Associations of neighborhood-level workplace violence with workers' mental distress problems: a multilevel analysis of Taiwanese employees.

PubMed

Pien, Li-Chung; Chen, Duan-Rung; Chen, Chiou-Jong; Liang, Kuei-Min; Cheng, Yawen

2015-01-01

Workplace violence is known to pose mental health risks. However, whether or not workplace violence in a surrounding area might further increase the risk of mental distress in workers has rarely been examined. The study subjects were 9,393 male and 7,716 female employees who participated in a nationwide survey in 2010. Their personal experiences of workplace violence over the past 1 year were ascertained by a standardized questionnaire. Also assessed were their psychosocial work characteristics and mental distress problems. Neighborhood-level workplace violence was computed based on aggregated data at the county level and was categorized into low-, medium-, and high-level categories. Multilevel logistic regression models were constructed to examine the associations between neighborhood-level workplace violence and individual-level mental distress problems, with adjustment of individual-level experience of workplace violence. The neighborhood-level prevalence of workplace violence ranged from 4.7 to 14.7% in men and from 6.4 to 14.8% in women across 22 counties. As compared with those who live in counties of the lowest tertile of workplace violence, female workers who lived in counties of the highest tertile of workplace violence had a 1.72-fold increased risk for mental distress problems after controlling for individual experience of workplace violence and other psychosocial work characteristics. Neighborhood-level workplace violence was associated with poor mental health in female workers. Preventative strategies targeting workplace violence should pay attention to neighborhood factors and gender-specific effects that might influence societal tolerance of abusive work practices and workers' vulnerability to mental health impacts of workplace violence.

Workplace Learning as a Cultural Technology.

ERIC Educational Resources Information Center

Solomon, Nicky

2001-01-01

Despite the raised status of learning in workplace culture, workplace learning may be experienced as oppressive or disempowering when it must conform to cultural norms or learner differences are made invisible. Workplace educators should understand culture as an evolving entity and challenge oppressive workplace practices. (Contains 16…

13 CFR 147.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-01-01

... workplaces? 147.230 Section 147.230 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Requirements for Recipients Other Than Individuals § 147.230 How and when must I identify workplaces? (a) You must identify all known workplaces...

22 CFR 210.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Drug-free workplace. 210.635 Section 210.635 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 1008.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the performance...

49 CFR 32.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 1 2011-10-01 2011-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for the...

28 CFR 83.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site for...

22 CFR 133.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 1509.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for the...

20 CFR 439.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Drug-free workplace. 439.635 Section 439.635 Employees' Benefits SOCIAL SECURITY ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 439.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 210.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Drug-free workplace. 210.635 Section 210.635 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 1008.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the performance...

22 CFR 1008.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the performance...

49 CFR 32.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 49 Transportation 1 2014-10-01 2014-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for the...

28 CFR 83.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site for...

22 CFR 1509.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for the...

28 CFR 83.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site for...

22 CFR 133.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 133.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for the...

10 CFR 607.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Drug-free workplace. 607.635 Section 607.635 Energy DEPARTMENT OF ENERGY (CONTINUED) ASSISTANCE REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 607.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 133.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for the...

49 CFR 32.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 49 Transportation 1 2012-10-01 2012-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for the...

28 CFR 83.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site for...

49 CFR 32.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 49 Transportation 1 2013-10-01 2013-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for the...

28 CFR 83.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site for...

Reading Work: Literacies in the New Workplace

ERIC Educational Resources Information Center

Belfiore, Mary Ellen; Defoe, Tracy A.; Folinsbee, Sue; Hunter, Judy; Jackson, Nancy S.; Hunter, Judith M.

2004-01-01

This book explores changing understandings of literacy and its place in contemporary workplace settings. It points to new questions and dilemmas to consider in planning and teaching workplace education. By taking a social perspective on literacies in the workplace, this book challenges traditional thinking about workplace literacy as functional…

7 CFR 3021.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false How and when must I identify workplaces? 3021.230... FINANCIAL OFFICER, DEPARTMENT OF AGRICULTURE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL... workplaces? (a) You must identify all known workplaces under each Department of Agriculture award. A failure...

44 CFR Appendix to Part 17 - Certification Regarding Drug-Free Workplace Requirements

Code of Federal Regulations, 2010 CFR

2010-10-01

..., they may be identified in the grant application. If the grantee does not identify the workplaces at the... the workplace(s) on file in its office and make the information available for Federal inspection...-Free Workplace Requirements Appendix to Part 17 Emergency Management and Assistance FEDERAL EMERGENCY...

15 CFR 29.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-01-01

... workplaces? 29.230 Section 29.230 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 29.230 How and when must I identify workplaces? (a) You must identify all known workplaces under...

Workplace Health and Safety.

ERIC Educational Resources Information Center

Massachusetts Career Development Inst., Springfield.

This booklet is one of six texts from a workplace literacy curriculum designed to assist learners in facing the increased demands of the workplace. It is a short guide to workplace health and safety issues, laws, and regulations, especially in Massachusetts. Topics covered include the following: (1) safety issues--workplace ergonomics, the…

36 CFR § 1212.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 36 Parks, Forests, and Public Property 3 2013-07-01 2012-07-01 true Drug-free workplace. § 1212... ADMINISTRATION GENERAL RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

24 CFR 21.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Drug-free workplace. 21.635 Section... Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

41 CFR 105-74.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 41 Public Contracts and Property Management 3 2012-01-01 2012-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

38 CFR 48.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2013-07-01 2013-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

45 CFR 630.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

45 CFR 630.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

2 CFR 1401.235 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

34 CFR 84.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 1 2013-07-01 2013-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for the...

45 CFR 1155.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 3 2013-10-01 2013-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

32 CFR 26.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

22 CFR 312.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

32 CFR 26.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 1 2012-07-01 2012-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

45 CFR 630.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 3 2012-10-01 2012-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

2 CFR 182.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false Drug-free workplace. 182.635 Section 182.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

22 CFR 312.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

32 CFR 26.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 1 2011-07-01 2011-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 21 Food and Drugs 9 2012-04-01 2012-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

34 CFR 84.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 1 2011-07-01 2011-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for the...

22 CFR 312.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

41 CFR 105-74.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 41 Public Contracts and Property Management 3 2014-01-01 2014-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

32 CFR 26.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 1 2014-07-01 2014-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 21 Food and Drugs 9 2013-04-01 2013-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

45 CFR 1155.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 3 2012-10-01 2012-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

2 CFR 182.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false Drug-free workplace. 182.635 Section 182.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

40 CFR 36.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Drug-free workplace. 36.635 Section 36... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

43 CFR 43.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Drug-free workplace. 43.635 Section 43.635 Public Lands: Interior Office of the Secretary of the Interior GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.635 Drug-free workplace. Drug-free workplace means a site...

38 CFR 48.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2011-07-01 2011-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

2 CFR 1401.235 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

38 CFR 48.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2014-07-01 2014-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

36 CFR 1212.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 36 Parks, Forests, and Public Property 3 2012-07-01 2012-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

38 CFR 48.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

45 CFR 1155.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

36 CFR 1212.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 36 Parks, Forests, and Public Property 3 2014-07-01 2014-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

21 CFR 1405.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 21 Food and Drugs 9 2014-04-01 2014-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

38 CFR 48.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2012-07-01 2012-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

41 CFR 105-74.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 41 Public Contracts and Property Management 3 2011-01-01 2011-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

45 CFR 630.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 3 2013-10-01 2013-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

34 CFR 84.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 1 2014-07-01 2014-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for the...

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Workplace substance abuse... Workplace 923.570 Workplace substance abuse programs at DOE sites. (a) The Department of Energy (DOE), as...) Regulations concerning DOE's contractor workplace substance abuse programs are promulgated at 10 CFR part 707...

34 CFR 472.1 - What is the National Workplace Literacy Program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false What is the National Workplace Literacy Program? 472.1... VOCATIONAL AND ADULT EDUCATION, DEPARTMENT OF EDUCATION NATIONAL WORKPLACE LITERACY PROGRAM General § 472.1 What is the National Workplace Literacy Program? The National Workplace Literacy Program provides...

34 CFR 84.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for the...

32 CFR 26.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 1 2013-07-01 2013-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

45 CFR 630.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 3 2014-10-01 2014-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific...

41 CFR 105-74.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 3 2013-07-01 2013-07-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

45 CFR 1155.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 3 2014-10-01 2014-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

Workplace Violence Against Nurses: Making It Safe to Care.

PubMed

Hester, Susan; Harrelson, Christina; Mongo, Tameki

2016-08-01

This article explores the topic of workplace violence in the health care setting. A definition of workplace violence and those who are most vulnerable is provided. National and state legislation that addresses the topic of workplace violence will be discussed. Other organizations such as the American Nurses Association and The Joint Commission and their position statements will be explored. Lastly, strategies targeting workplace violence prevention and the barriers to implementing identified strategies will be discussed. Workplace violence is a rapidly growing concern for those working in health care. This article provides recommendations for legislative and workplace actions to protect health care workers.

A reinforcement-based therapeutic workplace for the treatment of drug abuse: six-month abstinence outcomes.

PubMed

Silverman, K; Svikis, D; Robles, E; Stitzer, M L; Bigelow, G E

2001-02-01

This study evaluated a novel drug abuse treatment, the Therapeutic Workplace. In this treatment, patients are paid to perform jobs or to participate in job training. Salary is linked to abstinence by requiring patients to provide drug-free urine samples to gain access to the workplace. Pregnant and postpartum drug abuse patients (N = 40) were randomly assigned to a Therapeutic Workplace or usual care control group. Therapeutic Workplace participants were invited to work 3 hr every weekday for 6 months and could earn up to $4,030 in vouchers for abstinence, workplace attendance, and performance. On average, 45% of participants attended the workplace per day. Relative to controls, the Therapeutic Workplace nearly doubled patients' abstinence from opiates and cocaine (33% vs. 59% of thrice-weekly urine samples drug negative, respectively, p < .05). The Therapeutic Workplace can effectively treat heroin and cocaine abuse in pregnant and postpartum women.

Comparative survey of outdoor, residential and workplace radon concentrations

PubMed Central

Barros, Nirmalla; Field, Dan W.; Steck, Daniel J.; Field, R. William

2015-01-01

This study investigated radon concentrations in above-ground (i.e. first floor) workplace in Missouri and compared them with above-ground radon concentrations in nearby homes and outdoor locations. This study also examined the potential utility of using home and outdoor radon concentrations to predict the radon concentration at a nearby workplace (e.g. county agencies and schools). Even though workplace radon concentrations were not statistically different from home radon concentrations, the radon concentration at a particular home, or outdoor location, was a poor predictor of the radon concentration at a nearby workplace. Overall, 9.6 and 9.9 % of homes and workplace, respectively, exhibited radon concentrations of ≥148 Bq m−3. Because of the percentage of workplace with elevated radon concentrations, the results suggest that additional surveys of workplace radon concentrations are needed, especially in areas of high radon potential, to assess the contribution of workplace radon exposure to an individual's overall radon exposure. PMID:24936021

Following the trend for a comprehensive healthy workplace in Taiwan.

PubMed

Chen, Ruey-Yu; Yu, Li-Hui

2016-03-01

To promote workers' health and boost corporate productivity and national competitiveness, workplace health promotion is an international trend and a vital part of national policies. Prior to 2000, Taiwan's workplace issues focused on industrial hygiene and safety improvements. Since 2003, the Health Promotion Administration (HPA) at the Ministry of Health and Welfare has established coaching centers for workplace health promotion and dispatched trained experts for teaching health promotion skills; including promoting the tobacco control program, preventing important chronic diseases, driving comprehensive programs, advocating workplace health promotion with the Ministry of Labor, establishing certification mechanisms for workplace health promotion, recognizing outstanding health-promoting workplaces, and conducting a nationwide survey for monitoring the practices of healthy behaviors and health conditions of workers. Through 2014, 12,439 workplaces have been accredited.Since 2003, the efforts of the HPA in workplace health promotion projects has shifted society's focus on workplace health from occupational diseases and injury prevention to workplace health promotion, resulting in the revision of the Occupational Safety and Health Act in 2013 by the Ministry of Labor to detail employers' responsibilities in protecting and promoting employees' health and well-being. © The Author(s) 2016.

Chronic Disease Self-Management Program in the Workplace: Opportunities for Health Improvement

PubMed Central

Smith, Matthew Lee; Wilson, Mark G.; DeJoy, David M.; Padilla, Heather; Zuercher, Heather; Corso, Phaedra; Vandenberg, Robert; Lorig, Kate; Ory, Marcia G.

2015-01-01

Disease management is becoming increasingly important in workplace health promotion given the aging workforce, rising chronic disease prevalence, and needs to maintain a productive and competitive American workforce. Despite the widespread availability of the Chronic Disease Self-Management Program (CDSMP), and its known health-related benefits, program adoption remains low in workplace settings. The primary purpose of this study is to compare personal and delivery characteristics of adults who attended CDSMP in the workplace relative to other settings (e.g., senior centers, healthcare organizations, residential facilities). This study also contrasts characteristics of CDSMP workplace participants to those of the greater United States workforce and provides recommendations for translating CDSMP for use in workplace settings. Data were analyzed from 25,664 adults collected during a national dissemination of CDSMP. Only states and territories that conducted workshops in workplace settings were included in analyses (n = 13 states and Puerto Rico). Chi-squared tests and t-tests were used to compare CDSMP participant characteristics by delivery site type. CDSMP workplace participant characteristics were then compared to reports from the United States Bureau of Labor Statistics. Of the 25,664 CDSMP participants in this study, 1.7% (n = 435) participated in workshops hosted in worksite settings. Compared to CDSMP participants in non-workplace settings, workplace setting participants were significantly younger and had fewer chronic conditions. Differences were also observed based on chronic disease types. On average, CDSMP workshops in workplace settings had smaller class sizes and workplace setting participants attended more workshop sessions. CDSMP participants in workplace settings were substantially older and a larger proportion were female than the general United States workforce. Findings indicate opportunities to translate CDSMP for use in the workplace to reach new target audiences. PMID:25964909

Demographic and geographic differences in exposure to secondhand smoke in Missouri workplaces, 2007-2008.

PubMed

Harris, Jenine K; Geremakis, Caroline; Moreland-Russell, Sarah; Carothers, Bobbi J; Kariuki, Barbara; Shelton, Sarah C; Kuhlenbeck, Matthew

2011-11-01

African Americans, Hispanics, service and blue-collar workers, and residents of rural areas are among those facing higher rates of workplace secondhand smoke exposure in states without smokefree workplace laws. Consequently, these groups also experience more negative health effects resulting from secondhand smoke exposure. The objective of this study was to examine disparities in workplace secondhand smoke exposure in a state without a comprehensive statewide smokefree workplace law and to use this information in considering a statewide law. We developed a logistic multilevel model by using data from a 2007-2008 county-level study to account for individual and county-level differences in workplace secondhand smoke exposure. We included sex, age, race, annual income, education level, smoking status, and rural or urban residence as predictors of workplace secondhand smoke exposure. Factors significantly associated with increased exposure to workplace secondhand smoke were male sex, lower education levels, lower income, living in a small rural or isolated area, and current smoking. For example, although the overall rate of workplace exposure in Missouri is 11.5%, our model predicts that among young white men with low incomes and limited education living in small rural areas, 40% of nonsmokers and 56% of smokers may be exposed to secondhand smoke at work. Significant disparities exist in workplace secondhand smoke exposure across Missouri. A statewide smokefree workplace law would protect all citizens from workplace secondhand smoke exposure.

29 CFR 1472.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false How and when must I identify workplaces? 1472.230 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1472.230 How and when must I identify workplaces? (a) You must identify all known workplaces...

21 CFR 1405.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false How and when must I identify workplaces? 1405.230... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1405.230 How and when must I identify workplaces? (a) You must identify all known workplaces under each...

29 CFR 94.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true How and when must I identify workplaces? 94.230 Section 94.230 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE... identify workplaces? (a) You must identify all known workplaces under each Department of Labor award. A...

14 CFR 1267.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false How and when must I identify workplaces... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1267.230 How and when must I identify workplaces? (a) You must identify all known workplaces...

22 CFR 133.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false How and when must I identify workplaces? 133... FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 133.230 How and when must I identify workplaces? (a) You must identify all known workplaces under each...

22 CFR 210.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false How and when must I identify workplaces? 210... FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 210.230 How and when must I identify workplaces? (a) You must identify all known workplaces under each...

28 CFR 83.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false How and when must I identify workplaces... REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Requirements for Recipients Other Than Individuals § 83.230 How and when must I identify workplaces? (a) You must identify all known workplaces under each Department...

22 CFR Appendix C to Part 513 - Certification Regarding Drug-Free Workplace Requirements

Code of Federal Regulations, 2010 CFR

2010-04-01

..., they may be identified in the grant application. If the grantee does not identify the workplaces at the... the workplace(s) on file in its office and make the information available for Federal inspection... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Certification Regarding Drug-Free Workplace...

29 CFR 94.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 1 2014-07-01 2013-07-01 true Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

Harnessing Storytelling as a Sociopragmatic Skill: Applying Narrative Research to Workplace English Courses

ERIC Educational Resources Information Center

Holmes, Janet; Marra, Meredith

2011-01-01

Narratives are often overlooked in workplace talk, but they contribute in crucial ways to relationship building and identity construction in workplace interaction. In this article we analyse narratives told by skilled migrants from non-English-speaking backgrounds during a workplace internship conducted as part of a Workplace Communication course.…

Utilizing the Myers-Briggs Personality Inventory in Employee Assistance Program Workplace Seminars.

ERIC Educational Resources Information Center

Aviles, Christopher B.

