. Ninety-six of these were completed. The remaining four were delayed or are being negotiated with regulatory agencies. As a result of past defense program activities at Hanford a tremendous volume of materials and equipment have accumulated and require remediation.« less

Characteristics of shift work and their impact on employee performance and wellbeing: A literature review.

PubMed

Dall'Ora, Chiara; Ball, Jane; Recio-Saucedo, Alejandra; Griffiths, Peter

2016-05-01

To identify the characteristics of shift work that have an effect on employee's performance (including job performance, productivity, safety, quality of care delivered, errors, adverse events and client satisfaction) and wellbeing (including burnout, job satisfaction, absenteeism, intention to leave the job) in all sectors including healthcare. A scoping review of the literature was undertaken. We searched electronic databases (CINAHL, MEDLINE, PsychINFO, SCOPUS) to identify primary quantitative studies. The search was conducted between January and March 2015. Studies were drawn from all occupational sectors (i.e. health and non health), meeting the inclusion criteria: involved participants aged ≥18 who have been working shifts or serve as control group for others working shifts, exploring the association of characteristics of shift work with at least one of the selected outcomes. Reference lists from retrieved studies were checked to identify any further studies. 35 studies were included in the review; 25 studies were performed in the health sector. A variety of shift work characteristics are associated with compromised employee's performance and wellbeing. Findings from large multicentre studies highlight that shifts of 12h or longer are associated with jeopardised outcomes. Working more than 40h per week is associated with adverse events, while no conclusive evidence was found regarding working a 'Compressed Working Week'; working overtime was associated with decreased job performance. Working rotating shifts was associated with worse job performance outcomes, whilst fixed night shifts appeared to enable resynchronisation. However, job satisfaction of employees working fixed nights was reduced. Timely breaks had a positive impact on employee fatigue and alertness, whilst quick returns between shifts appeared to increase pathologic fatigue. The effect of shift work characteristics on outcomes in the studies reviewed is consistent across occupational sectors

Employees' negative and positive work-home interaction and their association with depressive symptoms.

PubMed

Nitzsche, Anika; Jung, Julia; Pfaff, Holger; Driller, Elke

2013-05-01

Depression is the leading cause of disability and high costs worldwide. One possibility for preventing depression in the workplace, which has received little consideration so far, is the promotion of a successful balance between work and personal life. The aim of this study was to investigate employees' negative and positive work-home interaction and their association with depressive symptoms. A cross-sectional study was conducted in the micro- and nanotechnology sector in Germany. A stepwise multivariate logistic regression analysis was performed using data from N = 213 employees. The results suggest that while negative work-home interaction is associated with an increased risk for depressive symptoms, positive work-home interaction is correlated with a lower risk. Neither positive nor negative interaction in the home-to-work direction demonstrated a significant association with depressive symptoms. When attempting to prevent mental illnesses, such as depression, it is important to develop strategies aimed at reducing conflict between work and personal life and promoting a positive exchange between these two domains. Copyright © 2012 Wiley Periodicals, Inc.

The Influence of Personal Factors and Perceived Work Experiences on Employee Turnover and Absenteeism.

DTIC Science & Technology

1979-11-01

FExperiences onl Employee Turnover and Absenteeism Daniel G. Spencer School of Business University of Kansas Richard M. Steers Graduiate School of...Idenify by block nomber) Turnover Education Organizational dependability Absenteeism Group Attitudes Personal importance Tenure Met expectations Age...perceived work experiences on employee turnover and absenteeism among a sample of 200 clerical and service workers in a Major hospital. It was found that

Tips for Working with Deaf or Hard-of-Hearing Student Employees in the Library

ERIC Educational Resources Information Center

Henderson, John

2009-01-01

For a deaf or hard-of-hearing employee, working in an academic library can be a rewarding opportunity and a great way to interact with the hearing world. For department heads, it means changes or adjustments might need to be made in how training and interacting with their employees is handled. Using 10 tips to communicate, from visual aids to…

'Feel better/work better' epitomizes employee fitness program.

PubMed

Molidor, C

1979-01-01

It stands to reason that employees who feel better will take less time off because of illness and, consequently, improve their productivity. Rather than leave the health of their employees to chance, the Mercy Center for Health Care Services in Aurora, IL, put together a program that develops the total fitness of individual employees.

Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

PubMed

Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

2014-11-01

In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Below the Salary Line: Employee Engagement of Non-Salaried Employees

ERIC Educational Resources Information Center

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Predictors of impaired work functioning in employees with major depression in remission.

PubMed

de Vries, Gabe; Koeter, Maarten W J; Nieuwenhuijsen, Karen; Hees, Hiske L; Schene, Aart H

2015-10-01

This study aims to (i) assess work functioning in employees returning to work with a major depression in remission, (ii) study the predictors of impaired work functioning. Participants diagnosed with major depressive disorder (MDD), on long term sick leave (mean 27 weeks) and treated in a specialized mental healthcare setting, were selected from an intervention study sample. They were eligible for this study if they were remitted from their depression and had returned to work for at least 50% of their contract hours at 18 month follow-up. Work functioning was assessed with the Work Limitations Questionnaire (WLQ) and the Need For Recovery scale (NFR). Potential predictors of impaired work functioning were demographic characteristics (assessed at baseline), health characteristics (assessed at baseline, six and twelve month follow-up), and personality- and work characteristics (assessed at 18 month follow-up). After their return to work with MDD in remission, employees were on average still impaired in their work functioning. Personality characteristics were the strongest predictor of this impaired work functioning, followed by health and work characteristics. In the final prediction model, only a passive reaction coping style remained as predictor. We used self-report data with respect to work functioning and work characteristics and not an assessment by a supervisor. Personality trait, coping style, and ability to manage the work environment should be addressed in mental health and return-to-work interventions. Subsequent improved work functioning may be beneficial for mental health and may reduce societal costs. Copyright © 2015 Elsevier B.V. All rights reserved.