Social work educators are being called upon more often to deliver employee workplace seminars for community agencies on a variety of topics ranging from burnout and stress management to improving workplace communication and managing workplace conflicts. One tool that addresses workplace communication is the Myers-Briggs Type Indicator (MBTI). It…

Workplace Charging Challenge Progress Update 2016: A New Sustainable Commute

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

None, None

In the 2016 Workplace Charging Challenge annual survey, partners shared for the how their efforts were making an impact in their communities and helped identify best practices for workplace charging. The Workplace Charging Challenge Progress Update highlights the findings from this survey and recognizes leading employers for their workplace charging efforts.

Principles for Public Funding of Workplace Learning. A Review To Identify Models of Workplace Learning & Funding Principles.

ERIC Educational Resources Information Center

Hawke, Geof; Mawer, Giselle; Connole, Helen; Solomon, Nicky

Models of workplace learning and principles for funding workplace learning in Australia were identified through case studies and a literature review. A diverse array of workplace-based approaches to delivering nationally recognized qualifications were identified. The following were among the nine funding proposals formulated: (1) funding…

29 CFR 94.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 1 2013-07-01 2013-07-01 false Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

Classrooms in the Workplace. Workplace Literacy Programs in Small and Medium-Sized Firms.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

A study examined the characteristics and impact of workplace literacy programs in businesses with fewer than 500 employees. Particular emphasis was placed on workplace literacy initiatives in Michigan. Case studies and telephone surveys were conducted to determine the extent of basic skills deficiencies and incidence of workplace literacy…

Engineering students' experiences and perceptions of workplace problem solving

NASA Astrophysics Data System (ADS)

Pan, Rui

In this study, I interviewed 22 engineering Co-Op students about their workplace problem solving experiences and reflections and explored: 1) Of Co-Op students who experienced workplace problem solving, what are the different ways in which students experience workplace problem solving? 2) How do students perceive a) the differences between workplace problem solving and classroom problem solving and b) in what areas are they prepared by their college education to solve workplace problems? To answer my first research question, I analyzed data through the lens of phenomenography and I conducted thematic analysis to answer my second research question. The results of this study have implications for engineering education and engineering practice. Specifically, the results reveal the different ways students experience workplace problem solving, which provide engineering educators and practicing engineers a better understanding of the nature of workplace engineering. In addition, the results indicate that there is still a gap between classroom engineering and workplace engineering. For engineering educators who aspire to prepare students to be future engineers, it is imperative to design problem solving experiences that can better prepare students with workplace competency.

Psychopathy and Deviant Workplace Behavior: A Comparison of Two Psychopathy Models.

PubMed

Carre, Jessica R; Mueller, Steven M; Schleicher, Karly M; Jones, Daniel N

2018-04-01

Although psychopathy is an interpersonally harmful construct, few studies have compared different psycho athy models in predicting different types of workplace deviance. We examined how the Triarchic Psychopathy Model (TRI-PM) and the Self-Report Psychopathy-Short Form (SRP-SF) predicted deviant workplace behaviors in two forms: sexual harassment and deviant work behaviors. Using structural equations modeling, the latent factor of psychopathy was predictive for both types of deviant workplace behavior. Specifically, the SRP-SF signif cantly predicted both measures of deviant workplace behavior. With respect to the TRI-PM, meanness and disinhibition significantly predicted higher scores of workplace deviance and workplace sexual harassment measures. Future research needs to investigate the influence of psychopathy on deviant workplace behaviors, and consider the measures they use when they investigate these constructs.

Workplace threats to health and job turnover among women workers.

PubMed

Gucer, Patricia W; Oliver, Marc; McDiarmid, Melissa

2003-07-01

Is job turnover related to concern about workplace health risks? Using data from a national sample of working women, we examined the relationships among workplace risk communications, worker concerns about workplace threats from hazardous substances, indoor air quality, and job change. Eight percent reported changing a job as a result of concern over workplace threats to health. Previous workplace injury predicted concern about hazardous materials and indoor air quality as well as job change, but employer communication about workplace health risks was associated with less job change and less concern about indoor air quality. Women worry about workplace threats to their health enough to change their jobs, but employers may have the power to cut turnover costs and reduce disruption to workers' lives through the use of risk communication programs.

Barriers to workplace HIV testing in South Africa: a systematic review of the literature.

PubMed

Weihs, Martin; Meyer-Weitz, Anna

2016-01-01

Low workplace HIV testing uptake makes effective management of HIV and AIDS difficult for South African organisations. Identifying barriers to workplace HIV testing is therefore crucial to inform urgently needed interventions aimed at increasing workplace HIV testing. This study reviewed literature on workplace HIV testing barriers in South Africa. Pubmed, ScienceDirect, PsycInfo and SA Publications were systematically researched. Studies needed to include measures to assess perceived or real barriers to participate in HIV Counselling and Testing (HCT) at the workplace or discuss perceived or real barriers of HIV testing at the workplace based on collected data, provide qualitative or quantitative evidence related to the research topic and needed to refer to workplaces in South Africa. Barriers were defined as any factor on economic, social, personal, environmental or organisational level preventing employees from participating in workplace HIV testing. Four peer-reviewed studies were included, two with quantitative and two with qualitative study designs. The overarching barriers across the studies were fear of compromised confidentiality, being stigmatised or discriminated in the event of testing HIV positive or being observed participating in HIV testing, and a low personal risk perception. Furthermore, it appeared that an awareness of an HIV-positive status hindered HIV testing at the workplace. Further research evidence of South African workplace barriers to HIV testing will enhance related interventions. This systematic review only found very little and contextualised evidence about workplace HCT barriers in South Africa, making it difficult to generalise, and not really sufficient to inform new interventions aimed at increasing workplace HCT uptake.

Workplace bullying--what's it got to do with general practice?

PubMed

Askew, Deborah A; Schluter, Philip J; Dick, Marie-Louise

2013-04-01

Workplace bullying is repeated systematic, interpersonal abusive behaviours that negatively affect the targeted individual and the organisation in which they work. It is generally the result of actual or perceived power imbalances between perpetrator and victim, and includes behaviours that intimidate, offend, degrade or humiliate a worker. It is illegal, and bullied employees can take legal action against their employers for a breach of implied duty of trust and confidence. Despite this, workplace bullying occurs in many Australian workplaces, including Australian general practices. This article explores the issue of workplace bullying with particular reference to bullying within general practice and provides a framework for managing these situations. All general practices need organisation-wide anti-bullying policies that are endorsed by senior management, clearly define workplace bullying, and provide a safe procedure for reporting bullying behaviours. General practitioners should investigate whether workplace issues are a potential contributor to patients who present with depression and/or anxiety and assess the mental health of patients who do disclose that they are victims of workplace bullying, Importantly, the GP should reassure their patient that bullying is unacceptable and illegal, and that everyone has the right to a safe workplace free from violence, harassment and bullying. The time has come for all workplaces to acknowledge that workplace bullying is unacceptable and intolerable.

How far are we from full implementation of health promoting workplace concepts? A review of implementation tools and frameworks in workplace interventions.

PubMed

Motalebi G, Masoud; Keshavarz Mohammadi, Nastaran; Kuhn, Karl; Ramezankhani, Ali; Azari, Mansour R

2018-06-01

Health promoting workplace frameworks provide a holistic view on determinants of workplace health and the link between individuals, work and environment, however, the operationalization of these frameworks has not been very clear. This study provides a typology of the different understandings, frameworks/tools used in the workplace health promotion practice or research worldwide. It discusses the degree of their conformity with Ottawa Charter's spirit and the key actions expected to be implemented in health promoting settings such as workplaces. A comprehensive online search was conducted utilizing relevant key words. The search also included official websites of related international, regional, and national organizations. After exclusion, 27 texts were analysed utilizing conventional content analyses. The results of the analysis were categorized as dimensions (level or main structure) of a healthy or health promoting workplaces and subcategorized characteristics/criteria of healthy/health promoting workplace. Our analysis shows diversity and ambiguity in the workplace health literature regarding domains and characteristics of a healthy/health promoting workplace. This may have roots in lack of a common understanding of the concepts or different social and work environment context. Development of global or national health promoting workplace standards in a participatory process might be considered as a potential solution.

Physiotherapists' perceptions of workplace competency: a mixed-methods observational study.

PubMed

Sturt, Rodney; Burge, Angela T; Harding, Paula; Sayer, James

2017-06-22

Objectives Workplace-based competency is increasingly considered fundamental to patient safety and quality healthcare. The aim of the present study was to identify and describe physiotherapists' perceptions of workplace competency. Methods The present study was a mixed-methods cross-sectional observational study. Thematic and descriptive analysis of qualitative and survey data were undertaken. Forty-six physiotherapists employed at a metropolitan acute public hospital participated in interviews or focus groups; a subgroup of 31 participants also completed an online survey. Results Five main themes were identified: (1) despite the availability of workplace learning opportunities and supports, less-experienced staff reported limited confidence; (2) assessment and feedback around workplace competency was limited, predominantly informal and unstructured, with less than half of the cohort (42%) agreeing feedback received was useful for improving their workplace skills; (3) practicing within individual scope is an important aspect of workplace competency as a physiotherapist; (4) most (81%) agreed it was important for them to self-determine their learning and development goals, and they relied primarily on informal discussion to achieve these goals; and, (5) physiotherapists felt motivated regarding workplace learning, with 97% interested in developing their workplace skills however, nearly half (45%) did not feel they had sufficient time to do so. Conclusions The perceptions of physiotherapists working in a metropolitan acute public hospital are reflected in five themes. These themes elucidate how workplace competency is supported, maintained and developed among physiotherapists in this setting. These themes also highlight key challenges of workplace learning faced by this cohort of physiotherapists and allude to methods that may assist with improving feedback mechanisms and knowledge acquisition. What is known about this topic? Studies investigating employee perceptions around workplace competency, knowledge, skills and learning are found across a range of industries. Workplace-based competency is increasingly considered fundamental to patient safety and quality health care. There is little known about physiotherapists' perceptions of workplace competency. What does this paper add? This study has identified and described themes around physiotherapists' perceptions of their workplace knowledge and skills. What are the implications for practitioners? The themes identified provide support for the development, implementation and evaluation of a workplace-based competency framework for physiotherapists.

Virtual Speed Mentoring in the Workplace--Current Approaches to Personal Informal Learning in the Workplace: A Case Study

ERIC Educational Resources Information Center

Hamilton, Chuck; Langlois, Kristen; Watson, Henry

2010-01-01

Informal learning is the biggest undiscovered treasure in today's workplace. Marcia Conner, author and often-cited voice for workplace learning, suggests that "Informal learning accounts for over 75% of the learning taking place in organizations today" (1997). IBM understands the value of the hyper-connected informal workplace and…

Worker, workplace, and community/environmental risk factors for workplace violence in emergency departments.

PubMed

Gillespie, Gordon Lee; Pekar, Bunnany; Byczkowski, Terri L; Fisher, Bonnie S

2017-03-04

Workplace violence committed by patients and visitors has high propensity to occur against emergency department employees. This article reports the association of worker, workplace, and community/environmental factors with violence risks. A cross-sectional research design was used with 280 employees from six emergency departments in the Midwest United States. Respondents completed the Survey of Violence Experienced by Staff and a 10-item demographic questionnaire. Data were analyzed using frequencies, percentages, Chi-square tests, and adjusted relative risks with 95% confidence intervals. Over 80% of respondents experienced at least one type of workplace violence with their current employer and approximately 40% experienced all three types. Risks for workplace violence were significantly higher for registered nurses and hospital-based emergency departments. Workplace violence can impact all employees in the emergency department regardless of worker, workplace, and community/environmental factors.

Challenges and opportunities for preventing depression in the workplace: a review of the evidence supporting workplace factors and interventions.

PubMed

Couser, Gregory P

2008-04-01

To explore the literature regarding prevention of depression in the workplace. Literature review of what the author believes are seminal articles highlighting workplace factors and interventions in preventing depression in the workplace. Employees can help prevent depression by building protective factors such as better coping and stress management skills. Employees may be candidates for depression screening if they have certain risk factors such as performance concerns. Organizational interventions such as improving mental health literacy and focusing on work-life balance may help prevent depression in the workplace but deserve further study. A strategy to prevent depression in the workplace can include developing individual resilience, screening high-risk individuals and reducing that risk, improving organizational literacy, and integrating workplace and health care systems to allow access to proactive quality interventions.

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

None, None

The EV Everywhere Workplace Charging Challenge aims to have 500 U.S. employers offering workplace charging by 2018. These reports describe the progress made in the Challenge. In 2015, the Workplace Charging Challenge celebrated a major milestone – it reached the halfway point to its goal of 500 Challenge partners committed to installing workplace charging by 2018. More than 250 employers have joined as Challenge partners and the installation of workplace charging as a sustainable business practice is growing across the country. Their efforts have resulted in more than 600 workplaces with over 5,500 charging stations accessible to nearly one millionmore » employees. In 2015, more than 9,000 PEV-driving employees charged at these worksites on a regular basis. Our Workplace Charging Challenge Mid-Program Review reports this progress and other statistics related to workplace charging, including employee satisfaction and charger usage.« less

[Analysis of the impact of job characteristics and organizational support for workplace violence].

PubMed

Li, M L; Chen, P; Zeng, F H; Cui, Q L; Zeng, J; Zhao, X S; Li, Z N

2017-12-20

Objective: To analyze the effect of job characteristics and organizational support for workplace violence, explore the influence path and the theoretical model, and provide a theoretical basis for reducing workplace violence. Methods: Stratified random sampling was used to select 813 medical staff, conductors and bus drivers in Chongqing with a self-made questionnaire to investigate job characteristics, organization attitude toward workplace violence, workplace violence, fear of violence, workplace violence, etc from February to October, 2014. Amos 21.0 was used to analyze the path and to establish a theoretical model of workplace violence. Results: The odds ratio of work characteristics and organizational attitude to workplace violence were 6.033 and 0.669, respectively, and the path coefficients were 0.41 and-0.14, respectively ( P <0.05). The Fitting indexes of the model: Chi-square (χ(2)) =67.835, The ratio of the chi-square to the degree of freedom (χ(2)/df) =5.112, Good-of-fit index (GFI) =0.970, Adjusted good-of-fit index (AGFI) =0.945, Normed fit index (NFI) =0.923, Root mean square error of approximation (RMSEA) =0.071, Fit criterion (Fmin) =0.092, so the model fit well with the data. Conclusion: The job characteristic is a risk factor for workplace violence while organizational attitude is a protective factor for workplace violence, so changing the job characteristics and improving the enthusiasm of the organization to deal with workplace violence are conducive to reduce workplace violence and increase loyalty to the unit.

Mental health and the workplace: issues for developing countries.

PubMed

Chopra, Prem

2009-02-20

The capacity to work productively is a key component of health and emotional well-being. Common Mental Disorders (CMDs) are associated with reduced workplace productivity. It is anticipated that this impact is greatest in developing countries. Furthermore, workplace stress is associated with a significant adverse impact on emotional wellbeing and is linked with an increased risk of CMDs. This review will elaborate on the relationship between workplace environment and psychiatric morbidity. The evidence for mental health promotion and intervention studies will be discussed. A case will be developed to advocate for workplace reform and research to improve mental health in workplaces in developing countries in order to improve the wellbeing of employees and workplace productivity.

Mental health and the workplace: issues for developing countries

PubMed Central

Chopra, Prem

2009-01-01

The capacity to work productively is a key component of health and emotional well-being. Common Mental Disorders (CMDs) are associated with reduced workplace productivity. It is anticipated that this impact is greatest in developing countries. Furthermore, workplace stress is associated with a significant adverse impact on emotional wellbeing and is linked with an increased risk of CMDs. This review will elaborate on the relationship between workplace environment and psychiatric morbidity. The evidence for mental health promotion and intervention studies will be discussed. A case will be developed to advocate for workplace reform and research to improve mental health in workplaces in developing countries in order to improve the wellbeing of employees and workplace productivity. PMID:19232117

The Role of Self-Efficacy on the Relationship between the Workplace Environment and Physical Activity: A Longitudinal Mediation Analysis

ERIC Educational Resources Information Center

Plotnikoff, Ronald C.; Pickering, Michael A.; Flaman, Laura M.; Spence, John C.

2010-01-01

Cross-sectional studies show that self-efficacy (SE) serves as a partial mediator of the effect that perceptions of workplace environment have on self-reported workplace physical activity (PA). To further explore the role SE plays in the relationship between perceptions of the workplace environment and workplace PA, cross-sectional mediation…

The New South Wales Allied Health Workplace Learning Study: barriers and enablers to learning in the workplace.

PubMed

Lloyd, Bradley; Pfeiffer, Daniella; Dominish, Jacqueline; Heading, Gaynor; Schmidt, David; McCluskey, Annie

2014-03-25

Workplace learning refers to continuing professional development that is stimulated by and occurs through participation in workplace activities. Workplace learning is essential for staff development and high quality clinical care. The purpose of this study was to explore the barriers to and enablers of workplace learning for allied health professionals within NSW Health. A qualitative study was conducted with a purposively selected maximum variation sample (n =46) including 19 managers, 19 clinicians and eight educators from 10 allied health professions. Seven semi-structured interviews and nine focus groups were audio-recorded and transcribed. The 'framework approach' was used to guide the interviews and analysis. Textual data were coded and charted using an evolving thematic framework. Key enablers of workplace learning included having access to peers, expertise and 'learning networks', protected learning time, supportive management and positive staff attitudes. The absence of these key enablers including heavy workload and insufficient staffing were important barriers to workplace learning. Attention to these barriers and enablers may help organisations to more effectively optimise allied health workplace learning. Ultimately better workplace learning may lead to improved patient, staff and organisational outcomes.

'Power base' tactics for workplace change - an interview study with industrial engineers and ergonomists.

PubMed

Berlin, Cecilia; Neumann, W Patrick; Theberge, Nancy; Örtengren, Roland

2017-05-01

The work activities of industrial engineers (IEs) and ergonomists drive workplace changes. The purpose of this study is to compare the work practices of the two professions and examine (1) how IEs and ergonomists gain influence over workplace changes and (2) whether there are prevailing types of intentional interaction behaviours called Power bases (PB) present in the interaction tactics they employ. The study identified key behavioural strategies used by the interviewees to successfully influence workplace changes; these were then mapped to their corresponding PB. Results showed that IEs and ergonomists were successfully influencing workplace changes using several tactics across the spectrum of PB, with the exception of Reward and Coercion. The study concludes with a list of recommended workplace change agent tactics, and proposes that a PB 'analytical lens' can serve to increase the budding ergonomists' critical and analytical skills when considering possible workplace change tactics. Practitioner Summary: This interview study examines how workplace ergonomics change agents, represented by the two professions: industrial engineers and ergonomists, perceive and exercise their capacity to influence workplace change. Key behavioural tactics that interviewees have found successful are reported, alongside effects on short- and long-term relations with other workplace-influencing stakeholders.

The New South Wales Allied Health Workplace Learning Study: barriers and enablers to learning in the workplace

PubMed Central

2014-01-01

Background Workplace learning refers to continuing professional development that is stimulated by and occurs through participation in workplace activities. Workplace learning is essential for staff development and high quality clinical care. The purpose of this study was to explore the barriers to and enablers of workplace learning for allied health professionals within NSW Health. Methods A qualitative study was conducted with a purposively selected maximum variation sample (n = 46) including 19 managers, 19 clinicians and eight educators from 10 allied health professions. Seven semi-structured interviews and nine focus groups were audio-recorded and transcribed. The ‘framework approach’ was used to guide the interviews and analysis. Textual data were coded and charted using an evolving thematic framework. Results Key enablers of workplace learning included having access to peers, expertise and ‘learning networks’, protected learning time, supportive management and positive staff attitudes. The absence of these key enablers including heavy workload and insufficient staffing were important barriers to workplace learning. Conclusion Attention to these barriers and enablers may help organisations to more effectively optimise allied health workplace learning. Ultimately better workplace learning may lead to improved patient, staff and organisational outcomes. PMID:24661614

Exposure of Iranian emergency medical technicians to workplace violence: a cross-sectional analysis.

PubMed

Rahmani, Azad; Hassankhani, Hadi; Mills, Jane; Dadashzadeh, Abbas

2012-02-01

Emergency medical technicians (EMTs) in Iran experience concerning levels of workplace violence, although until now there has been no investigation of this phenomenon. The objectives of the present study were to describe the exposure of Iranian EMTs to workplace violence and to identify the importance of related factors from their viewpoint. In this descriptive, exploratory study, 160 EMTs agreed to participate in a survey that collected data regarding their exposure to the following forms of workplace violence: verbal abuse, physical assault, cultural harassment, sexual harassment and sexual assault. A total of 138 questionnaires were returned, representing a response rate of 86%. The majority of participants 75% (n = 103) experienced at least one form of workplace violence in the 12 months before completing the questionnaire. The most frequently reported form of workplace violence was verbal abuse (71%), followed by physical assault (38%) and cultural harassment (9%). Violence resulting in serious injuries was reported by only 4% of participants, with no more than 8% of participants experiencing workplace violence that included the use of weapons. The most reported response to workplace violence was to 'invite the offender to calm down'. Participants took this approach because they believed that 'follow up of workplace violence is ineffectual' (34%), considered the workplace violence as a common in their job (30%), and did not know whom to report workplace violence to (13%). Iranian EMTs experience a considerable amount of workplace violence. The present study highlights the recommendation for formal training programmes and clearer protocols about how to manage workplace violence, especially verbal abuse in the Iranian prehospital setting. © 2011 The Authors. EMA © 2011 Australasian College for Emergency Medicine and Australasian Society for Emergency Medicine.

Workplace violence and psychiatric practice.

PubMed

Beck, J C; Schouten, R

2000-01-01

The authors provide an overview of what is known about workplace violence and discuss how to deal with issues of workplace violence that arise in clinical practice. They review myths and facts about workplace violence, including research on prevention. Legal issues relating to the psychiatrist as employer and the Americans with Disability Act are presented. General principles of violence assessment are reviewed and the authors then discuss the psychiatrist as consultant to the workplace and as clinician treating a victim or perpetrator of workplace violence. Three cases illustrate the general principles provided.

Impact of workplace violence against nurses' thriving at work, job satisfaction and turnover intention: A cross-sectional study.

PubMed

Zhao, Shi-Hong; Shi, Yu; Sun, Zhi-Nan; Xie, Feng-Zhe; Wang, Jing-Hui; Zhang, Shu-E; Gou, Tian-Yu; Han, Xuan-Ye; Sun, Tao; Fan, Li-Hua

2018-02-15

To investigate the interrelationships between workplace violence, thriving at work and turnover intention among Chinese nurses and to explore the action mechanism among these variables. Workplace violence is a dangerous occupational hazard globally, and it is pervasive in the health service industry. As a corollary, workplace violence may produce many negative outcomes among nursing staff. Consequently, it hinders nurses' professional performance and reduces nursing quality. A cross-sectional online survey was conducted. A total of 1,024 nurses from 26 cities in China were recruited from February-May 2016. An anonymous questionnaire was used in this survey. Participants' completed data were collected using a demographics form and a 26-item questionnaire consisting of scales addressing workplace violence, thriving at work, job satisfaction, subjective well-being and turnover intention. To evaluate multivariate relationships, some multiple linear hierarchical regression analyses were performed. Workplace violence significantly negatively influenced nurses' job satisfaction and thriving at work, and significantly positively influenced nurses' turnover intention. Job satisfaction significantly predicted thriving at work and turnover intention. Job satisfaction not only fully mediated the relationship between workplace violence and thriving at work, but also partially mediated the relationship between workplace violence and turnover intention. Subjective well-being moderated the relationship between workplace violence and job satisfaction and the relationship between workplace violence and nurses' turnover intention. Adverse effects of workplace violence were demonstrated in this study. Decreases in job satisfaction were a vital mediating factor. The moderating effect of subjective well-being was helpful in reducing the harm of workplace violence to nurses and in decreasing their turnover intention. Workplace violence and its negative impact on nursing work should not go unnoticed by nursing managers. Nurses' subjective well-being is critical in controlling and mitigating the adverse effects of workplace violence. © 2018 John Wiley & Sons Ltd.

Moving beyond assumptions of deviance: The reconceptualization and measurement of workplace gossip.

PubMed

Brady, Daniel L; Brown, Douglas J; Liang, Lindie Hanyu

2017-01-01

Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip is malicious talk. This has resulted in the proliferation of gossip items in deviance scales, effectively subsuming workplace gossip research into deviance research. In this paper, the authors argue that organizational research has traditionally considered only a very narrow subset of workplace gossip, focusing almost exclusively on extreme negative cases which are not reflective of typical workplace gossip behavior. Instead of being primarily malicious, typical workplace gossip can be either positive or negative in nature and may serve important functions. It is therefore recommended that workplace gossip be studied on its own, independent of deviance. To facilitate this, the authors reconceptualize the workplace gossip construct and then develop a series of general-purpose English- and Chinese-language workplace gossip scales. Using 8 samples (including qualitative, multisource, multiwave, and multicultural data), the authors demonstrate the construct validity, reliability, cross-cultural measurement invariance, and acceptable psychometric properties of the workplace gossip scales. Relationships are demonstrated between workplace gossip and a variety of other organizational variables and processes, including uncertainty, emotion validation, self-esteem, norm enforcement, networking, influence, organizational justice, performance, deviance, and turnover. Future directions in workplace gossip research are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Does a permissive workplace substance use climate affect employees who do not use alcohol and drugs at work? A U.S. national study.

PubMed

Frone, Michael R

2009-06-01

The goal of this study was to begin exploring the relations of multiple dimensions of workplace substance use climate (substance availability, workplace descriptive norms, and workplace injunctive norms) to perceived workplace safety, work strain, and employee morale among employees who do not use alcohol or drugs at work. Data were collected from a probability sample of employed adults in the United States (N=2,051) who do not engage in workplace alcohol or drug use. The results showed that all three dimensions of workplace substance use climate were negatively related to workplace safety, positively related to work strain, and negatively related to employee morale. These results suggest that a permissive substance use climate at work may have broader relevance for the majority of employees who do not use alcohol and drugs at work. Copyright (c) 2009 APA, all rights reserved.

Exploring the Process of Implementing Healthy Workplace Initiatives: Mapping to Kotter's Leading Change Model.

PubMed

Chappell, Stacie; Pescud, Melanie; Waterworth, Pippa; Shilton, Trevor; Roche, Dee; Ledger, Melissa; Slevin, Terry; Rosenberg, Michael

2016-10-01

The aim of this study was to use Kotter's leading change model to explore the implementation of workplace health and wellbeing initiatives. Qualitative interviews were conducted with 31 workplace representatives with a healthy workplace initiative. None of the workplaces used a formal change management model when implementing their healthy workplace initiatives. Not all of the steps in Kotter model were considered necessary and the order of the steps was challenged. For example, interviewees perceived that communicating the vision, developing the vision, and creating a guiding coalition were integral parts of the process, although there was less emphasis on the importance of creating a sense of urgency and consolidating change. Although none of the workplaces reported using a formal organizational change model when implementing their healthy workplace initiatives, there did appear to be perceived merit in using the steps in Kotter's model.

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

PubMed Central

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I.

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations. PMID:29312042

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying.

PubMed

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-10-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. © 2015 The Author(s).

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

PubMed Central

Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

2017-01-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. PMID:26223898

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

PubMed

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Conceptions of How a Learning or Teaching Curriculum, Workplace Culture and Agency of Individuals Shape Medical Student Learning and Supervisory Practices in the Clinical Workplace

ERIC Educational Resources Information Center

Strand, Pia; Edgren, Gudrun; Borna, Petter; Lindgren, Stefan; Wichmann-Hansen, Gitte; Stalmeijer, Renée E.

2015-01-01

The role of workplace supervisors in the clinical education of medical students is currently under debate. However, few studies have addressed how supervisors conceptualize workplace learning and how conceptions relate to current sociocultural workplace learning theory. We explored physician conceptions of: (a) medical student learning in the…

Do Workplace Literacy Programs Promote High Skills or Low Wages? Suggestions for Future Evaluations of Workplace Literacy Programs.

ERIC Educational Resources Information Center

Sarmiento, Tony

Workplace literacy programs can support the path toward either low wages or high skills. Instead of the "high skill" path, most U.S. companies follow the "low wage" path. Depending on who is involved, which program goals are selected, and what planning process is followed, a workplace literacy program can maintain outdated workplaces or foster…

Workplace and non-workplace mild traumatic brain injuries in an outpatient clinic sample: A case-control study.

PubMed

Terry, Douglas P; Iverson, Grant L; Panenka, William; Colantonio, Angela; Silverberg, Noah D

2018-01-01

Individuals who are injured in the workplace typically have a greater risk of delayed return to work (RTW) and other poor health outcomes compared to those not injured at work. It is not known whether these differences hold true for mild traumatic brain injuries (MTBI). The present study examined differences associated with workplace and non-workplace MTBI upon intake to a specialty MTBI clinic, their outcomes, and risk factors that influence RTW. Slow-to-recover participants were recruited from consecutive referrals to four outpatient MTBI clinics from March 2015 to February 2017. Two clinics treat Worker's Compensation claimants and two clinics serve patients with non-work related injuries in the publically funded health care system. Of 273 eligible patients, 102 completed an initial study assessment (M age = 41.2 years, SD age = 11.7; 54% women) at an average of 2-3 months post injury. Participants were interviewed about their MTBI and completed a battery of standardized questionnaires and performance validity testing. Outcomes, including RTW, were assessed via telephone follow-up 4-5 months later. Workplace injuries comprised 45.1% of the sample. The workplace MTBI group had a greater proportion of men and lower education levels compared to the non-workplace MTBI group. The two groups had a comparable post-concussion symptom burden and performance validity test failure rate. Workplace MTBI was associated with greater post-traumatic stress symptoms. Fifteen patients (14.7%) were lost to follow-up. There were no workplace/non-workplace MTBI differences in RTW outcome at 6-7 months post injury. Of the entire sample, 42.5% of patients had full RTW, 18.4% had partial RTW, and 39.1% had no RTW. Greater post-concussion symptom burden was most predictive of no RTW at follow-up. There was no evidence that the workplace and non-workplace MTBI groups had different risk factors associated with prolonged work absence. Despite systemic differences in compensation and health care access, the workplace and non-workplace MTBI groups were similar at clinic intake and indistinguishable at follow-up, 6-7 months post injury.

Workplace accidents in materials transfer in Finland.

PubMed

Perttula, Pia; Salminen, Simo

2012-01-01

The aim of this study was to show the proportion of workplace accidents related to materials transfer and to decide whether they were more serious than other kinds of workplace accidents. The research material for this study were statistics and data, available in Finland, regarding workplace accidents and fatal accidents. Twenty-five percent of studied fatal accidents were related to materials transfer; 26.9-27.7% of all workplace accidents in Finland in 2003-2007 were workplace accidents related to materials transfer. Over half (54.7%) of workplace accidents related to materials transfer caused disabilities lasting over 3 days. Most accidents related to materials transfer occurred to men aged 20-49 years. The most common types of injuries were dislocations, sprains and strains.

Evaluation of caregiver-friendly workplace policy (CFWPs) interventions on the health of full-time caregiver employees (CEs): implementation and cost-benefit analysis.

PubMed

Williams, Allison M; Tompa, Emile; Lero, Donna S; Fast, Janet; Yazdani, Amin; Zeytinoglu, Isik U

2017-09-20

Current Canadian evidence illustrating the health benefits and cost-effectiveness of caregiver-friendly workplace policies is needed if Canadian employers are to adopt and integrate caregiver-friendly workplace policies into their employment practices. The goal of this three-year, three study research project is to provide such evidence for the auto manufacturing and educational services sectors. The research questions being addressed are: What are the impacts for employers (economic) and workers (health) of caregiver-friendly workplace policy intervention(s) for full-time caregiver-employees? What are the impacts for employers, workers and society of the caregiver-friendly workplace policy intervention(s) in each participating workplace? What contextual factors impact the successful implementation of caregiver-friendly workplace policy intervention(s)? Using a pre-post-test comparative case study design, Study A will determine the effectiveness of newly implemented caregiver-friendly workplace policy intervention(s) across two workplaces to determine impacts on caregiver-employee health. A quasi-experimental pre-post design will allow the caregiver-friendly workplace policy intervention(s) to be tested with respect to potential impacts on health, and specifically on caregiver employee mental, psychosocial, and physical health. Framed within a comparative case study design, Study B will utilize cost-benefit and cost-effectiveness analysis approaches to evaluate the economic impacts of the caregiver-friendly workplace policy intervention(s) for each of the two participating workplaces. Framed within a comparative case study design, Study C will undertake an implementation analysis of the caregiver-friendly workplace policy intervention(s) in each participating workplace in order to determine: the degree of support for the intervention(s) (reflected in the workplace culture); how sex and gender are implicated; co-workers' responses to the chosen intervention(s), and; other nuances at play. It is hypothesized that the benefits of the caregiver-friendly workplace policy intervention(s) will include improvements in caregiver-employees' mental, psychosocial and physical health, as well as evidence of cost-benefit and cost-effectiveness for the employer. The expected project results will provide the research evidence for extensive knowledge translation work, to be carried out in collaboration with our knowledge transition partners, to the employer/human resources and occupational health/safety target populations. ISRCTN16187974 Registered August 25, 2016.

Comparative survey of outdoor, residential and workplace radon concentrations.

PubMed

Barros, Nirmalla; Field, Dan W; Steck, Daniel J; Field, R William

2015-02-01

This study investigated radon concentrations in above-ground (i.e. first floor) workplace in Missouri and compared them with above-ground radon concentrations in nearby homes and outdoor locations. This study also examined the potential utility of using home and outdoor radon concentrations to predict the radon concentration at a nearby workplace (e.g. county agencies and schools). Even though workplace radon concentrations were not statistically different from home radon concentrations, the radon concentration at a particular home, or outdoor location, was a poor predictor of the radon concentration at a nearby workplace. Overall, 9.6 and 9.9 % of homes and workplace, respectively, exhibited radon concentrations of ≥148 Bq m(-3). Because of the percentage of workplace with elevated radon concentrations, the results suggest that additional surveys of workplace radon concentrations are needed, especially in areas of high radon potential, to assess the contribution of workplace radon exposure to an individual's overall radon exposure. © The Author 2014. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

47 CFR 0.391 - Authority delegated.

Code of Federal Regulations, 2010 CFR

2010-10-01

... of Workplace Diversity § 0.391 Authority delegated. The Director, Office of Workplace Diversity, or... release reports on EEO, affirmative action, workplace diversity, and related subjects; (f) Review... recognition for conformance with EEO and workplace diversity goals, objectives and requirements; (g) Conduct...

Alternative Designs for Evaluating Workplace Literacy Programs. Conference Proceedings and Commissioned Papers at the "Design Guidance for Evaluating Workplace Literacy Programs" Work Group Conference (Washington, D.C. April 13, 1993).

ERIC Educational Resources Information Center

Research Triangle Inst., Research Triangle Park, NC.