Hanford Site 1998 Environmental Report

DOE Office of Scientific and Technical Information (OSTI.GOV)

RL Dirkes; RW Hanf; TM Poston

This Hanford Site environmental report is prepared annually to summarize environmental data and information, to describe environmental management performance, to demonstrate the status of compliance with environmental regulations, and to highlight major environmental programs and efforts. The report is written to meet requirements and guidelines of the U.S. Department of Energy (DOE) and to meet the needs of the public. This summary has been written with a minimum of technical terminology. Individual sections of the report are designed to: describe the Hanford Site and its mission; summarize the status of compliance with environmental regulations; describe the environmental programs at themore » Hanford Site; discuss the estimated radionuclide exposure to the public from 1998 Hanford Site activities; present the effluent monitoring, environmental surveillance, and groundwater protection and monitoring information; and discuss the activities to ensure quality.« less

A Model of Successful Work Experience for Employees Who Are Visually Impaired: The Results of a Study

ERIC Educational Resources Information Center

Golub, Dawn B.

2006-01-01

This study explored the factors that contribute to a successful work experience for employees who are visually impaired from the perspective of employers. The employers who were interviewed emphasized the dual responsibility that employees have to empower their own success and that employers have to enable the employees' success. In addition, an…

Diabetes, employment and fatigue-related complaints: a comparison between diabetic employees, "healthy" employees, and employees with other chronic diseases.

PubMed

Weijman, Iris; Kant, Ijmert; Swaen, Gerard M; Ros, Wynand J G; Rutten, Guy E H M; Schaufeli, Wilmar B; Schabracq, Marc J; Winnubst, Jacques A M

2004-08-01

The work situation and fatigue-related complaints of employees with diabetes (N = 141) were compared with "healthy" employees (N = 8946) and employees with other chronic diseases (N = 1883). Baseline data from a Dutch Cohort Study on Fatigue at Work were used to test differences in background variables, work characteristics, lifestyle factors, and fatigue-related complaints. Odds ratios were calculated for prolonged fatigue, the need for recovery, burnout, and psychological distress. Results showed that employees with diabetes work more daytime hours and work less overtime than the other groups. If they have no comorbidity, they are no more likely to report fatigue-related complaints than "healthy" employees, except for a depressed mood. Comorbidity (the presence of one or more additional chronic diseases) is associated with increased fatigue-related complaints. Therefore, this group will need special attention from professionals.

Desired Characteristics for MSW Students and Social Work Employees: Cognitive versus Personal Attributes

ERIC Educational Resources Information Center

Seipel, Michael M. O.; Johnson, Jennifer D.; Walton, Elaine

2011-01-01

Selecting the best students and hiring the best social workers are important professional responsibilities. Findings from this exploratory study identify personal attributes that are significant in enabling MSW students and social work employees to succeed. Social work educators and agency administrators generally agree that personal attributes…

[Effects of a long-term intervention in a work cafeteria on employee vegetable intake].

PubMed

Misawa, Akemi; Yoshita, Katsushi; Fukumura, Tomoe; Tanaka, Taichiro; Tamaki, Junko; Takebayashi, Toru; Kusaka, Yukinori; Nakagawa, Hideaki; Yamato, Hiroshi; Okayama, Akira; Miura, Katsuyuki; Okamura, Tomonori; Ueshima, Hirotsugu

2015-01-01

We examined the effects on employee vegetable intake of a long-term intervention in an employee work cafeteria. The subjects were approximately 1,200 employees (aged 19-61 years) of an industrial company in Fukui prefecture. We promoted the intake of typical Japanese style meals that combined three elements (staple foods, main dishes and vegetable dishes) to increase vegetables intake. We displayed all items on the menus of the employee cafeteria using three colors (yellow, red and green to denote three elements) to indicate healthy food choices for the maintenance of a healthy food environment. We advised employees to choose meals containing the three elements at the time of payment, for nutritional education (appropriate portion choice: APC). We evaluated the ratio of APC at the same time. To calculate the mean daily intake per person, we carried out a questionnaire survey similar to the "semi-quantitative food frequency questionnaire" and asked about the frequency and approximate intake of vegetables. The APC was 63.5% after one year of intervention, significantly increased to 82.1% after two years (p < 0.001), and was 80.0% after three years of intervention (p < 0.001). Vegetable intake at breakfast (p < 0.001), lunch (p < 0.001) and dinner (p = 0.011), and from vegetable juice (p = 0.030) significantly increased after three years of intervention. The consumption of pickles significantly decreased after three years of intervention (p = 0.009). It was estimated that the vegetable intake of men increased from 167.3 to 184.6 g, and that of women from 157.9 to 187.7 g. Employee estimated vegetable intake was significantly increased and that of pickles was significantly decreased by a long-term intervention (three years) in the employee work cafeteria.