This document contains the five papers presented at a meeting at which key issues in evaluating workplace literacy programs were discussed. In "Key Components of Workplace Liteacy Projects and Definitions of Project 'Modules,'" Judith A. Alamprese describes the context for evaluating the National Extension Program, components of workplace literacy…

Workplace injuries, safety climate and behaviors: application of an artificial neural network.

PubMed

Abubakar, A Mohammed; Karadal, Himmet; Bayighomog, Steven W; Merdan, Ethem

2018-05-09

This article proposes and tests a model for the interaction effect of the organizational safety climate and behaviors on workplace injuries. Using artificial neural network and survey data from 306 metal casting industry employees in central Anatolia, we found that an organizational safety climate mitigates workplace injuries, and safety behaviors enforce the strength of the negative impact of the safety climate on workplace injuries. The results suggest a complex relationship between the organizational safety climate, safety behavior and workplace injuries. Theoretical and practical implications are discussed in light of decreasing workplace injuries in the Anatolian metal casting industry.

Workshop III: Improving the Workplace Environment

NASA Astrophysics Data System (ADS)

Gledhill, Igle; Butcher, Gillian

2015-12-01

Research has shown that companies with more diversity and a better workplace perform better. So what makes a good workplace in physics, where women and men can work to their full potential? In the Improving the Workplace Environment workshop of the 5th IUPAP International Conference on Women in Physics, participants heard about initiatives taking place in Canada, the UK, Japan, and India to improve the workplace environment and shared good practices from around the world. Some of the less tangible aspects of the workplace environment, such as unconscious bias and accumulation of advantage and disadvantage, were explored.

[Association between psychosocial work environment and workplace bullying among office workers].

PubMed

Hua, Y J; Dai, J M; Gao, J L; Lu, X Y; Liu, J Y; Fu, H

2016-04-20

To assess the prevalence of bullying in companies and health care center and identify the association between psychosocial environment and workplace bullying. A total of 847 employees at in business building companies and 146 employees at one community health service center were invited to this survey by cluster sampling during October to December 2014, using anonymous questionnaires including the general demographic information, job characteristics, job stress core scale, the social capital scale, and NAQ-R. The rate of targets of bullying in the two kinds of workplaces were 13.1% and 5.6% respectively. Workplace bullying was associated with employee's education level(χ(2)=11.17, P=0.019)and the area his or her families live in(χ(2)=5.66, P=0.017). In addition, workplace bullying was significantly associated with psychosocial work environment. Job demand was positively correlated with workplace bullying (OR=2.24, 95% CI=1.34~3.74), and workplace social support was negatively associated with workplace bullying (OR= 0.33, 95% CI=0.18~0.60). Workplace bullying can be reduced by adjusting certain working conditions that negatively affect employees who are susceptible to being bullied, giving their individual and job characteristic. Moreover, workplace bullying could also be reduced if job demands are limited and job control and social capital are increased.

Exploring asthma in the workplace: A triangulation of perspectives from management, employees and people with asthma.

PubMed

Zhao, Denise H; Cheung, Janet M Y; Smith, Lorraine; Saini, Bandana

2017-08-31

People with asthma spend a significant amount of time in the workplace but little is known about the current state of disease management in such contexts. The aim of the current study is to explore the experiences, attitudes and perceptions of asthma across different stakeholders in the workplace to help inform potential recommendations for workplace asthma policies. Using purposive and convenience sampling methods, in-depth semi-structured interviews were conducted in Australia with 5 human resource personnel, 10 employees with asthma and 10 employees without asthma. Interviews were guided by a schedule of questions focusing on attitudes and experiences of people with asthma in the workplace, which were audio recorded, transcribed verbatim and thematically analysed. Analysis of the qualitative dataset revealed three key themes: Beliefs and Attitudes about Asthma, Asthma Solutions in the Workplace and Workplace Obstacles. Findings suggest that employees with asthma experience problems managing their asthma at work and there is a lack of workplace support in relation to asthma emergency management. Key recommendations for workplace asthma policies have been made to provide better support for employees with asthma. However, further investigation into the experience of managing asthma is required in a wider variety of occupations and work experiences to inform the development of a workplace asthma policy.

Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model.

PubMed

Cusack, Lynette; Smith, Morgan; Hegney, Desley; Rees, Clare S; Breen, Lauren J; Witt, Regina R; Rogers, Cath; Williams, Allison; Cross, Wendy; Cheung, Kin

2016-01-01

Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care.

Workplace violence and influencing factors among medical professionals in China.

PubMed

Wu, Siying; Zhu, Wei; Li, Huangyuan; Lin, Shaowei; Chai, Wenli; Wang, Xiaorong

2012-11-01

Workplace violence has attracted increasing public attention over the past few decades in China. This study was conducted to evaluate the frequency of workplace violence in healthcare settings by various job titles and hospital departments, and to explore the related risk factors among Chinese medical professionals. A total of 2,464 medical professionals in 12 hospitals of two provinces were surveyed by using a stratified cluster sampling method. The Chinese version of the Workplace Violence Scale was used to measure the frequencies of workplace violence, classified as physical assault, emotional abuse, threat of assault, verbal sexual harassment and sexual assault experienced by the subjects over the previous 12 months. A structured questionnaire was administered to collect information on potentially influencing factors for workplace violence. Multivariate analysis was applied to determine the risk factors for workplace violence. About 50% of study subjects reported at least one type of workplace violence. The rates of experiencing two episodes or more of physical assault, emotional abuse, threat of assault, verbal sexual harassment, and sexual assault were 11%, 26%, 12%, 3%, and 1%, respectively. Identified risk factors for workplace violence included working in the departments of psychiatry, emergency, pediatrics and surgery, male gender, divorce/widowed status, long working hours (≥10 hr/day), and night shift. The study suggested that workplace violence occurs commonly in Chinese healthcare settings. Effective intervention strategies targeting workplace violence should be formulated in terms of major risk factors. Copyright © 2012 Wiley Periodicals, Inc.

Workplace smoking ban policy and smoking behavior.

PubMed

Kim, Beomsoo

2009-09-01

To evaluate the impact of the workplace smoking ban in South Korea, where the male smoking rate is high (57%), on smoking behavior and secondhand smoke exposure. A workplace smoking ban legislation implemented in April 2003 requires offices, meeting rooms, and lobbies located in larger than 3,000 square meter buildings (or 2,000 square meter multipurpose buildings) should be smoke free. A representative cross-sectional survey, the third wave (2005) of health supplements in the National Health Nutrition Survey of South Korea, was used to measure the impact of the 2003 workplace smoking ban implementation on smoking behavior. It contained 3,122 observations of adults 20 to 65 years old (excluding self-employed and non-working populations). A multivariate statistical model was used. The self-reported workplace smoking ban policy (full workplace ban, partial workplace ban, and no workplace ban) was used as the key measure. A full workplace smoking ban reduced the current smoking rate by 6.4 percentage points among all workers and also decreased the average daily consumption among smokers by 3.7 cigarettes relative to no smoking ban. Secondhand smoke showed a dramatic decrease of 86 percent (= -1.74/2.03)from the sample mean for full workplace ban. However, public anti-smoking campaign did not show any significant impact on smoking behavior. The full workplace ban policy is effective in South Korea. Male group showed bigger impact of smoking ban policy than female group. The public antismoking campaign did not show any effectiveness.

Midwifery student reactions to workplace violence.

PubMed

Shapiro, Jesse; Boyle, Malcolm J; McKenna, Lisa

2018-02-01

Workplace violence, incidents against people in their workplaces, is a growing problem in Australia causing untold personal suffering as well as costing Australian businesses in productivity. Midwives have been highlighted as a group particularly at risk, yet in Australia there is little research into workplace violence against midwives and even less into midwifery students. This study aimed to explore Australian midwifery students' responses to workplace violence as well as to gauge the impact of workplace violence on them. Cross-sectional survey design was employed. Second and third year students were invited to participate at the end of a scheduled lecture. Fifty-two female midwifery students who had completed their work placement completed a survey indicating their immediate responses to workplace violence as well as the Impact of Event Scale. Data were analysed using descriptive statistics. Most students notified a co-worker immediately after a workplace violence incident, yet few completed an incident form or received official debriefing. There is a need for the reporting of workplace violence against midwifery students to be made easier to access thereby ensuring they can receive the assistance they require. Midwifery students need to understand the processes and supports in place for managing instances of workplace violence. Clinical placements can impact on midwifery students' future careers. Universities need to prepare students for the possibility of workplace violence and arm them with appropriate strategies for safely dealing with it. Crown Copyright © 2017. Published by Elsevier Ltd. All rights reserved.

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

PubMed Central

Anjum, Amna; Ming, Xu; Siddiqi, Ahmed Faisal

2018-01-01

Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design. PMID:29883424

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments.

PubMed

Anjum, Amna; Ming, Xu; Siddiqi, Ahmed Faisal; Rasool, Samma Faiz

2018-05-21

Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design.

13 CFR 147.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace. Drug-free...

13 CFR 147.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 13 Business Credit and Assistance 1 2014-01-01 2014-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace. Drug-free...

13 CFR 147.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 13 Business Credit and Assistance 1 2013-01-01 2013-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace. Drug-free...

78 FR 2695 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-14

... data elements used in the Workplace Environment Tracking System (WETS), a new electronic national..., Workplace Harassment Fact Finding, Threat Assessment Case Tracking, and Workplace Environment Intervention... tracking system for these four processes will reasonably assure that workplace harassment policies and...

Firefighter Workplace Learning: An Exploratory Case Study

ERIC Educational Resources Information Center

Tracey, Edward A.

2014-01-01

Despite there being a significant amount of research investigating workplace learning, research exploring firefighter workplace learning is almost nonexistent. The purpose of this qualitative multi-case study was to explore how firefighters conceptualize, report, and practice workplace learning. The researcher also investigated how firefighters…

Correlates of New Graduate Nurses' Experiences of Workplace Mistreatment.

PubMed

Read, Emily; Laschinger, Heather K

2015-10-01

This study explores correlates of new graduate nurses’ experiences of workplace mistreatment. New graduate nurses’ experiences of workplace mistreatment, such as bullying, coworker incivility, and supervisor incivility, negatively influence nurses’ work and health. It is unclear whether these forms of workplace mistreatment have similar precipitating factors and outcomes. We surveyed 342 new graduate nurses in Ontario to explore correlates of 3 forms of workplace mistreatment. Workplace incivility and bullying were significantly related to authentic leadership, structural empowerment, worklife fit, and psychological capital. Bullying was more strongly related to job satisfaction, emotional exhaustion, and mental and physical health outcomes than supervisor and coworker incivility. New graduate nurses’ experiences of 3 types of workplace mistreatment are related to organizational and health factors, although bullying appears to have stronger negative effects.

Motivation in a multigenerational radiologic science workplace.

PubMed

Kalar, Traci

2008-01-01

For the first time in history, radiologic science (RS) workplaces consist of 4 generational cohorts. As each cohort possess their own attitudes, values, work habits, and expectations, motivating a generational diverse workplace is challenging. Through the understanding of generational differences, managers are better able to accommodate individual as well as generational needs and help create a more productive and higher performing workplace. The purpose of this paper is to assist managers in the understanding and utilization of generational differences to effectively motivate staff in an RS workplace. Generational cohorts will be defined and discussed along with an in-depth discussion on each of the generations performing in today's RS workplace. Motivators and how they impact the different generational cohorts will be addressed along with how to best motivate a multigenerational RS workplace.

A reinforcement-based therapeutic workplace for the treatment of drug abuse: three-year abstinence outcomes.

PubMed

Silverman, Kenneth; Svikis, Dace; Wong, Conrad J; Hampton, Jacqueline; Stitzer, Maxine L; Bigelow, George E

2002-08-01

Long-term Therapeutic Workplace effects were evaluated in heroin- and cocaine-dependent, unemployed, treatment-resistant young mothers. Participants were paid to work or to train in the Therapeutic Workplace but had to provide drug-free urine samples to gain daily access. Participants (N = 40) were randomly assigned to a Therapeutic Workplace or usual care control group. Therapeutic Workplace participants could work for 3 years. Relative to controls, Therapeutic Workplace participants increased cocaine (28% vs. 54% negative; p = .04) and opiate (37% vs. 60% negative; p = .05) abstinence on the basis of monthly urine samples collected until 3 years after intake. The Therapeutic Workplace can be an effective long-term treatment of cocaine and heroin addiction in poor and chronically unemployed young mothers.

Workplace Social Support and Behavioral Health Prior to Long-Duration Spaceflight.

PubMed

Deming, Charlene A; Vasterling, Jennifer J

2017-06-01

Preparation and training for long-duration spaceflight bring with them psychosocial stressors potentially affecting the well-being and performance of astronauts, before and during spaceflight. Social support from within the workplace may mitigate behavioral health concerns arising during the preflight period and enhance resiliency before and during extended missions. The purpose of this review was to evaluate evidence addressing the viability of workplace social support as a pre-mission countermeasure, specifically addressing: 1) the observed relationships between workplace social support and behavioral health; 2) perceived need, acceptability, and format preference for workplace social support among high-achievers; 3) potential barriers to delivery/receipt of workplace social support; 4) workplace social support interventions; and 5) delivery timeframe and anticipated duration of workplace social support countermeasure benefits. We conducted an evidence review examining workplace social support in professional contexts sharing one or more characteristics with astronauts and spaceflight. Terms included populations of interest, social support constructs, and behavioral health outcomes. Abstracts of matches were subsequently reviewed for relevance and quality. Research findings demonstrate clear associations between workplace social support and behavioral health, especially following exposure to stress. Further, studies indicate strong need for support and acceptability of support countermeasures, despite barriers. Our review revealed two general formats for providing support (i.e., direct provision of support and training to optimize skills in provision and receipt of support) with potential differentiation of expected duration of benefits, according to format. Workplace social support countermeasures hold promise for effective application during pre-mission phases of long-duration spaceflight. Specific recommendations are provided.Deming CA, Vasterling JJ. Workplace social support and behavioral health prior to long-duration spaceflight. Aerosp Med Hum Perform. 2017; 88(6):565-573.

Perceived discrimination and low back pain among 28,532 workers in South Korea: Effect modification by labor union status.

PubMed

Lee, Nagyeong; Sung, Hyoju; Kim, Ji-Hwan; Punnett, Laura; Kim, Seung-Sup

2017-03-01

This study investigated the association between workplace discrimination and low back pain among Korean workers and explored the role of labor union in the association. We analyzed a cross-sectional survey of 28,532 workers from the 3rd Korean Working Conditions Survey (2011), a nationally representative dataset in South Korea. Experience of workplace discrimination for five different reasons was assessed using the questions: "Over the past 12 months, have you ever experienced workplace discrimination based on your: (a) age, (b) education, (c) birth region, (d) sex, and (e) employment status?" Experience of low back pain within a 12 month period was measured using a yes/no question. Labor union membership was coded into three categories: (1) workers at workplaces without a labor union; (2) workers without union membership at workplaces with a labor union; (3) workers with union membership. In workplaces without a labor union, low back pain was statistically significantly associated with workplace discrimination based on age (OR: 2.02, 95% CI: 1.73, 2.35), education (OR: 1.45, 95% CI: 1.23, 1.71), birth region (OR: 1.42, 95% CI: 1.10, 1.84), sex (OR: 2.22, 95% CI: 1.81, 2.73), and employment status (OR: 2.33, 95% CI: 1.99, 2.72) after adjusting for covariates including physical work factors. However, no significant association was observed among workers at workplaces with a labor union regardless of workers' union membership. Workplace discrimination was associated with low back pain only in workplaces without a labor union. Presence of labor union at workplaces may have a protective effect on workers' low back pain against workplace discrimination. Copyright © 2017 Elsevier Ltd. All rights reserved.

Workplace violence and drug use in women workers in a Peruvian Barrio.

PubMed

Musayón Oblitas, F Y; Caufield, C

2007-12-01

This exploratory and descriptive study explored the relationship between workplace violence and drug use in women. It also explored the perception of women workers on the relationship between workplace violence and drug use. The World Health Organization and the United Nations recognize violence against women and have adopted a definition of it. The Centres for Disease Control and Prevention reports that violence in the workplace has increased 300% over the last decade. Alcohol misuse, occupation and gender are associated with aggression in the workplace. Estimations of the incidence of non-fatal injuries sustained because of workplace violence and evaluations of the associated risk factors have rarely been documented. 125 women workers between the ages of 18 and 60 years were surveyed in four suburbs of Zapallal, Lima. Of the 125 women, 28.8% experienced violence in the workplace. Of the 36 women who had experienced violence in the workplace, 16 agreed to participate in interviews to explore their perceptions. The data were saturated with the 16 interviews. Of the 125 workers surveyed 17.6% experienced verbal violence, 9.6%% experienced physical violence, and 1.6% were sexually harassed in their workplace. Women who were verbally abused demonstrated eight times greater risk of drug use than those who did not experience this type of violence in their workplace. This paper contributes to an understanding of the relationships among drug abuse, gender and the incidence of violence in the workplace; it documents the perception women have of these relationships; and it supports the development of programmes and strategies related to the prevention of workplace violence and drug consumption by women workers.

Workplace gender composition and psychological distress: the importance of the psychosocial work environment.