Perceptions of work stress causes and effective interventions in employees working in public, private and non-governmental organisations: a qualitative study

PubMed Central

Bhui, Kamaldeep; Dinos, Sokratis; Galant-Miecznikowska, Magdalena; de Jongh, Bertine; Stansfeld, Stephen

2016-01-01

Aims and method To identify causes of stress at work as well as individual, organisational and personal interventions used by employees to manage stress in public, private and non-governmental organizations (NGOs). Qualitative interviews were conducted with 51 employees from a range of organisations. Results Participants reported adverse working conditions and management practices as common causes of work stress. Stress-inducing management practices included unrealistic demands, lack of support, unfair treatment, low decision latitude, lack of appreciation, effort–reward imbalance, conflicting roles, lack of transparency and poor communication. Organisational interventions were perceived as effective if they improved management styles, and included physical exercise, taking breaks and ensuring adequate time for planning work tasks. Personal interventions used outside of work were important to prevent and remedy stress. Clinical implications Interventions should improve management practices as well as promoting personal interventions outside of the work setting. PMID:28377811

HANFORD SCIENCE & TECHNOLOGY NEEDS STATEMENTS 2002

DOE Office of Scientific and Technical Information (OSTI.GOV)

WIBLE, R.A.

This document: (a) provides a comprehensive listing of the Hanford sites science and technology needs for fiscal year (FY) 2002; and (b) identifies partnering and commercialization opportunities within industry, other federal and state agencies, and the academic community. These needs were prepared by the Hanford projects (within the Project Hanford Management Contract, the Environmental Restoration Contract and the River Protection Project) and subsequently reviewed and endorsed by the Hanford Site Technology Coordination Group (STCG). The STCG reviews included participation of DOE-RL and DOE-ORP Management, site stakeholders, state and federal regulators, and Tribal Nations. These needs are reviewed and updated onmore » an annual basis and given a broad distribution.« less

Hanford Site Environmental Report 1999

DOE Office of Scientific and Technical Information (OSTI.GOV)

TM Poston; RW Hanf; RL Dirkes

This Hanford Site environmental report is prepared annually to summarize environmental data and information, to describe environmental management performance, to demonstrate the status of compliance with environmental regulations, and to highlight major environmental programs and efforts. The report is written to meet requirements and guidelines of the U.S. Department of Energy (DOE) and to meet the needs of the public. This summary has been written with a minimum of technical terminology. Individual sections of the report are designed to: (1) describe the Hanford Site and its mission; (2) summarize the status of compliance with environmental regulations; (3) describe the environmentalmore » programs at the Hanford Site; (4) discuss the estimated radionuclide exposure to the public from 1999 Hanford Site activities; (5) present the effluent monitoring, environmental surveillance, groundwater protection and monitoring information; and (6) discuss the activities to ensure quality.« less

Health factors in the everyday life and work of public sector employees in Sweden.

PubMed

Erlandsson, Lena-Karin; Carlsson, Gunilla; Horstmann, Vibeke; Gard, Gunvor; Holmström, Eva

2012-01-01

The aim was to explore aspects of everyday life in addition to established risk factors and their relationship to subjective health and well-being among public sector employees in Sweden. Gainful employment impact on employees' health and well-being, but work is only one part of everyday life and a broader perspective is essential in order to identify health-related factors. Data were obtained from employees at six Social Insurance Offices in Sweden, 250 women and 50 men. A questionnaire based on established instruments and questions specifically designed for this study was used. Relationships between five factors of everyday life, subjective health and well-being were investigated by means of multivariate logistic regression analysis. The final model revealed a limited importance of certain work-related factors. A general satisfaction with everyday activities, a stress-free environment and general control in addition to not having monotonous movements at work were found to be factors explaining 46.3% of subjective good health and well-being. A person's entire activity pattern, including work, is important, and strategies for promoting health should take into account the person's situation as a whole. The interplay between risk and health factors is not clear and further research is warranted.

Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study.

PubMed

Ogbonnaya, Chidiebere; Daniels, Kevin; Connolly, Sara; van Veldhoven, Marc

2017-01-01

We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the combined use (or integrated effects) of HPWP has greater explanatory power on employee health, well-being, and work intensification compared to their isolated or independent effects. We use data from the 2004 British Workplace Employment Relations Survey (22,451 employees nested within 1,733 workplaces) and the 2010 British National Health Service Staff survey (164,916 employees nested within 386 workplaces). The results show that HPWP have positive combined effects in both contexts, and work intensification has a mediating role in some of the linkages investigated. The results also indicate that the combined use of HPWP may be sensitive to particular organizational settings, and may operate in some sectors but not in others. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Employees' use of social media for private reasons during working hours

NASA Astrophysics Data System (ADS)