PubMed

Elwér, Sofia; Johansson, Klara; Hammarström, Anne

2014-03-10

Health consequences of the gender segregated labour market have previously been demonstrated in the light of gender composition of occupations and workplaces, with somewhat mixed results. Associations between the gender composition and health status have been suggested to be shaped by the psychosocial work environment. The present study aims to analyse how workplace gender composition is related to psychological distress and to explore the importance of the psychosocial work environment for psychological distress at workplaces with different gender compositions. The study population consisted of participants from the Northern Swedish Cohort with a registered workplace in 2007 when the participants were 42 years old (N=795). Questionnaire data were supplemented with register data on the gender composition of the participants' workplaces divided into three groups: workplaces with more women, mixed workplaces, and workplaces with more men. Associations between psychological distress and gender composition were analysed with multivariate logistic regression analysis adjusting for socioeconomic position, previous psychological distress, psychosocial work environment factors and gender. Logistic regression analyses (including interaction terms for gender composition and each work environment factor) were also used to assess differential associations between psychosocial work factor and psychological distress according to gender composition. Working at workplaces with a mixed gender composition was related to a higher likelihood of psychological distress compared to workplaces with more men, after adjustments for socioeconomic position, psychological distress at age 21, psychosocial work environment factors and gender. Psychosocial work environment factors did not explain the association between gender composition and psychological distress. The association between gender composition and psychological distress cannot be explained by differences in the perception of the psychosocial work environment and thus the work environment hypothesis is not supported. Workplaces with a mixed gender composition needs further research attention to explain the negative development of psychological distress during working life for both women and men at these workplaces.

Workplace gender composition and psychological distress: the importance of the psychosocial work environment

PubMed Central

2014-01-01

Background Health consequences of the gender segregated labour market have previously been demonstrated in the light of gender composition of occupations and workplaces, with somewhat mixed results. Associations between the gender composition and health status have been suggested to be shaped by the psychosocial work environment. The present study aims to analyse how workplace gender composition is related to psychological distress and to explore the importance of the psychosocial work environment for psychological distress at workplaces with different gender compositions. Methods The study population consisted of participants from the Northern Swedish Cohort with a registered workplace in 2007 when the participants were 42 years old (N = 795). Questionnaire data were supplemented with register data on the gender composition of the participants’ workplaces divided into three groups: workplaces with more women, mixed workplaces, and workplaces with more men. Associations between psychological distress and gender composition were analysed with multivariate logistic regression analysis adjusting for socioeconomic position, previous psychological distress, psychosocial work environment factors and gender. Logistic regression analyses (including interaction terms for gender composition and each work environment factor) were also used to assess differential associations between psychosocial work factor and psychological distress according to gender composition. Results Working at workplaces with a mixed gender composition was related to a higher likelihood of psychological distress compared to workplaces with more men, after adjustments for socioeconomic position, psychological distress at age 21, psychosocial work environment factors and gender. Psychosocial work environment factors did not explain the association between gender composition and psychological distress. Conclusions The association between gender composition and psychological distress cannot be explained by differences in the perception of the psychosocial work environment and thus the work environment hypothesis is not supported. Workplaces with a mixed gender composition needs further research attention to explain the negative development of psychological distress during working life for both women and men at these workplaces. PMID:24612791

14 CFR 1267.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug-free...

29 CFR 1472.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug...

29 CFR 1472.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug...

14 CFR 1267.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug-free...

29 CFR 1472.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug...

29 CFR 1472.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug...

14 CFR 1267.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug-free...

14 CFR 1267.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug-free...

The Alert Collector. Workplace Violence: Information Sources.

ERIC Educational Resources Information Center

Lewis, Janice S., Ed.; Stankus, Tony, Ed.

1995-01-01

Discusses workplace violence with a focus on disgruntled employees and library violence; reviews recent reports and recommended training. Highlights include workplace violence in general and violence in libraries. An annotated bibliography on workplace violence includes print indexes; electronic resources; journals and newsletters; and videotapes.…

29 CFR 1472.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug...

Increasing the health promotion practices of workplaces in Australia with a proactive telephone-based intervention.

PubMed

Daly, Justine; Licata, Milly; Gillham, Karen; Wiggers, John

2005-01-01

The aim of this study was to explore the potential effectiveness of a proactive telephone-based intervention in increasing workplace adoption of health promotion initiatives. A telephone-based direct marketing strategy was used to contact a sample of Australian workplaces to encourage the adoption of health promotion initiatives. Workplaces were offered free services and resources designed to facilitate adoption of health promotion initiatives. A total of 227 (71%) workplaces provided informed consent to participate in both baseline and 4-year follow-up surveys. Significant increases were evident for seven of the eight health promotion initiatives. The findings of this study suggest that a proactive telephone-based intervention has the potential to be effective in increasing the prevalence of health promotion initiatives across a range of health topics in a large population of workplaces. Given the capacity to reach an entire population of workplaces, this approach represents a promising means of achieving the established potential of workplace health promotion.

Workplace violence in Queensland, Australia: the results of a comparative study.

PubMed

Hegney, Desley; Eley, Robert; Plank, Ashley; Buikstra, Elizabeth; Parker, Victoria

2006-08-01

This paper presents the results on workplace violence from a larger study undertaken in 2004. Comparison is made with the results of a similar study undertaken in 2001. The study involved the random sampling of 3,000 nurses from the Queensland Nurses' Union's membership in the public (acute hospital and community nursing), private (acute hospital and domiciliary nursing) and aged care (both public and private aged care facilities) sectors. The self-reported results suggest an increase in workplace violence in all three sectors. Although there are differences in the sources of workplace violence across the sectors, the major causes of workplace violence are: clients/patients, visitors/relatives, other nurses, nursing management and medical practitioners. Associations were also found between workplace violence and gender, the designation of the nurse, hours of employment, the age of the nurse, morale and perceptions of workplace safety. Although the majority of nurses reported that policies were in place for the management of workplace violence, these policies were not always adequate.

Workplace Congruence and Occupational Outcomes among Social Service Workers.

PubMed

Graham, John R; Shier, Micheal L; Nicholas, David

2016-06-01

Workplace expectations reflect an important consideration in employee experience. A higher prevalence of workplace congruence between worker and employer expectations has been associated with higher levels of productivity and overall workplace satisfaction across multiple occupational groups. Little research has investigated the relationship between workplace congruence and occupational health outcomes among social service workers. This study sought to better understand the extent to which occupational congruence contributes to occupational outcomes by surveying unionised social service workers ( n = 674) employed with the Government of Alberta, Canada. Multiple regression analysis shows that greater congruence between workplace and worker expectations around workloads, workplace values and the quality of the work environment significantly: (i) decreases symptoms related to distress and secondary traumatic stress; (ii) decreases intentions to leave; and (iii) increases overall life satisfaction. The findings provide some evidence of areas within the workplace of large government run social welfare programmes that can be better aligned to worker expectations to improve occupational outcomes among social service workers.

Workplace Congruence and Occupational Outcomes among Social Service Workers

PubMed Central

Graham, John R.; Shier, Micheal L.; Nicholas, David

2016-01-01

Workplace expectations reflect an important consideration in employee experience. A higher prevalence of workplace congruence between worker and employer expectations has been associated with higher levels of productivity and overall workplace satisfaction across multiple occupational groups. Little research has investigated the relationship between workplace congruence and occupational health outcomes among social service workers. This study sought to better understand the extent to which occupational congruence contributes to occupational outcomes by surveying unionised social service workers (n = 674) employed with the Government of Alberta, Canada. Multiple regression analysis shows that greater congruence between workplace and worker expectations around workloads, workplace values and the quality of the work environment significantly: (i) decreases symptoms related to distress and secondary traumatic stress; (ii) decreases intentions to leave; and (iii) increases overall life satisfaction. The findings provide some evidence of areas within the workplace of large government run social welfare programmes that can be better aligned to worker expectations to improve occupational outcomes among social service workers. PMID:27559216

[Path analysis on workplace violence affecting work ability, job satisfaction and turnover intent in health professionals in Shangqiu City].

PubMed

Wang, Pei-xi; Wang, Mian-zhen; Bai, Qin; Jia, Cai-feng; Lan, Ya-jia; Wang, Zhi-ming; Luan, Rong-sheng

2006-11-01

To explore the effects of workplace violence on work ability, work satisfaction and turnover intent based on the theory of occupational stress in health professionals and to provide evidence for evaluating the process and consequence of workplace violence. Subjects of 483 health professionals from 5 hospitals in Shangqiu city of Hennan Province were selected with stratified cluster random sampling method. Workplace violence, violent fear at work, coping resources, work ability, job satisfaction and turnover intent were measured with questionnaires. Ordinal regression analysis and path analysis were applied to analyze the data. Workplace violence had direct or indirect effects on the work ability and job satisfaction through the fear of future violence at work. Workplace violence only had indirect effects on turnover intent through the fear and job satisfaction in health professionals. Workplace violence had direct and indirect effects on the work ability, job satisfaction and turnover intent. Measures should be taken to reduce workplace violence and it' s effects in health professionals.

Workplace Bullying: A Tale of Adverse Consequences

PubMed Central

Sansone, Lori A.

2015-01-01

Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution. PMID:25852978

Workplace bullying: a tale of adverse consequences.

PubMed

Sansone, Randy A; Sansone, Lori A

2015-01-01

Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution.

Do gender differences matter to workplace bullying?

PubMed

Wang, Mei-Ling; Hsieh, Yi-Hua

2015-01-01

Workplace bullying has become an omnipresent problem in most organizations. Gender differences have recently received increasing attention in the workplace bullying domain. Integrating social dominance theory with gender role theory, this study explores whether male minority and supervisor gender are related to the incidence of workplace bullying. Data from 501 public servants employed in the tax administration institute of Taiwan was collected via a questionnaire and analyzed using hierarchical regression. Male minority reported more workplace bullying than did the female majority. Subordinates working with male supervisors had more exposure to bullying than those working with female supervisors. However, male supervisors did not exacerbate the relationship between male minority and workplace bullying, while females exposure to workplace bullying was attenuated when working with male supervisors. These findings confirm the important role of gender differences when predicting bullying at work and support the view that gender is not merely an individual antecedent of bullying, but rather acts as a social factor to influence the incidence of workplace bullying.

Workplace violence among female sex workers who use drugs in Vancouver, Canada: does client-targeted policing increase safety?

PubMed

Prangnell, Amy; Shannon, Kate; Nosova, Ekaterina; DeBeck, Kora; Milloy, M-J; Kerr, Thomas; Hayashi, Kanna

2018-02-01

Workplace violence, by clients or predators, poses serious negative health consequences for sex workers. In 2013, the Vancouver (British Columbia), Canada Police Department changed their guidelines with the goal of increasing safety for sex workers by focusing law enforcement on clients and third parties, but not sex workers. We sought to examine the trends and correlates of workplace violence among female sex workers (FSW) before and after the guideline change, using data collected from prospective cohorts of persons who use illicit drugs in Vancouver, Canada. Among 259 FSW, 21.0% reported workplace violence at least once during the study period between 2008 and 2014. There was no statistically significant change in rates of workplace violence after the guideline change. In our multivariable analysis, daily heroin use was independently associated with workplace violence. The 2013 policing guideline change did not appear to have resulted in decreased reports of workplace violence. Increased access to opioid agonist therapies may reduce workplace violence among drug-using FSW.

Discrimination, Harassment, Abuse and Bullying in the Workplace: Contribution of Workplace Injustice to Occupational Health Disparities

PubMed Central

Okechukwu, Cassandra A.; Souza, Kerry; Davis, Kelly D.; de Castro, A. Butch

2013-01-01

This paper synthesizes research on the contribution of workplace injustices – discrimination, harassment, abuse and bullying – to occupational health disparities. A conceptual framework is presented to illustrate the pathways through which injustices at the interpersonal and institutional level lead to differential risk of vulnerable workers to adverse occupational health outcomes. Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies also show that workplace injustice can influence workers’ health through effects on workers’ family life and job-related outcomes. Lastly, this paper discusses methodological limitations in research linking injustices and occupational health disparities and makes recommendations to improve the state of research. PMID:23813664

Workplace Discrimination: An Additional Stressor for Internationally Educated Nurses.

PubMed

Baptiste, Maria M

2015-08-18

Discrimination against internationally educated nurses (IENs) remains a seldom-explored topic in the United States. Yet, the literature describing experiences of IENs indicates that some do experience workplace discrimination as an additional workplace stressor. IENs view this discrimination as an obstacle to career advancement and professional recognition. Consequences of workplace discrimination affect IENs' physical and psychological well being, the quality of patient care, and healthcare organizational costs. In anticipation of future nursing shortages, understanding and minimizing workplace discrimination will benefit nurses, patients, and healthcare organizations. In this article the author addresses motivation and challenges associated with international nurse migration and immigration, relates these challenges to Roy's theoretical framework, describes workplace discrimination, and reviews both consequences of and evidence for workplace discrimination. Next, she considers the significance of this discrimination for healthcare agencies, and approaches for decreasing stress for IENs during their transition process. She concludes that workplace discrimination has a negative, multifaceted effect on both professional nursing and healthcare organizations. Support measures developed to promote mutual respect among all nurses are presented.

Conceptualizing the dynamics of workplace stress: a systems-based study of nursing aides.

PubMed

Jetha, Arif; Kernan, Laura; Kurowski, Alicia

2017-01-05

Workplace stress is a complex phenomenon that may often be dynamic and evolving over time. Traditional linear modeling does not allow representation of recursive feedback loops among the implicated factors. The objective of this study was to develop a multidimensional system dynamics model (SDM) of workplace stress among nursing aides and conduct simulations to illustrate how changes in psychosocial perceptions and workplace factors might influence workplace stress over time. Eight key informants with prior experience in a large study of US nursing home workers participated in model building. Participants brainstormed the range of components related to workplace stress. Components were grouped together based on common themes and translated into feedback loops. The SDM was parameterized through key informant insight on the shape and magnitude of the relationship between model components. Model construction was also supported utilizing survey data collected as part of the larger study. All data was entered into the software program, Vensim. Simulations were conducted to examine how adaptations to model components would influence workplace stress. The SDM included perceptions of organizational conditions (e.g., job demands and job control), workplace social support (i.e., managerial and coworker social support), workplace safety, and demands outside of work (i.e. work-family conflict). Each component was part of a reinforcing feedback loop. Simulations exhibited that scenarios with increasing job control and decreasing job demands led to a decline in workplace stress. Within the context of the system, the effects of workplace social support, workplace safety, and work-family conflict were relatively minor. SDM methodology offers a unique perspective for researchers and practitioners to view workplace stress as a dynamic process. The portrayal of multiple recursive feedback loops can guide the development of policies and programs within complex organizational contexts with attention both to interactions among causes and avoidance of adverse unintended consequences. While additional research is needed to further test the modeling approach, findings might underscore the need to direct workplace interventions towards changing organizational conditions for nursing aides.

Drama at Dunder Mifflin: Workplace Bullying Discourses on The Office.

PubMed

Sumner, Erin M; Scarduzio, Jennifer A; Daggett, Jena R

2016-12-01

This study examines the portrayal and affective framing of workplace bullying behaviors on the popular American television show The Office. Quantitative and qualitative content analyses were conducted on 54 episodes spanning the show's nine seasons. Results revealed 331 instances of workplace bullying, for an average of 6.13 bullying behaviors per episode. Workplace bullying behavior on The Office was grouped into five categories: sexual jokes, public humiliation, practical jokes, belittlement, and misuse of authority. In general, instances of workplace bully were scripted as humorous and lacking significant consequences, which could further contribute to social discourses that perpetuate the problem of bullying in real-life workplaces.

Workplace incivility: a concept analysis.

PubMed

Abolfazl Vagharseyyedin, Seyyed

2015-01-01

This study aimed to describe the meaning of the concept 'workplace incivility' and promote consistency in its application in nursing research and practice. The methodology introduced by Walker and Avant was used to analyze this concept. A total number of 50 studies that had essentially addressed the concept of incivility in employees' work environment was selected. Ambiguous intent, violation of mutual respect, low intensity and lack of physical assault were identified as the defining attributes of workplace incivility. The necessary antecedent of workplace incivility consisted of the presence of two or more people, with one or more as the source of the incivility, and another or others as its target in the workplace. Moreover, certain individual and organisational factors were the potential antecedents of workplace incivility. Possible negative outcomes for victims, witnesses, organisations, society and perpetrators of such behaviours, such as increased cost for the organisation, reduced citizenship performance, psychological distress and anxiety were identified as outcomes of workplace incivility. Results of the current concept analysis can guide nurse managers to design interventions so that the occurrence of workplace incivility can be reduced. Further studies can focus on testing the psychometric properties of the existing workplace incivility scales, especially uncivil behaviours experienced by nurses across different societies or cultures.

Workplace spirituality in health care: an integrated review of the literature.

PubMed

Pirkola, Heidi; Rantakokko, Piia; Suhonen, Marjo

2016-10-01

The aim is to describe workplace spirituality as a concept and phenomenon in health care and to explore the points of view from which it has been studied in nursing. Personnel in nursing are ageing and recruitment is challenging; workplace spirituality might benefit both employees and organisations. Workplace spirituality has three levels - individual, group and organisational - and presents different components at each level. An integrated literature search identified 632 studies; after screening for relevance and quality, we identified eight peer-reviewed articles. The data were analysed with qualitative content analysis. Workplace spirituality in nursing is mostly defined and researched from the individual viewpoint. The definition includes dimensions of inner life, meaningful work, interconnectedness, transcendence and alignment between values. A sense of community and meaningful work are the most important dimensions of workplace spirituality in health care. Group and organisational levels of workplace spirituality are the most important and still the least studied. Research is concentrated in Canada and Asia; more research in Europe is needed. Nurse managers can enhance workplace spirituality by contributing to organisational culture and emphasising teamwork. This requires more education and training in workplace spirituality. © 2016 John Wiley & Sons Ltd.

Hospital nurses' attitudes, negative perceptions, and negative acts regarding workplace bullying.