Gunnlaugsdottir, Johanna

2015-02-01

The objectives of the study were to find out: Whether Icelandic organizations allowed open access to social media (SM), whether the respondents used SM for private reasons during working hours, which SM they used, how much time they devoted to such use, and what was the attitude of managers and the employees themselves towards such use. The respondents were asked to disclose whether they worked in the private or the public sector and the type of organization that they worked for. This was a two-dimensional study: A questionnaire sent to an internet panel and a telephone survey both based on a random sample selected from the National Registry in February 2013. A similar study has not been performed in Iceland before. Foreign studies of the same nature are not known, only related research. The main findings were that about half of the organizations allowed open access to SM, just below 50% of respondents took advantage of SM for personal use during working hours and the great majority used Facebook. Employees used a considerable part of their working hours for personal use of SM. The majority of respondents were of the opinion that managers objected to the use of SM during working hours and a larger majority believed that such use of themselves was unacceptable. The survey adds valuable information for a better understanding of the status of SM at places of work. The results could be of value to organizations that want to evaluate the pros and cons of SM for the organization.

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.

The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

PubMed

Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

2016-07-01

Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Psychosocial aspects of working with video display terminals (VDTs) and employee physical and mental health.

PubMed

Smith, M J

1997-10-01

Psychosocial aspects of using video display terminals (VDTs) have been recognized as contributors to employees' mental and physical health problems for more than 15 years. Yet, little has been done by employers to change work organization conditions to improve the psychosocial work environment of VDT users. Thus, psychosocial aspects of work are emerging as one of the biggest problems for VDT users in the late 1990s. This paper explores how psychosocial aspects of VDT work are related to job stress, and their consequences for mental and physical health. Using the research literature, it defines various aspects of work organization and job design that have been shown to be related to VDT users' ill-health. Some of the important work design aspects uncovered include a lack of employee skill use, monotonous tasks, high job demands and work pressure, a lack of control over the job, poor supervisory relations, fear of job loss, and unreliable technology. These are the same job stressors that have been defined as problematic for a variety of blue collar jobs in previous research. Work organization improvements for healthier VDT jobs are proposed. These include organizational support, employee participation, improved task content, increased job control, reasonable production standards, career development, enhanced peer socialization, and improved workstation ergonomics. These organizational improvements are derived from a more detailed organizational strategy for job stress reduction. A model of job redesign through proper 'balancing' of work organization features is discussed.

KENNEDY SPACE CENTER, FLA. - Former astronaut Story Musgrave talks to employees and their children during a welcome ceremony in the IMAX Theatre, KSC Visitor Complex. Employees were invited to share their work experience with their children for Take Our Children to Work Day.

NASA Image and Video Library

2003-07-24

KENNEDY SPACE CENTER, FLA. - Former astronaut Story Musgrave talks to employees and their children during a welcome ceremony in the IMAX Theatre, KSC Visitor Complex. Employees were invited to share their work experience with their children for Take Our Children to Work Day.

Impact of marketing work-place diversity on employee job involvement and organizational commitment.

PubMed

Kirby, S L; Richard, O C

2000-06-01

Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs.

Return to Work among Employees with Long-Term Sickness Absence in Eldercare: A Prospective Analysis of Register-Based Outcomes

ERIC Educational Resources Information Center

Clausen, Thomas; Friis Andersen, Malenea; Bang Christensen, Karl; Lund, Thomas

2011-01-01

This study investigates whether psychosocial work characteristics and work-related psychological states predict return to work (RTW) after long-term sickness absence among eldercare staff. We followed 9947 employees in a national register on payment of sickness-absence compensation for 1 year and found that 598 employees had absence periods of 8…

Report: Review of Hotline Complaint on Employee Granted Full-Time Work-at-Home Privilege

EPA Pesticide Factsheets

Report #10-P-0002, October 7, 2009. We found an unauthorized, full-time work-at-home arrangement that has existed for 9 years and allows a NETI employee to work from home in Ohio instead of an office in Washington, DC.

Hanford Site Environmental Report 1993

DOE Office of Scientific and Technical Information (OSTI.GOV)

Dirkes, R.L.; Hanf, R.W.; Woodruff, R.K.

The Hanford Site Environmental Report is prepared annually to summarize environmental data and information, describe environmental management performance, and demonstrate the status of compliance with environmental regulations. The report also highlights major environmental programs and efforts. The report is written to meet reporting requirements and Guidelines of the U.S. Department of Energy (DOE) an to meet the needs of the public. This summary has been written with a minimum of technical terminology. Individual sections of the report are designed to (a) describe the Hanford Site and its mission, (b) summarize the status in 1993 of compliance with environmental regulations, (c)more » describe the environmental programs at the Hanford Site, (d) discuss estimated radionuclide exposure to the public from 1993 Hanford activities, (e) present information on effluent monitoring and environmental surveillance, including ground-water protection and monitoring, (f) discuss activities to ensure quality. More detailed information can be found in the body of the report, the appendixes, and the cited references.« less

14 CFR 1267.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Work-family conflict and well-being in university employees.

PubMed

Winefield, Helen R; Boyd, Carolyn; Winefield, Anthony H

2014-01-01

This is one of the first reported studies to have reviewed the role of work-family conflict in university employees, both academic and nonacademic. The goal of this research was to examine the role of work-family conflict as a mediator of relationships between features of the work environment and worker well-being and organizational outcomes. A sample of 3,326 Australian university workers responded to an online survey. Work-family conflict added substantially to the explained variance in physical symptoms and psychological strain after taking account of job demands and control, and to a lesser extent to the variance in job performance. However, it had no extra impact on organizational commitment, which was most strongly predicted by job autonomy. Despite differing in workloads and work-family conflict, academic ("faculty") and nonacademic staff demonstrated similar predictors of worker and organizational outcomes. Results suggest two pathways through which management policies may be effective in improving worker well-being and productivity: improving job autonomy has mainly direct effects, while reducing job demands is mediated by consequent reductions in work-family conflict.

What factors are most relevant to the assessment of work ability of employees on long-term sick leave? The physicians' perspective.

PubMed

Dekkers-Sánchez, Patricia M; Wind, Haije; Sluiter, Judith K; Frings-Dresen, Monique H W

2013-07-01

To reach insurance physician (IPs) consensus on factors that must be taken into account in the assessment of the work ability of employees who are sick-listed for 2 years. A Delphi study using online questionnaires was conducted from October 2010 to March 2011. One hundred and two insurance physicians reached a consensus on important factors for return to work (RTW) of employees on long-term sick leave; from those factors, the most relevant for the assessment of work ability was determined. From a total of 22 relevant factors considered for the return to work of long-term sick-listed employees, consensus was reached on nine relevant factors that need to be taken into account in the assessment of the work ability of employees on long-term sick leave. Relevant factors that support return to work are motivation, attitude towards RTW, assessment of cognitions and behaviour, vocational rehabilitation in an early stage and instruction for the sick-listed employee to cope with his disabilities. Relevant factors that hinder RTW are secondary gain from illness, negative perceptions of illness, inefficient coping style and incorrect advice of treating physicians regarding RTW. Non-medical personal and environmental factors may either hinder or promote RTW and must be considered in the assessment of the work ability of long-term sick-listed employees. Assessment of work ability should start early during the sick leave period. These factors may be used by IPs to improve the quality of the assessment of the work ability of employees on long-term sick leave.

"It depends on us": employee perspective of healthy working conditions during continual reorganisations in a radiology department.

PubMed

Nilsson, Kerstin; Hertting, Anna; Petterson, Inga-Lill

2009-01-01

This study focuses on employees' experience of occupational health in a radiology department within a Swedish university hospital during years of continual reorganisations. This department's stable personal health trends in terms of self-rated mental health and sick-leave rates diverged from the general trends of deteriorating working conditions in the hospital. The aim was to identify dimensions of working conditions as positive determinants contributing to occupational health in a department of radiology undergoing continual reorganisations. Open-ended interviews with twelve employees were transcribed and analyzed using content-analysis. The employees experienced their new stimulating working tasks and a supporting organizational climate as important contributors to the healthy work condition. The positive effects of handling new technical challenges and the positive organisational climate, which were characterized by mutual trust, as well as work-confidence and respect for each others' competence, seem to function as buffering factors, balancing the negative effects of parallel downsizing and restructuring processes.

Work and family conflicts in employees with spinal cord injury and their caregiving partners.

PubMed

Fekete, C; Siegrist, J; Tough, H; Brinkhof, M W G

2018-01-01

Cross-sectional, observational. To investigate the association of conflicts between work and family life with indicators of health and to examine the antecedents of those conflicts in employees with spinal cord injury (SCI) and their caregiving partners. Community, Switzerland. Data from employed persons with SCI (n=79) and caregiving partners (n=93) who participated in the pro-WELL study were used. Logistic and tobit regressions were performed to assess the association of work-family and family-work conflicts with health indicators, namely mental health (36-item Short Form Health Survey (SF-36)), vitality (SF-36), well-being (WHOQoL BREF) and positive and negative affect (Positive and Negative Affect Scale short form (PANAS-S)). Own and partners' engagement in productive activities and socioeconomic circumstances were evaluated as potential antecedents of work-family and family-work conflicts using logistic regression. Work-family conflicts were related to reduced mental health (caregiving partners only), vitality and well-being. Family-work conflicts were linked to reduced mental health, vitality, well-being and positive affect in SCI and to reduced vitality in caregiving partners. Persons with lower income (SCI only) and lower subjective social position reported more conflicts than persons with higher income and higher subjective position. Higher workload increased work-family conflicts in caregiving partners and decreased family-work conflicts in SCI. Education, amount of caregiving, care-receiving and partners' employment status were not associated with the occurrence of conflicts. The optimal balance between work and family life is important to promote mental health, vitality and well-being in employees with SCI and their caregiving partners. This is especially true in employees perceiving their social position as low and in caregivers with a high workload.

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

75 FR 20397 - Work Reserved for Performance by Federal Government Employees; Correction

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-19

... OFFICE OF MANAGEMENT AND BUDGET Work Reserved for Performance by Federal Government Employees; Correction AGENCY: Office of Federal Procurement Policy, Office of Management and Budget. ACTION: Notice; Correction. SUMMARY: The Office of Federal Procurement Policy (OFPP) in the Office of Management and Budget...

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…

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.

Survey of Hospital Employees' Personal Preparedness and Willingness to Work Following a Disaster.