PubMed

Ma, Shu-Ching; Wang, Hsiu-Hung; Chien, Tsair-Wei

2017-01-01

Workplace bullying is a prevalent problem in today's work places that has adverse effects on both bullying victims and organizations. To investigate the predictors of workplace bullying is an important task to prevent bullying victims of nurses in hospitals. This study aims to explore the relationships among nurses' attitudes, negative perceptions, and negative acts regarding workplace bullying under the framework of the theory of planned behavior (TPB). A total of 811 nurses from three hospitals in Taiwan were surveyed. Nurses' responses to the 201 items of 10 scales were calibrated using Rasch analysis and then subjected to path analysis with partial least-squares structural equation modeling (PLS-SEM). The instrumental attitude was significant predictors of nurses' negative perceptions to be bullied in the workplace. Instead, the other TPB components of subjective norm and perceived behavioral control were not effective predictors of nurses' negative acts regarding workplace bullying. The findings provided hospital nurse management with important implications for prevention of bullying, particularly to them who are tasked with providing safer and more productive workplaces to hospital nurses. Awareness of workplace bullying was recommended to other kinds of workplaces for further studies in future.

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment.

PubMed

Chung, Yang Woon

2018-05-01

Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes. The study design was a three-wave self-reported questionnaire. The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models. The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (-.06), voicing behavior (-.07), and task performance (-.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment. The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.

Understanding the dark and bright sides of anxiety: A theory of workplace anxiety.

PubMed

Cheng, Bonnie Hayden; McCarthy, Julie M

2018-05-01

Researchers have uncovered inconsistent relations between anxiety and performance. Although the prominent view is a "dark side," where anxiety has a negative relation with performance, a "bright side" of anxiety has also been suggested. We reconcile past findings by presenting a comprehensive multilevel, multiprocess model of workplace anxiety called the theory of workplace anxiety (TWA). This model highlights the processes and conditions through which workplace anxiety may lead to debilitative and facilitative job performance and includes 19 theoretical propositions. Drawing on past theories of anxiety, resource depletion, cognitive-motivational processing, and performance, we uncover the debilitative and facilitative nature of dispositional and situational workplace anxiety by positioning emotional exhaustion, self-regulatory processing, and cognitive interference as distinct contrasting processes underlying the relationship between workplace anxiety and job performance. Extending our theoretical model, we pinpoint motivation, ability, and emotional intelligence as critical conditions that shape when workplace anxiety will debilitate and facilitate job performance. We also identify the unique employee, job, and situational characteristics that serve as antecedents of dispositional and situational workplace anxiety. The TWA offers a nuanced perspective on workplace anxiety and serves as a foundation for future work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Workplace, psychosocial factors, and depressive symptoms among working people with arthritis: a longitudinal study.

PubMed

Li, Xin; Gignac, Monique A M; Anis, Aslam H

2006-09-01

To examine the role of demographic, illness-related, workplace support, workplace activity limitations, arthritis-related work changes, and psychosocial factors in predicting subsequent depressive symptoms among employed people with arthritis. In a prospective study, 366 employed individuals with arthritis were recruited from Toronto, Canada. Respondents completed a structured questionnaire assessing demographic, disease-related factors, workplace support, and employment-related transitions, as well as psychosocial variables at 2 timepoints 18 months apart. Depression was assessed using the Center for Epidemiologic Studies Depression Scale. Hierarchical multiple regression was used for analyses. Individuals with greater education reported significantly less depression. Lower workplace support and greater workplace activity limitations were significantly associated with future depressive symptoms. No relationship was found between work transitions and later depression, but more work changes were strongly associated with concurrent depressive symptoms. An association was also found between greater pain catastrophizing and future depressive symptoms. Our results highlight the need to assess the influence of work-related changes, workplace support, and psychosocial variables on depressive symptoms among people with arthritis. These findings suggest that workplace interventions should address not only ways to reduce workplace activity limitations, but also ways to better manage emotional distress related to working with arthritis.

Barriers to and facilitators of implementing complex workplace dietary interventions: process evaluation results of a cluster controlled trial.

PubMed

Fitzgerald, Sarah; Geaney, Fiona; Kelly, Clare; McHugh, Sheena; Perry, Ivan J

2016-04-21

Ambiguity exists regarding the effectiveness of workplace dietary interventions. Rigorous process evaluation is vital to understand this uncertainty. This study was conducted as part of the Food Choice at Work trial which assessed the comparative effectiveness of a workplace environmental dietary modification intervention and an educational intervention both alone and in combination versus a control workplace. Effectiveness was assessed in terms of employees' dietary intakes, nutrition knowledge and health status in four large manufacturing workplaces. The study aimed to examine barriers to and facilitators of implementing complex workplace interventions, from the perspectives of key workplace stakeholders and researchers involved in implementation. A detailed process evaluation monitored and evaluated intervention implementation. Interviews were conducted at baseline (27 interviews) and at 7-9 month follow-up (27 interviews) with a purposive sample of workplace stakeholders (managers and participating employees). Topic guides explored factors which facilitated or impeded implementation. Researchers involved in recruitment and data collection participated in focus groups at baseline and at 7-9 month follow-up to explore their perceptions of intervention implementation. Data were imported into NVivo software and analysed using a thematic framework approach. Four major themes emerged; perceived benefits of participation, negotiation and flexibility of the implementation team, viability and intensity of interventions and workplace structures and cultures. The latter three themes either positively or negatively affected implementation, depending on context. The implementation team included managers involved in coordinating and delivering the interventions and the researchers who collected data and delivered intervention elements. Stakeholders' perceptions of the benefits of participating, which facilitated implementation, included managers' desire to improve company image and employees seeking health improvements. Other facilitators included stakeholder buy-in, organisational support and stakeholder cohesiveness with regards to the level of support provided to the intervention. Anticipation of employee resistance towards menu changes, workplace restructuring and target-driven workplace cultures impeded intervention implementation. Contextual factors such as workplace structures and cultures need to be considered in the implementation of future workplace dietary interventions. Negotiation and flexibility of key workplace stakeholders plays an integral role in overcoming the barriers of workplace cultures, structures and resistance to change. Current Controlled Trials: ISRCTN35108237. Date of registration: 02/07/2013.

The "Big C"-stigma, cancer, and workplace discrimination.

PubMed

Stergiou-Kita, Mary; Pritlove, Cheryl; Kirsh, Bonnie

2016-12-01

Stigma and workplace discrimination have been identified as prominent challenges to employment following cancer. However, there has been limited examination of how stigma develops in work contexts and how it influences cancer survivors' return to work process and their disclosure decisions. In the broader study from which this paper emerges, we used an exploratory qualitative design to examine the return to work process (including workplace supports and accommodations) of cancer survivors. We conducted 40 semi-structured interviews with (i) cancer survivors (n = 16), (ii) health care/vocational service providers (n = 16), and (iii) employer representatives (n = 8). We used thematic analysis methods to analyze the data. In this paper, we present data related specifically to workplace stigma, discrimination, and disclosure. Contrasting perspectives were identified among our stakeholder groups regarding the existence and impact of stigma in the workplace. While most provider and employer representatives believed survivors were not likely to be stigmatized, cancer survivors themselves perceived cancer as a highly stigmatized illness in the workplace. Two inter-related elements were implicated in the development of workplace stigma following cancer: (1) ongoing misconceptions and fears associating cancer with death and (2) misperceptions regarding impacts on the workplace, including survivors' work abilities, productivity, reliability, the costs associated with their continued employment (e.g., workplace accommodations), and future impacts on the workplace related to cancer re-occurrence. Discriminatory behaviors, such as hiring discrimination, bullying, harassment, refusal of workplace accommodations, and limited career advancement opportunities, were also discussed. A supportive workplace, a desire to be open with co-workers, and a need to request supports and manage expectations were reasons provided for disclosure. Conversely, an unsupportive workplace, fear of discrimination, and a minimal need for assistance were reasons provided for not disclosing their cancer. Stigma and workplace discrimination are significant concerns for cancer survivors. Anti-stigma programs should target ongoing myths regarding cancer and survivors' right to work, work abilities and productivity, and incorporate survivors' voices to enhance understanding. Survivors, health care providers, vocational service providers, and employers should become familiar with anti-discrimination legislation and recognize stigma and discriminatory behaviors when they occur. Survivors require guidance to decide whether (or not) to disclose their cancer, how to respond to discriminatory behaviors, and how to best state their needs for workplace accommodations.

38 CFR 48.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... identify workplaces? 48.230 Section 48.230 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS (CONTINUED) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 48.230 How and when must I identify workplaces? (a) You...

36 CFR 1212.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... identified workplaces to the NARA awarding official at the time of application or award, as described in... workplaces? 1212.230 Section 1212.230 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE...

41 CFR 105-74.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... identified workplaces to the GSA awarding official at the time of application or award, as described in... identify workplaces? 105-74.230 Section 105-74.230 Public Contracts and Property Management Federal... Services Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE...

15 CFR 29.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace. Drug-free...

15 CFR 29.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 15 Commerce and Foreign Trade 1 2013-01-01 2013-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace. Drug-free...

15 CFR 29.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 15 Commerce and Foreign Trade 1 2014-01-01 2014-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace. Drug-free...

15 CFR 29.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 15 Commerce and Foreign Trade 1 2011-01-01 2011-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace. Drug-free...

38 CFR 48.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... drug-free workplace statement? 48.205 Section 48.205 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS (CONTINUED) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL... workplace statement? You must publish a statement that— (a) Tells your employees that the unlawful...

Action Planning for Personal Competitiveness in the "Broken Workplace."

ERIC Educational Resources Information Center

Feller, Richard W.

1995-01-01

The workplace and the psychological contract between employees and employer have structurally changed. Discusses realities of global economy and competitive workplace. Suggests ways counselors can help clients take action to enhance their personal competitiveness in the workplace such as understanding relationships between learning and work, and…

Instructional Alignment of Workplace Readiness Skills in Marketing Education

ERIC Educational Resources Information Center

Martin, Sarah J.; Reed, Philip A.

2015-01-01

This study examined high school marketing education teachers' knowledge of workplace readiness skills and whether that knowledge had an impact on student workplace readiness skill achievement. Further, this study examined the usage of Virginia's 13 Workplace Readiness Skills curriculum and identified the teaching methods and instructional…

Promoting Workplace Literacy and Basic Skills Development.

ERIC Educational Resources Information Center

Peterson, Elizabeth A.; Ott, Joyce; Wilson, Kathleen

This document is intended to help literacy practitioners and others in South Carolina promote workplace literacy and basic skills development programs. The introduction examines the following topics: South Carolina's current workforce and its outlook; the definitions of literacy and workplace literacy; the need for workplace literacy and basic…

Informal interprofessional learning: an untapped opportunity for learning and change within the workplace.

PubMed

Nisbet, Gillian; Lincoln, Michelle; Dunn, Stewart

2013-11-01

In this paper, we explore the educational and workplace learning literature to identify the potential and significance for informal interprofessional learning within the workplace. We also examine theoretical perspectives informing informal workplace interprofessional learning. Despite numerous studies focusing on formal interprofessional education programs, we suggest that informal interprofessional learning opportunities are currently unrealized. We highlight reasons for a focus on learning within the workplace and the potential benefits within an interprofessional context.

Exposure to environmental tobacco smoke in the workplace and the impact of away-from-work exposure

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

LaKind, J.S.; Graves, C.G.; Tardiff, R.G.

Concentrating on exposure in workplaces where smoking occurs, the authors examined environmental tobacco smoke (ETS)-related concentration data from the 16-City Study. This study involved a large population of nonsmokers, used personal monitors, and encompassed a wide selection of ETS-related constituents. This first article in a series of three describes the 16-City Study, considers the impact of demographic variables, and concludes that these variables did not explain differences in exposure to ETS. The authors compared 16-City Study concentrations obtained in the workplace to previously reported workplace concentrations and determined that data from this study were representative of current ETS exposure inmore » nonmanufacturing workplaces where smoking occurs. Considering factors other than demographic factors, they found that, not surprisingly, the number of cigarettes observed in the workplace had an impact on exposure concentrations. Finally, they compared people from homes where smoking occurs with people from nonsmoking homes and found that people from smoking homes observed more smoking in the workplace and experienced higher concentrations of ETS-related compounds in the workplace, even when they observed the same number of cigarettes being smoked in the workplace. In two subsequent articles in this series, they discuss relationships between various ETS markers and provide estimates of distributions of doses to nonsmoking workers employed in workplaces where smoking occurs.« less

Workplace smoking policies and their association with male employees' smoking behaviours: a cross-sectional survey in one company in China.

PubMed

Gao, Jianing; Zheng, Pinpin; Gao, Junling; Chapman, Simon; Fu, Hua

2011-03-01

The present work sought to evaluate different worksite smoking control policies and their associations with employees' smoking behaviours and attitudes among Chinese male workers. This was a cross-sectional survey with a self-administered standardised questionnaire, conducted among seven production workplaces of one multinational company in Shanghai in 2008. In total, 1043 male workers were involved. Current smoking prevalence, daily cigarette consumption, quitting intention and their potential association with workplace smoking control policies (smoke free or restricted smoking) were measured. Current smoking prevalence in workplaces where smoke-free policies had been imposed for 3 years was 55.5%, about 18% lower than in workplaces that only restricted smoking. Smokers in smoke-free workplaces also smoked 3.4 cigarettes less per day, made more quit attempts, were more confident of successfully quitting and more willing to accept a company sponsored cessation programme. Those patterns declined or were not found among the workplaces where smoking control policies had been imposed for 10 years. Smoker quitting intentions were not associated with workplace smoking policies regardless of the duration of the policies imposed. A smoke-free workplace policy was found to have a significant association with lower smoking prevalence and daily cigarette consumption, but not with employee quitting intentions. Restrictive smoking policies had no impact on employee smoking behaviours. The impact of workplace smoking control policies may vary over time.

Workplace bullying prevention: a critical discourse analysis.

PubMed

Johnson, Susan L

2015-10-01

The aim of this study was to analyse the discourses of workplace bullying prevention of hospital nursing unit managers and in the official documents of the organizations where they worked. Workplace bullying can be a self-perpetuating problem in nursing units. As such, efforts to prevent this behaviour may be more effective than efforts to stop ongoing bullying. There is limited research on how healthcare organizations characterize their efforts to prevent workplace bullying. This was a qualitative study. Critical discourse analysis and Foucault's writings on governmentality and discipline were used to analyse data from interviews with hospital nursing unit managers (n = 15) and organizational documents (n = 22). Data were collected in 2012. The discourse of workplace bullying prevention centred around three themes: prevention of workplace bullying through managerial presence, normalizing behaviours and controlling behaviours. All three are individual level discourses of workplace bullying prevention. Current research indicates that workplace bullying is a complex issue with antecedents at the individual, departmental and organizational level. However, the discourse of the participants in this study only focused on prevention of bullying by moulding the behaviours of individuals. The effective prevention of workplace bullying will require departmental and organizational initiatives. Leaders in all types of organizations can use the results of this study to examine their organizations' discourses of workplace bullying prevention to determine where change is needed. © 2015 John Wiley & Sons Ltd.

Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model

PubMed Central

Cusack, Lynette; Smith, Morgan; Hegney, Desley; Rees, Clare S.; Breen, Lauren J.; Witt, Regina R.; Rogers, Cath; Williams, Allison; Cross, Wendy; Cheung, Kin

2016-01-01

Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care. PMID:27242567

Workplace Bullying Prevention: A Critical Discourse Analysis

PubMed Central

JOHNSON, Susan L.

2016-01-01

Aim To analyze the discourses of workplace bullying prevention of hospital nursing unit managers and in the official documents of the organizations where they worked. Background Workplace bullying can be a self-perpetuating problem in nursing units. As such, efforts to prevent this behavior may be more effective than efforts to stop the behavior. There is limited research on how healthcare organizations characterize their efforts to prevent workplace bullying. Design This was a qualitative study. Method Critical discourse analysis and Foucault’s writings on governmentality and discipline were used to analyze data from interviews with hospital nursing unit managers (n=15) and organizational documents (n=22). Data were collected in 2012. Findings The discourse of workplace bullying prevention centered around three themes: prevention of workplace bullying through managerial presence, normalizing behaviors and controlling behaviors. All three are individual level discourses of workplace bullying prevention. Conclusion Current research indicates that workplace bullying is a complex issue with antecedents at the individual, departmental and organizational level. However, the discourse of the participants in this study only focused on prevention of bullying by moulding the behaviors of individuals. The effective prevention of workplace bullying will require departmental and organizational initiatives. Leaders in all types of organizations can use the results of this study to examine their organizations’ discourses of workplace bullying prevention to determine where change is needed. PMID:26010268

Relationship between workplace spirituality and organizational citizenship behavior among nurses through mediation of affective organizational commitment.

PubMed

Kazemipour, Farahnaz; Mohamad Amin, Salmiah; Pourseidi, Bahram

2012-09-01

This study aims to investigate the relationships between workplace spirituality, organizational citizenship behavior (OCB), and affective organizational commitment among nurses, and whether affective commitment mediates the relationship between workplace spirituality and OCB. In the present correlational study, a cross-sectional design was employed, and data were collected using a questionnaire-based survey. Based on the random sampling, 305 nurses were chosen and questionnaires were distributed among respondents in four public and general hospitals located in Kerman, Iran. To analyze the data descriptive statistics, Pearson coefficient, simple and multiple regression, and path analyses were also conducted. Workplace spirituality has a positive influence on nurses' OCB and affective commitment. Workplace spirituality explained 16% of the variation in OCB, while it explained 35% of the variation in affective commitment among nurses. Moreover, affective organizational commitment mediated the impact of workplace spirituality on OCB. Workplace spirituality predicts nurses' OCB and affective organizational commitment. It emphasizes benefits from the new perspective of workplace spirituality, particularly among nurses who need to be motivated in their work. This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system. © 2012 Sigma Theta Tau International.