PubMed

Brice, Jane H; Gregg, David; Sawyer, Dalton; Cyr, Julianne M

2017-08-01

Little is known about the personal readiness of hospital staff for disasters. As many as 30% of hospital staff say that they plan not to report for work during a large-scale disaster. We sought to understand the personal disaster preparedness for hospital staff. Surveys were distributed to the staff of a large academic tertiary-care hospital by either a paper-based version distributed through the departmental safety coordinators or a Web-based version distributed through employee e-mail services, depending on employee familiarity with and access to computer services. Surveys assessed the demographic variables and characteristics of personal readiness for disaster. Of the individuals who accessed the survey, 1334 (95.9%) enrolled in it. Women made up 75% of the respondents, with a mean age of 43 years. Respondents had worked at the hospital an average of 9 years, with the majority (90%) being full-time employees. Most households (93%) reported ≤4 members, 6% supported a person with special medical needs, and 17% were headed by a single parent. A small number (24%) of respondents reported an established meeting place for reuniting households during a disaster. Many reported stockpiling a 3-day supply of food (86%) and a 3-day supply of water (51%). Eighteen percent of respondents were not aware of workplace evacuation plans. Most respondents were willing to report to work for natural disasters (eg, tornado, snowstorm; all categories >65%), but fewer respondents were willing to report during events such as an influenza epidemic (54%), a biological outbreak (41%), a chemical exposure, (40%), or a radiation exposure (39%). Multivariate analysis revealed being female, having a child in the household younger than 6 years old, and having a child in school lowered the likelihood of being willing to report to work in two or more event types, whereas pet ownership, being a clinical healthcare worker, and being familiar with the work emergency plan increased the likelihood

Regional Atmospheric Transport Code for Hanford Emission Tracking (RATCHET). Hanford Environmental Dose Reconstruction Project

DOE Office of Scientific and Technical Information (OSTI.GOV)

Ramsdell, J.V. Jr.; Simonen, C.A.; Burk, K.W.

1994-02-01

The purpose of the Hanford Environmental Dose Reconstruction (HEDR) Project is to estimate radiation doses that individuals may have received from operations at the Hanford Site since 1944. This report deals specifically with the atmospheric transport model, Regional Atmospheric Transport Code for Hanford Emission Tracking (RATCHET). RATCHET is a major rework of the MESOILT2 model used in the first phase of the HEDR Project; only the bookkeeping framework escaped major changes. Changes to the code include (1) significant changes in the representation of atmospheric processes and (2) incorporation of Monte Carlo methods for representing uncertainty in input data, model parameters,more » and coefficients. To a large extent, the revisions to the model are based on recommendations of a peer working group that met in March 1991. Technical bases for other portions of the atmospheric transport model are addressed in two other documents. This report has three major sections: a description of the model, a user`s guide, and a programmer`s guide. These sections discuss RATCHET from three different perspectives. The first provides a technical description of the code with emphasis on details such as the representation of the model domain, the data required by the model, and the equations used to make the model calculations. The technical description is followed by a user`s guide to the model with emphasis on running the code. The user`s guide contains information about the model input and output. The third section is a programmer`s guide to the code. It discusses the hardware and software required to run the code. The programmer`s guide also discusses program structure and each of the program elements.« less

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

Work Organisation, Forms of Employee Learning and National Systems of Education and Training

ERIC Educational Resources Information Center

Lorenz, Edward; Lundvall, Bengt-Åke; Kraemer-Mbula, Erika; Rasmussen, Palle

2016-01-01

This article uses a multi-level framework to investigate for 17 European nations the links between forms of work organisation and style of employee learning at the workplace on the one hand, and the characteristics of national educational and training systems on the other. The analysis shows that forms of work organisation characterised by…

Recovery, work-life balance and work experiences important to self-rated health: A questionnaire study on salutogenic work factors among Swedish primary health care employees.

PubMed

Ejlertsson, Lina; Heijbel, Bodil; Ejlertsson, Göran; Andersson, Ingemar

2018-01-01

There is a lack of information on positive work factors among health care workers. To explore salutogenic work-related factors among primary health care employees. Questionnaire to all employees (n = 599) from different professions in public and private primary health care centers in one health care district in Sweden. The questionnaire, which had a salutogenic perspective, included information on self-rated health from the previously validated SHIS (Salutogenic Health Indicator Scale), psychosocial work environment and experiences, recovery, leadership, social climate, reflection and work-life balance. The response rate was 84%. A multivariable linear regression model, with SHIS as the dependent variable, showed three significant predictors. Recovery had the highest relationship to SHIS (β= 0.34), followed by experience of work-life balance (β= 0.25) and work experiences (β= 0.20). Increased experience of recovery during working hours related to higher self-rated health independent of recovery outside work. Individual experiences of work, work-life balance and, most importantly, recovery seem to be essential areas for health promotion. Recovery outside the workplace has been studied previously, but since recovery during work was shown to be of great importance in relation to higher self-rated health, more research is needed to explore different recovery strategies in the workplace.

Demand-specific work ability, poor health and working conditions in middle-aged full-time employees.