Perceived Physical Availability of Alcohol at Work and Workplace Alcohol Use and Impairment: Testing a Structural Model

PubMed Central

Frone, Michael R.; Trinidad, Jonathan R.

2014-01-01

This study develops and tests a new conceptual model of perceived physical availability of alcohol at work that provides unique insight into three dimensions of workplace physical availability of alcohol and their direct and indirect relations to workplace alcohol use and impairment. Data were obtained from a national probability sample of 2,727 U.S. workers. The results support the proposed conceptual model and provide empirical support for a positive relation of perceived physical availability of alcohol at work to workplace alcohol use and two dimensions of workplace impairment (workplace intoxication and workplace hangover). Ultimately, the findings suggest that perceived physical availability of alcohol at work is a risk factor for alcohol use and impairment during the workday, and that this relation is more complex than previously hypothesized. PMID:25243831

Transformational leadership and workplace injury and absenteeism: analysis of a National Nursing Assistant Survey.

PubMed

Lee, Doohee; Coustasse, Alberto; Sikula, Andrew

2011-01-01

Transformational leadership (TL) has long been popular among management scholars and health services researchers, but no research studies have empirically tested the association of TL with workplace injuries and absenteeism among nursing assistants (NAs). This cross-sectional study seeks to explore whether TL is associated with workplace injuries and absenteeism among NAs. We analyzed the 2004 National Nursing Assistant Survey data (n = 2,882). A multivariate logistic regression analysis was performed to test the role of TL in the context of workplace performances. Results reveal that the TL model was positively linked to workplace injury in the level of NAs. Injury-related absenteeism was also associated with the TL style, indicating that TL behaviors may help address workplace absence among NAs. Findings suggest that introducing TL practices may benefit NAs in improving workplace performances.

Suicide in U.S. Workplaces, 2003-2010: a comparison with non-workplace suicides.

PubMed

Tiesman, Hope M; Konda, Srinivas; Hartley, Dan; Chaumont Menéndez, Cammie; Ridenour, Marilyn; Hendricks, Scott

2015-06-01

Suicide rates have risen considerably in recent years. National workplace suicide trends have not been well documented. The aim of this study is to describe suicides occurring in U.S. workplaces and compare them to suicides occurring outside of the workplace between 2003 and 2010. Suicide data originated from the Census of Fatal Occupational Injury database and the Web-Based Injury Statistics Query and Reporting System. Suicide rates were calculated using denominators from the 2013 Current Population Survey and 2000 U.S. population census. Suicide rates were compared among demographic groups with rate ratios and 95% CIs. Suicide rates were calculated and compared among occupations. Linear regression, adjusting for serial correlation, was used to analyze temporal trends. Analyses were conducted in 2013-2014. Between 2003 and 2010, a total of 1,719 people died by suicide in the workplace. Workplace suicide rates generally decreased until 2007 and then sharply increased (p=0.035). This is in contrast with non-workplace suicides, which increased over the study period (p=0.025). Workplace suicide rates were highest for men (2.7 per 1,000,000); workers aged 65-74 years (2.4 per 1,000,000); those in protective service occupations (5.3 per 1,000,000); and those in farming, fishing, and forestry (5.1 per 1,000,000). The upward trend of suicides in the workplace underscores the need for additional research to understand occupation-specific risk factors and develop evidence-based programs that can be implemented in the workplace. Published by Elsevier Inc.

A multilevel health promotion intervention in minority-owned workplaces

PubMed Central

Bowen, Deborah J.; Briant, Katherine J.; Harris, Jeffrey; Hannon, Peggy; Buchwald, Dedra

2015-01-01

Introduction Changing health behaviors and health-related environments is important in reducing chronic disease. Minority workplaces are potential venues to provide regular, effective health promotion opportunities to underserved individuals. The purpose of this study was to test the feasibility of changing workplace policy, programs, and practices in minority-owned workplaces. Methods Four minority Native American-owned businesses were recruited to participate in this study. The intervention was a set of recommended standards and guidelines gleaned from the US Preventive Task Force and The Community Guide relevant to workplaces. Each workplace selected between 4 and 6 target areas to improve over the year-long intervention period. The evaluation tool was a semi-structured survey conducted at baseline and at one-year follow-up, with workplace staff responsible for benefits and services to employees. Feasibility was evaluated by assessing the likelihood that the workplaces implemented health promotion activities in the year-long intervention. Results Several practices and policies changed significantly during the intervention in the four workplaces, including coverage for nicotine replacement therapy (NRT), elimination of out of pocket costs for screening and tobacco cessation, accountability systems for providers, posted stair use, cessation line availability that included NRT, offering weight loss programs, offering physical activity programs, and conducting targeted communication programs about health promotion. Other practices and polices changed in the expected direction, but were not significant. Conclusion Changing workplace programs, practices, and policies is feasible in minority workplaces, with support and tools provided by outside organizations. These findings could drive a full-scale test of the intervention in minority businesses in order to improve the health of disadvantaged workers. PMID:26693135

Nurses' perceptions of workplace culture in primary health care in Finland.

PubMed

Hahtela, N; Paavilainen, E; McCormack, B; Helminen, M; Slater, P; Suominen, T

2015-12-01

This study aimed to describe nurses' perceptions of workplace culture, especially in regard to stress levels, job satisfaction and the practice environment in primary health care. Health care is facing many challenges related to its attractiveness as a place of employment and the maintenance of a sufficient workforce supply. Previous studies report increasing rates of nurse job dissatisfaction and intentions to leave their current positions both in Finland and also globally. Improving workplace culture is thus vital in meeting the challenges related to recruitment and retention. A cross-sectional descriptive design was used to describe nurses' perceptions of workplace culture. Data were collected by questionnaire from 22 units in nine primary healthcare organizations in Finland, and analysed using descriptive and inferential statistics. Most of the respondents indicated that they were not certain whether their workplace culture was either positive or negative. Profession, age and work shift characteristics had an effect on the respondents' perceptions of workplace culture. Younger licensed practical and registered nurses assessed their workplace culture more positively, whereas older registered nurses and those working rotating rosters viewed workplace culture more negatively. The findings suggest that both unit and demographic characteristics affect workplace culture. This survey highlights that a positive workplace culture is one of the key factors in retaining and recruiting nurses, and provides an essential evidence that may be considered by other healthcare organizations. Nurse managers and healthcare leaders need to address workload management and take into account the related variables that affect a unit's workplace culture. © 2015 International Council of Nurses.

Substance use, symptom, and employment outcomes of persons with a workplace mandate for chemical dependency treatment.

PubMed

Weisner, Constance; Lu, Yun; Hinman, Agatha; Monahan, John; Bonnie, Richard J; Moore, Charles D; Chi, Felicia W; Appelbaum, Paul S

2009-05-01

This study examined the role of workplace mandates to chemical dependency treatment in treatment adherence, alcohol and drug abstinence, severity of employment problems, and severity of psychiatric problems. The sample included 448 employed members of a private, nonprofit U.S. managed care health plan who entered chemical dependency treatment with a workplace mandate (N=75) or without one (N=373); 405 of these individuals were followed up at one year (N=70 and N=335, respectively), and 362 participated in a five-year follow up (N=60 and N=302, respectively). Propensity scores predicting receipt of a workplace mandate were calculated. Logistic regression and ordinary least-squares regression were used to predict length of stay in chemical dependency treatment, alcohol and drug abstinence, and psychiatric and employment problem severity at one and five years. Overall, participants with a workplace mandate had one- and five-year outcomes similar to those without such a mandate. Having a workplace mandate also predicted longer treatment stays and improvement in employment problems. When other factors related to outcomes were controlled for, having a workplace mandate predicted abstinence at one year, with length of stay as a mediating variable. Workplace mandates can be an effective mechanism for improving work performance and other outcomes. Study participants who had a workplace mandate were more likely than those who did not have a workplace mandate to be abstinent at follow-up, and they did as well in treatment, both short and long term. Pressure from the workplace likely gets people to treatment earlier and provides incentives for treatment adherence.

Workplace Learning in Pakistani Schools: A Myth or Reality?

ERIC Educational Resources Information Center

Nawab, Ali

2011-01-01

Purpose: Literature on workplace learning emphasizes that learning should be continually generated and negotiated in the workplace. How does this concept unfold in the developing context? This paper aims at understanding teachers' workplace learning and the conditions which influence such learning in a private school of Pakistani context.…

Alpena Community College Workplace Partnership Project. Final Report.

ERIC Educational Resources Information Center

Alpena Community Coll., MI.

This document consists of materials produced during the Workplace Partnership Project (WPP), a National Workplace Literacy Program-funded workplace literacy partnership between Alpena Community College (ACC) in Alpena, Michigan, and area businesses. Presented first is a personal reflection in which the project director shares some of the lessons…

How IT Workers Learn in the Workplace

ERIC Educational Resources Information Center

Ha, Tak S.

2008-01-01

This paper describes a research project investigating the workplace learning experience of information technology (IT) workers in Hong Kong. The research project explored in depth the workplace learning experiences of 65 IT workers from three different work sites. It went beyond the identification of workplace learning methods and resources…

24 CFR 21.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... workplaces? 21.230 Section 21.230 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Requirements for Recipients Other Than Individuals § 21.230 How and when must I identify workplaces? (a) You must...

40 CFR 36.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false How and when must I identify workplaces... FEDERAL ASSISTANCE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 36.230 How and when must I identify workplaces? (a) You must...

32 CFR 26.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-07-01

...). (c) If you identified workplaces to the DOD Component awarding official at the time of application or... 32 National Defense 1 2010-07-01 2010-07-01 false How and when must I identify workplaces? 26.230... AGREEMENT REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE...

Workplace Learning in Malaysia: The Learner's Perspective

ERIC Educational Resources Information Center

Muhamad, Mazanah; Idris, Khairuddin

2005-01-01

This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey research, the article describes learner profiles, learning provision and pattern. The analysis shows that Malaysians participate in formal workplace learning as part of their employment activities. Workplace learning in Malaysia is contextual, promoted by…

Upgrading Basic Skills for the Workplace.

ERIC Educational Resources Information Center

Askov, Eunice N.; And Others

Intended for trainers of literacy providers and practitioners in the field, this manual explains how to develop a workplace literacy program and market it to employers. Chapter 1 provides an overview and history of workplace literacy and recommends improvements in literacy services. Chapter 2 examines approaches to developing workplace programs,…

The Northeast Texas Adult Education Rural Workplace Literacy Program. Annual Performance Report.

ERIC Educational Resources Information Center

Barker, Sue; Burns, Kathryn; Bowers, Jana; Pruitt, Jeanni; Pate, Sally

The Northeast Texas Adult Education Rural Education Workplace Literacy Program, which is a partnership between Northeast Texas Community College and area businesses, offers workplace literacy instruction designed around job-specific basic skills. Training is offered in the following: applied workplace technology; applied math skills; measurements…

14 CFR 1260.38 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions... determine violations of the Federal or State criminal drug statutes. Criminal drug statute means a Federal...

48 CFR 52.223-6 - Drug-Free Workplace.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 2 2010-10-01 2010-10-01 false Drug-Free Workplace. 52....223-6 Drug-Free Workplace. As prescribed in 23.505, insert the following clause: Drug-Free Workplace... responsibility to determine violations of the Federal or State criminal drug statutes. Criminal drug statute...

18 CFR 1316.7 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Drug-free workplace... Certifications § 1316.7 Drug-free workplace. When so indicated in TVA contract documents or actions, the following clause is included by reference in such documents or actions: Drug-Free Workplace (a) Definitions...

48 CFR 52.223-6 - Drug-Free Workplace.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 2 2013-10-01 2013-10-01 false Drug-Free Workplace. 52....223-6 Drug-Free Workplace. As prescribed in 23.505, insert the following clause: Drug-Free Workplace... responsibility to determine violations of the Federal or State criminal drug statutes. Criminal drug statute...

18 CFR 1316.7 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Drug-free workplace... Certifications § 1316.7 Drug-free workplace. When so indicated in TVA contract documents or actions, the following clause is included by reference in such documents or actions: Drug-Free Workplace (a) Definitions...

48 CFR 52.223-6 - Drug-Free Workplace.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 2 2014-10-01 2014-10-01 false Drug-Free Workplace. 52....223-6 Drug-Free Workplace. As prescribed in 23.505, insert the following clause: Drug-Free Workplace... responsibility to determine violations of the Federal or State criminal drug statutes. Criminal drug statute...

14 CFR § 1267.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 14 Aeronautics and Space 5 2014-01-01 2014-01-01 false Drug-free workplace. § 1267.635 Section § 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug...

18 CFR 1316.7 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Drug-free workplace... Certifications § 1316.7 Drug-free workplace. When so indicated in TVA contract documents or actions, the following clause is included by reference in such documents or actions: Drug-Free Workplace (a) Definitions...

48 CFR 52.223-6 - Drug-Free Workplace.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 2 2012-10-01 2012-10-01 false Drug-Free Workplace. 52....223-6 Drug-Free Workplace. As prescribed in 23.505, insert the following clause: Drug-Free Workplace... responsibility to determine violations of the Federal or State criminal drug statutes. Criminal drug statute...

14 CFR 1260.38 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions... determine violations of the Federal or State criminal drug statutes. Criminal drug statute means a Federal...

14 CFR 1260.38 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions... determine violations of the Federal or State criminal drug statutes. Criminal drug statute means a Federal...

48 CFR 52.223-6 - Drug-Free Workplace.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 2 2011-10-01 2011-10-01 false Drug-Free Workplace. 52....223-6 Drug-Free Workplace. As prescribed in 23.505, insert the following clause: Drug-Free Workplace... responsibility to determine violations of the Federal or State criminal drug statutes. Criminal drug statute...

Characteristics of Workplace Learning among Finnish Vocational Students

ERIC Educational Resources Information Center

Virtanen, Anne; Tynjälä, Päivi; Collin, Kaija

2009-01-01

In Finnish VET, students' work experience is explicitly defined as workplace learning, instead of the practice of already learnt skills. Therefore, vocational students' learning periods in the workplace are goal-oriented, guided and assessed. This paper examines the characteristics of students' workplace learning and compares them with the…

Language & Communication Skills Curriculum Binder. Workplace Training Project.

ERIC Educational Resources Information Center

Lane Community Coll., Eugene, OR.

This document, which is intended for workplace trainers, contains materials for conducting 10 workplace language and communication skills courses that were developed through the Workplace Training Project, which was a partnership involving Lane Community College in Oregon and five area businesses. The courses were developed by project staff based…

Constituent Aspects of Workplace Guidance in Secondary VET

ERIC Educational Resources Information Center

Swager, Robert; Klarus, Ruud; van Merriënboer, Jeroen J. G.; Nieuwenhuis, Loek F. M.

2015-01-01

Purpose: This paper aims to present an integrated model of workplace guidance to enhance awareness of what constitutes good guidance, to improve workplace guidance practices in vocational education and training. Design/methodology/approach: To identify constituent aspects of workplace guidance, a systematic search of Web of Science was conducted,…

Self-Directed Workplace Literacy Distance Learning for Developmental Disabilities Workers. Final Report.

ERIC Educational Resources Information Center

Denny, Verna Haskins

The Self-Directed Workplace Literacy Distance Learning Project demonstrated a model workplace literacy program that helped direct care workers in state-operated developmental disabilities facilities improve their literacy skills for a changing workplace. During the project, 268 New York State Office of Mental Retardation and Developmental…

Tightrope Walkers and Solidarity Sisters: Critical Workplace Educators in the Garment Industry

ERIC Educational Resources Information Center

Fenwick, Tara

2007-01-01

This article focuses on the complex negotiations of critical workplace educators positioned amongst contradictory agendas and discourses in the workplace. While philosophically aligned with critical pedagogical agendas of transformation and collective action for workplace change, these educators perform an array of pedagogic articulations in…

MBA Students' Workplace Writing: Implications for Business Writing Pedagogy and Workplace Practice

ERIC Educational Resources Information Center

Lentz, Paula

2013-01-01

Employers frequently complain about the state of their employees' writing skills. Much of the current research on this subject explores workplace writing skills from the employer's perspective. However, this article examines workplace writing from the employees' perspective. Specifically, it analyzes MBA students' responses to a course assignment…

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 5 2013-10-01 2013-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 5 2012-10-01 2012-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 5 2014-10-01 2014-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 5 2011-10-01 2011-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

Learning Unlimited: Transforming Learning in the Workplace. 2nd Edition.

ERIC Educational Resources Information Center

Rylatt, Alastair

This book is intended to provide managers, trainers, and others responsible for improving learning within their workplace with the tools, perspectives, and strategies to transform their workplace into a learning organization. Throughout the book, key principles underpinning recent thinking on positive workplace transformation are combined with…

31 CFR 20.635 - Drug-free workplace.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 31 Money and Finance: Treasury 1 2012-07-01 2012-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace. Drug-free...

31 CFR 20.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace. Drug-free...

76 FR 10205 - Department of Homeland Security Implementation of OMB Guidance on Drug-Free Workplace Requirements

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-24

... Guidance on Drug-Free Workplace Requirements AGENCY: Department of Homeland Security (DHS). ACTION: Final... consolidate all Federal regulations on drug-free workplace requirements for financial assistance into one...-wide common rule on drug-free workplace requirements for financial assistance, currently located within...

31 CFR 20.635 - Drug-free workplace.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 31 Money and Finance: Treasury 1 2013-07-01 2013-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace. Drug-free...