PubMed

Nabe-Nielsen, Kirsten; Thielen, Karsten; Nygaard, Else; Thorsen, Sannie Vester; Diderichsen, Finn

2014-07-01

We investigated the prevalence of reduced demand-specific work ability, its association with age, gender, education, poor health, and working conditions, and the interaction between poor health and working conditions regarding reduced demand-specific work ability. We used cross-sectional questionnaire data from 3381 full-time employees responding to questions about vocational education, job demands and social support (working conditions), musculoskeletal pain (MSP) and major depression (MD) (poor health) and seven questions about difficulty managing different job demands (reduced demand-specific work ability). Reduced demand-specific work ability varied from 9% to 19% among the 46-year old and from 11% to 21% among the 56-year old. Age was associated with two, gender with four, and education with all measures of reduced demand-specific work ability. MSP was associated with four and MD was associated with six measures of reduced demand-specific work ability. We found no interaction between working conditions and poor health regarding reduced demand-specific work ability. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction.

PubMed

Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang

2011-01-01

The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.

Work-family conflicts and self-rated health among middle-aged municipal employees in Finland.

PubMed

Winter, Torsten; Roos, Eva; Rahkonen, Ossi; Martikainen, Pekka; Lahelma, Eero

2006-01-01

Work-family conflicts are common, but their effects on health are not well known. The aim of this study was to examine the associations between work-family conflicts and self-rated health among middle-aged municipal employees. In addition, the effect of social background factors on the association between work-family conflicts and self-rated health were examined. The data were based on cross-sectional postal surveys, which were carried out in 2001 and 2002, among female and male employees of the city of Helsinki, Finland. The participants were aged 40-60, and the response rate for women was 69%, and for men 60%. In the final analysis, 3,443 women and 875 men were included. For men and woman alike, work-to-family and family-to-work conflicts were associated with poor self-rated health. The association remained after adjusting for sociodemographic and socioeconomic factors. This study shows that a better balance between family life and work outside the home would probably have a health promoting effect.

Assessing the Influence of Smart Mobile Devices on How Employees Work

ERIC Educational Resources Information Center

Gorski, Adam L.

2017-01-01

The smart mobile device market penetration reached 50% and has been increasing an average of 39% per year in the United States. More than 70% of the smart mobile device owners use such devices for personal and work activities. The problem was the lack of management's understanding of the effect smart mobile device use has on how employees work…

Psychosocial work exposures among European employees: explanations for occupational inequalities in mental health.

PubMed

Schütte, Stefanie; Chastang, Jean-François; Parent-Thirion, Agnès; Vermeylen, Greet; Niedhammer, Isabelle

2015-09-01

Social inequalities in mental health have been demonstrated but understanding the mechanisms remains unclear. This study aims at exploring the role of psychosocial work factors in explaining occupational inequalities in mental health among European employees. The study sample covered 33,443 employees coming from the European Working Conditions Survey 2010. Mental health was measured by the WHO-5 well-being index and socioeconomic position by occupation. Twenty-five psychosocial work factors were constructed including job demands, job influence and development, role stressors, social support, quality of leadership, discrimination, violence at work, working hours, job promotion, job insecurity and work-life imbalance. Multilevel linear regressions and bootstrap analyses were performed. Occupational differences were observed for poor mental health and almost all psychosocial work factors. Factors related to job demands, influence and development at work, social relationships and leadership, working hours and other factors contributed to explain the occupational inequalities in mental health. In particular, factors related to influence and development contributed substantially. Among men, workplace violences were found to contribute little whereas among women these factors did not play a role. Future prevention interventions should have a broad and comprehensive focus in order to reduce social inequalities in mental health. © The Author 2015. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Evaluation by employees of employee management on large US dairy farms.

PubMed

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal

Long Work Hours and Family Life: A Cross-National Study of Employees' Concerns

ERIC Educational Resources Information Center

Wharton, Amy S.; Blair-Loy, Mary

2006-01-01

Work-family conflict is a pressing research and policy issue. The authors extend previous scholarship on this issue by studying elite employees worries about the effects of long work hours on those in their personal life. This issue is researched cross-nationally in a sample of managers and professionals based in the United States, London, and…

Employee reactions and adjustment to euthanasia-related work: identifying turning-point events through retrospective narratives.

PubMed

Reeve, Charlie L; Spitzmuller, Christiane; Rogelberg, Steven G; Walker, Alan; Schultz, Lisa; Clark, Olga

2004-01-01

This study used a retrospective narrative procedure to examine the critical events that influence reactions and adjustment to euthanasia-related work of 35 employees who have stayed in the animal care and welfare field for at least 2 years. The study analyzed adjustment trajectory graphs and interview notes to identify turning-point events that spurred either a positive or negative change in shelter workers' psychological well-being. Analysis of the identified turning-point events revealed 10 common event themes that have implications for a range of work, personnel, and organizational practices. The article discusses implications for shelter, employee, and animal welfare.

Effects of high-involvement work systems on employee satisfaction and service costs in veterans healthcare.

PubMed

Harmon, Joel; Scotti, Dennis J; Behson, Scott; Farias, Gerard; Petzel, Robert; Neuman, Joel H; Keashly, Loraleigh

2003-01-01

Two strong imperatives for healthcare managers are reducing costs of service and attracting and retaining highly dedicated and competent patient care and support employees. Is there a trade-off or are there organizational practices that can further both objectives at the same time? High-involvement work systems (HIWS) represent a holistic work design that includes interrelated core features such as involvement, empowerment, development, trust, openness, teamwork, and performance-based rewards. HIWS have been linked to higher productivity, quality, employee and customer satisfaction, and market and financial performance in Fortune 1000 firms. Apparently, few prior studies have looked at the impacts of this holistic design within the healthcare sector. This research found that HIWS were associated with both greater employee satisfaction and lower patient service costs in 146 Veterans Health Administration centers, indicating that such practices pay off in both humanistic and financial terms. This suggests that managers implementing HIWS will incur real expenses that are likely to be more than offset by more satisfied employees, less organizational turmoil, and lower service delivery costs, which, in this study, amounted to over $1.2 million in savings for an average VHA facility.

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.

Flexible working conditions and their effects on employee health and wellbeing.

PubMed

Joyce, Kerry; Pabayo, Roman; Critchley, Julia A; Bambra, Clare

2010-02-17

Flexible working conditions are increasingly popular in developed countries but the effects on employee health and wellbeing are largely unknown. To evaluate the effects (benefits and harms) of flexible working interventions on the physical, mental and general health and wellbeing of employees and their families. Our searches (July 2009) covered 12 databases including the Cochrane Public Health Group Specialised Register, CENTRAL; MEDLINE; EMBASE; CINAHL; PsycINFO; Social Science Citation Index; ASSIA; IBSS; Sociological Abstracts; and ABI/Inform. We also searched relevant websites, handsearched key journals, searched bibliographies and contacted study authors and key experts. Randomised controlled trials (RCT), interrupted time series and controlled before and after studies (CBA), which examined the effects of flexible working interventions on employee health and wellbeing. We excluded studies assessing outcomes for less than six months and extracted outcomes relating to physical, mental and general health/ill health measured using a validated instrument. We also extracted secondary outcomes (including sickness absence, health service usage, behavioural changes, accidents, work-life balance, quality of life, health and wellbeing of children, family members and co-workers) if reported alongside at least one primary outcome. Two experienced review authors conducted data extraction and quality appraisal. We undertook a narrative synthesis as there was substantial heterogeneity between studies. Ten studies fulfilled the inclusion criteria. Six CBA studies reported on interventions relating to temporal flexibility: self-scheduling of shift work (n = 4), flexitime (n = 1) and overtime (n = 1). The remaining four CBA studies evaluated a form of contractual flexibility: partial/gradual retirement (n = 2), involuntary part-time work (n = 1) and fixed-term contract (n = 1). The studies retrieved had a number of methodological limitations including short follow-up periods

Work stress and depressive symptoms in older employees: impact of national labour and social policies.

PubMed

Lunau, Thorsten; Wahrendorf, Morten; Dragano, Nico; Siegrist, Johannes

2013-11-21

Maintaining health and work ability among older employees is a primary target of national labour and social policies (NLSP) in Europe. Depression makes a significant contribution to early retirement, and chronic work-related stress is associated with elevated risks of depression. We test this latter association among older employees and explore to what extent indicators of distinct NLSP modify the association between work stress and depressive symptoms. We choose six indicators, classified in three categories: (1) investment in active labour market policies, (2) employment protection, (3) level of distributive justice. We use data from three longitudinal ageing studies (SHARE, HRS, ELSA) including 5650 men and women in 13 countries. Information on work stress (effort-reward imbalance, low work control) and depressive symptoms (CES-D, EURO-D) was obtained. Six NLSP indicators were selected from OECD databases. Associations of work stress (2004) with depressive symptoms (2006) and their modification by policy indicators were analysed using logistic multilevel models. Risk of depressive symptoms at follow-up is higher among those experiencing effort-reward imbalance (OR: 1.55 95% CI 1.27-1.89) and low control (OR: 1.46 95% CI 1.19-1.79) at work. Interaction terms indicate a modifying effect of a majority of protective NLSP indicators on the strength of associations of effort - reward imbalance with depressive symptoms. Work stress is associated with elevated risk of prospective depressive symptoms among older employees from 13 European countries. Protective labour and social policies modify the strength of these associations. If further supported findings may have important policy implications.

Healthy workplaces: the effects of nature contact at work on employee stress and health.

PubMed

Largo-Wight, Erin; Chen, W William; Dodd, Virginia; Weiler, Robert

2011-01-01

Cultivating healthy workplaces is a critical aspect of comprehensive worksite health promotion. The influence of healthy workplace exposures on employee health outcomes warrants research attention. To date, it is unknown if nature contact in the workplace is related to employee stress and health. This study was designed to examine the effects of nature contact experienced at work on employee stress and health. Office staff at a southeastern university (n = 503, 30% response rate) participated in the cross-sectional study. We used a 16-item workplace environment questionnaire, the Nature Contact Questionnaire, to comprehensively measure, for the first time, nature contact at work. The Perceived Stress Questionnaire and 13 established health and behavioral items assessed the dependent variables, general perceived stress, stress-related health behaviors, and stress-related health outcomes. There was a significant, negative association between nature contact and stress and nature contact and general health complaints. The results indicate that as workday nature contact increased, perceived stress and generalized health complaints decreased. The findings suggest that nature contact is a healthy workplace exposure. Increasing nature contact at work may offer a simple population-based approach to enhance workplace health promotion efforts. Future researchers should test the efficacy of nature-contact workplace stress interventions.