31 CFR 20.635 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 31 Money and Finance: Treasury 1 2011-07-01 2011-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace. Drug-free...

31 CFR 20.635 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 31 Money and Finance: Treasury 1 2014-07-01 2014-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace. Drug-free...

36 CFR 1212.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... drug-free workplace statement? 1212.205 Section 1212.205 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE... my drug-free workplace statement? You must publish a statement that— (a) Tells your employees that...

2 CFR 182.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-01-01

... workplace statement? 182.205 Section 182.205 Grants and Agreements OFFICE OF MANAGEMENT AND BUDGET GOVERNMENTWIDE GUIDANCE FOR GRANTS AND AGREEMENTS Reserved GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE... drug-free workplace statement? You must publish a statement that— (a) Tells your employees that the...

28 CFR 83.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... workplace statement? 83.205 Section 83.205 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Requirements for Recipients Other Than Individuals § 83.205 What must I include in my drug-free workplace statement? You must publish a statement...

14 CFR 1267.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-01-01

... workplace statement? 1267.205 Section 1267.205 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1267.205 What must I include in my drug-free workplace statement? You...

40 CFR 36.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... workplace statement? 36.205 Section 36.205 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GRANTS AND OTHER FEDERAL ASSISTANCE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 36.205 What must I include in my drug-free workplace...

13 CFR 147.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-01-01

...-free workplace statement? 147.205 Section 147.205 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Requirements for Recipients Other Than Individuals § 147.205 What must I include in my drug-free workplace statement? You must...

Massachusetts Workplace Education Initiative. Year 3 Evaluation. Final Report.

ERIC Educational Resources Information Center

Rayman, Paula; And Others

An evaluation of the Massachusetts Workplace Education Initiative brings together three phases: (1) a pilot outcome study conducted with a sample of six local workplace education programs and featuring the perspectives of workers, labor, and management; (2) program profiles for seven federally funded workplace education programs coordinated by the…

Mobbing: Workplace Violence in the Academy

ERIC Educational Resources Information Center

Keim, Jeanmarie; McDermott, J. Cynthia

2010-01-01

Incidents of workplace violence are becoming all too common at colleges and universities. Generally, one thinks of shootings and assaults in relation to campus workplace violence. However, mobbing and bullying of faculty by other faculty are types of workplace violence that, while very common, are rarely discussed or reported. This article raises…

45 CFR 1155.635 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 1155.635 Section 1155.635 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE... ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

The Virtual Workplace Ethnography: Positioning Student Writers as Knowledge Makers

ERIC Educational Resources Information Center

Sommers, Jeff

2015-01-01

The Virtual Workplace Ethnography is a first-year composition assignment that positions students as knowledge makers by requiring them to apply a theoretical lens ("Working Knowledge") to a video representation of a workplace. The lens provides multiple terms for analysis of workplace behaviors in context, providing a scaffolding for…

Math Skills Curriculum Binder. Workplace Training Project.

ERIC Educational Resources Information Center

Lane Community Coll., Eugene, OR.

This document, which is intended for workplace trainers, contains materials for conducting five workplace mathematics courses that were developed through the Workplace Training Project, a partnership involving Lane Community College in Oregon and five area businesses. The five courses, which were developed by project staff based on the business…

Creating Workplaces Where People Can Think: Cognitive Ergonomics.

ERIC Educational Resources Information Center

Kearny, Lynn; Smith, Phyl

1999-01-01

Presents ideas about how the workplace affects job performance, how to diagnose workplace-related problems, and how to make modest improvements. Highlights include: workplace-imposed limits on performance; the mental and physical steps of work; screening behavior; how adaptation interferes with performance; task- and human-based workspaces;…

Workplace Learning of High Performance Sports Coaches

ERIC Educational Resources Information Center

Rynne, Steven B.; Mallett, Clifford J.; Tinning, Richard

2010-01-01

The Australian coaching workplace (to be referred to as the State Institute of Sport; SIS) under consideration in this study employs significant numbers of full-time performance sport coaches and can be accurately characterized as a genuine workplace. Through a consideration of the interaction between what the workplace (SIS) affords the…

Workplace Incivility and Bullying in the Library: Perception or Reality?

ERIC Educational Resources Information Center

Freedman, Shin; Vreven, Dawn

2016-01-01

Recent media reports have increased awareness of workplace incivility and bullying. However, the literature regarding workplace incivility and bullying in academic libraries is under reported and under researched. This study examines the current state of librarians' perceptions on workplace incivility and bullying and evaluates the effects of…

48 CFR 23.504 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 1 2011-10-01 2011-10-01 false Policy. 23.504 Section 23... WORKPLACE Drug-Free Workplace 23.504 Policy. (a) No offeror other than an individual shall be considered a... workplace; (ii) The contractor's policy of maintaining a drug-free workplace; (iii) Any available drug...

Workplace violence: managing a culture of acceptance.

PubMed

Fredrick, Marie

2014-01-01

The cultural acceptance of workplace violence is changing. Management has become more educated on regulatory issues around its tolerance of workplace violence. Events around the country in a variety of settings have aided in raising awareness of this issue. Healthcare professionals are not immune to workplace violence, including those working in the imaging profession. Healthcare workers, historically, have given care despite the demeanor of patients, often putting up with aggressive behavior including sexual harassment and physical assault. Management needs to take all possible measures to ensure employees feel safe at work. It is essential to have well thought out policies and procedures to mitigate workplace violence; keeping in mind that a goal of eliminating workplace violence is unrealistic.

Breast cancer screening education in the workplace.

PubMed

Paskett, E D; Case, L D; Masten, K B; Phillips, K C

1994-01-01

This study examined the use of breast cancer screening education programs in 102 of the major workplaces in Forsyth County, North Carolina. Characteristics of workplaces that had sponsored such programs within the preceding three years were identified. Eighteen percent of the workplaces surveyed had offered breast cancer screening education programs. Factors that were directly related to having sponsored a program included the size of the workforce, the number of female employees, and the proportion of female employees over 40 years old. Characteristics related to health service activities in the workplace were also predictive. Neither the type of industry nor the insurance status of the workplace was significantly related to having sponsored a program.

Workplace incivility and new graduate nurses' mental health: the protective role of resiliency.

PubMed

Laschinger, Heather K; Wong, Carol; Regan, Sandra; Young-Ritchie, Carol; Bushell, Pamela

2013-01-01

The aim of this study was to examine the relationships between coworker, physician, and supervisor workplace incivility and new graduate nurses' mental health and the protective role of personal resiliency. Positive interpersonal relationships in healthcare work environments are important for new graduate nurses' career transition and commitment. Workplace incivility threatens new graduate nurses' health and well-being. Personal resiliency helps employees to recover from negative stressors and may protect new nurses from the negative effects of workplace incivility. We surveyed 272 new graduate nurses in Ontario to explore the influence of 3 forms of workplace incivility and personal resiliency on new nurses' mental health. All sources of incivility were related to poor mental health. Results suggest that personal resiliency may protect nurses from the negative effects of incivility. New nurses are experiencing workplace incivility from a variety of sources in their work environments, which have detrimental effects on their workplace well-being.

Advancing a sociotechnical systems approach to workplace safety – developing the conceptual framework

PubMed Central

Carayon, Pascale; Hancock, Peter; Leveson, Nancy; Noy, Ian; Sznelwar, Laerte; van Hootegem, Geert

2015-01-01

Traditional efforts to deal with the enormous problem of workplace safety have proved insufficient, as they have tended to neglect the broader sociotechnical environment that surrounds workers. Here, we advocate a sociotechnical systems approach that describes the complex multi-level system factors that contribute to workplace safety. From the literature on sociotechnical systems, complex systems and safety, we develop a sociotechnical model of workplace safety with concentric layers of the work system, socio-organisational context and the external environment. The future challenges that are identified through the model are highlighted. Practitioner Summary: Understanding the environmental, organisational and work system factors that contribute to workplace safety will help to develop more effective and integrated solutions to deal with persistent workplace safety problems. Solutions to improve workplace safety need to recognise the broad sociotechnical system and the respective interactions between the system elements and levels. PMID:25831959

Posture and performance: sitting vs. standing for security screening.

PubMed

Drury, C G; Hsiao, Y L; Joseph, C; Joshi, S; Lapp, J; Pennathur, P R

2008-03-01

A classification of the literature on the effects of workplace posture on performance of different mental tasks showed few consistent patterns. A parallel classification of the complementary effect of performance on postural variables gave similar results. Because of a lack of data for signal detection tasks, an experiment was performed using 12 experienced security operators performing an X-ray baggage-screening task with three different workplace arrangements. The current workplace, sitting on a high chair viewing a screen placed on top of the X-ray machine, was compared to a standing workplace and a conventional desk-sitting workplace. No performance effects of workplace posture were found, although the experiment was able to measure performance effects of learning and body part discomfort effects of workplace posture. There are implications for the classification of posture and performance and for the justification of ergonomics improvements based on performance increases.

A study on workplace violence and its effect on quality of life among medical professionals in China.

PubMed

Wu, Siying; Lin, Shaowei; Li, Huangyuan; Chai, Wenli; Zhang, Qiaohui; Wu, Yihai; Zhu, Wei

2014-01-01

The present study was conducted to investigate workplace violence and to examine how it is associated with quality of life (QOL) among medical professionals in China. A total of 2,464 medical professionals were selected from Fujian Province and Henan Province by using stratified cluster-sampling method. A Chinese version of the workplace violence scale was used to measure the incidence of workplace violence. The Short Form-36 Health Survey was employed to assess their QOL. Approximately 50% of the participants reported at least one type of workplace violence occurring in the previous 12 months. The multivariate analysis demonstrated workplace violence as a significant predictor for QOL among medical professionals, after controlling for other potential predictors. It suggests that the implementation of violence prevention policies and strategies to reduce workplace violence may improve QOL of medical professionals in China.

Workplace violence and its effect on burnout and turnover attempt among Chinese medical staff.

PubMed

Chen, Shiying; Lin, Shaowei; Ruan, Qishuang; Li, Huangyuan; Wu, Siying

2016-11-01

The present study was to evaluate workplace violence and examine its effect on job burnout and turnover attempt among medical staff in China. A total of 2,020 medical employees were selected from Fujian province by using stratified cluster sampling method. The Chinese version of the Workplace Violence Scale and the Maslach Burnout Inventory-General Survey were used to measure the workplace violence and job burnout, respectively. Other potential influencing factors for job burnout and turnover attempt were collected using a structured questionnaire. The incidence of workplace violence among medical staff was 48.0%. Workplace violence had a positive correlation with emotional exhaustion and cynicism and a negative correlation with professional efficacy. Workplace violence, marital status, employment type, working time (≥ 10 h/day), performance recognition, and life satisfaction were significant predictors for turnover attempt among Chinese medical staff.

Workplace spirituality as a moderator in relation between stress and health: An exploratory empirical assessment.

PubMed

Kumar, Vineet; Kumar, Sandeep

2014-06-01

The present study explores the role of workplace spirituality in moderating the relationship between occupational stress and the health of managerial personnel in India. A sample of 150 managers working in different public and private organizations was used to measure workplace spirituality, occupational stress, and health using the Spirituality at Work scale, the Occupational Stress Index and the 28-item General Health Questionnaire, respectively. The findings reveal that workplace spirituality moderates the negative relationship of stress and health. The study also found that stress has a negative impact on health while workplace spirituality positively correlated with health. The findings also support the practical importance of spirituality in the workplace for improving health conditions by providing a healthy atmosphere and meaningful work for employees. This exploratory study encourages future research to understand the role of spirituality in the workplace.

An examination of strategies for preventing workplace homicides committed by perpetrators that have a prior relationship with the workplace or its employees.

PubMed

Gurka, Kelly K; Marshall, Stephen W; Casteel, Carri; Runyan, Carol W; Loomis, Dana P; Richardson, David B

2012-12-01

To determine whether recommended robbery prevention strategies also protect against workplace homicide committed by a perpetrator who has a relationship with either the workplace or an employee (prior-relationship homicide). A case-control study examining the relationship between recommended violence prevention strategies and prior-relationship workplace homicides in North Carolina was conducted. Workplaces located in an industrial park, employing minorities, reporting a history of violence, open night hours, or open 24 hours were more likely to experience prior-relationship homicide. Keeping entrances to the workplace locked when employees were present (OR = 0.36, 95% CI: 0.13, 0.99) and having at least one security device (OR = 0.28, 95% CI: 0.10, 0.74) decreased the odds of prior-relationship homicide. Select strategies recommended to prevent robberies and subsequent violence may also afford protection against prior-relationship homicide.

Investigation of students' experiences of gendered cultures in engineering workplaces

NASA Astrophysics Data System (ADS)

Male, Sally A.; Gardner, Anne; Figueroa, Eugenia; Bennett, Dawn

2018-05-01

Women remain severely under-represented in engineering in Australia as in all Western countries. This limits the pool of talent, standpoints and approaches within the profession. Furthermore, this under-representation equates to restriction of the benefits of being an engineer mainly to men. Gendered workplace experiences have been found to contribute to women leaving the profession. In this study we explore students' experiences of gendered cultures in engineering workplaces, using interviews with a purposive sample of 13 students (4 male) recruited following a previous survey. Although the overall experience of workplace learning is positive for many students, male and female engineering students reported experiences consistent with masculine cultures. Educators and employers must proactively lead improvements to the culture in engineering workplaces, prepare students for gendered workplaces and support students to reflect during and after workplace experiences. The experiences presented here could be adapted to enhance inclusivity training.

Advancing a sociotechnical systems approach to workplace safety--developing the conceptual framework.

PubMed

Carayon, Pascale; Hancock, Peter; Leveson, Nancy; Noy, Ian; Sznelwar, Laerte; van Hootegem, Geert

2015-01-01

Traditional efforts to deal with the enormous problem of workplace safety have proved insufficient, as they have tended to neglect the broader sociotechnical environment that surrounds workers. Here, we advocate a sociotechnical systems approach that describes the complex multi-level system factors that contribute to workplace safety. From the literature on sociotechnical systems, complex systems and safety, we develop a sociotechnical model of workplace safety with concentric layers of the work system, socio-organisational context and the external environment. The future challenges that are identified through the model are highlighted. Understanding the environmental, organisational and work system factors that contribute to workplace safety will help to develop more effective and integrated solutions to deal with persistent workplace safety problems. Solutions to improve workplace safety need to recognise the broad sociotechnical system and the respective interactions between the system elements and levels.

What Makes for Good Workplace Learning? At a Glance.

ERIC Educational Resources Information Center

National Centre for Vocational Education Research, Leabrook (Australia).

Workplace learning, both formal and informal, is taking on an increasingly important role in the education and training of the workforce. Based on an analysis of recent research on workplace learning in Australia, in an 'ideal' workplace learning situation enterprises would have in place the elements outlined in the following key findings: (1)…

The Economic Payoffs to Workplace Literacy. Upjohn Institute Staff Working Paper 93-21.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

Although a substantial literature has addressed workplace literacy programs, only two studies have attempted to evaluate rigorously the economic benefits to workplace education. A multivariate model has been suggested that provides evidence about the productivity impacts of participation in a workplace literacy program. The data used in this paper…

Communication and Collaboration: The Role of the Teacher in the Workplace Classroom.

ERIC Educational Resources Information Center

MacMaster, Don

Designed to illustrate the role of the instructor in workplace education, this paper describes the educational strategies employed in a communication and collaboration class given by an Alpena Community College (Michigan) workplace education director at a small automobile parts manufacturing plant. First, the qualities of workplace instructors are…

Writing in the Workplace: Implications for Human Resource Development

ERIC Educational Resources Information Center

Akdere, Mesut; Azevedo, Ross E.

2005-01-01

Writing in the workplace is among the understudied business topics in the field of HRD. Yet, the impacts of writing in today's workplace are significant, and organizations making it a priority benefit from it. Furthermore, writing is related to the issue of workplace literacy which is the umbrella term for basic communication skills. This…

43 CFR 43.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-10-01

... application or award, as described in paragraph (a)(1) of this section, and any workplace that you identified... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false How and when must I identify workplaces... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals...

2 CFR 182.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-01-01

... identified workplaces to the agency awarding official at the time of application or award, as described in... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false How and when must I identify workplaces? 182... GRANTS AND AGREEMENTS Reserved GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE...

22 CFR 312.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... of application or award, as described in paragraph (a)(1) of this section, and any workplace that you... 22 Foreign Relations 2 2010-04-01 2010-04-01 true How and when must I identify workplaces? 312.230 Section 312.230 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE...

22 CFR 1008.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... identified workplaces to the Inter-American Foundation awarding official at the time of application or award... 22 Foreign Relations 2 2010-04-01 2010-04-01 true How and when must I identify workplaces? 1008...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1008.230 How...

45 CFR 630.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false How and when must I identify workplaces? 630.230... FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.230 How and when must I identify workplaces? (a) You must identify...

Evaluating Academic Workplaces: The Hyper-Expansive Environment Experienced by University Lecturers in Professional Fields

ERIC Educational Resources Information Center

Boyd, Pete; Smith, Caroline; Ilhan Beyaztas, Dilek

2015-01-01

Academic developers need to understand the situated workplaces of the academic tribes they are supporting. This study proposes the use of the expansive--restrictive workplace learning environment continuum as a tool for evaluation of academic workplaces. The tool is critically appraised through its application to the analysis of workplace…

Thinking Beyond Numbers: Learning Numeracy for the Future Workplace. Support Document

ERIC Educational Resources Information Center

Marr, Beth; Hagston, Jan

2007-01-01

The use, learning and transfer of workplace numeracy skills, as well as current understandings of the term numeracy, are examined in this study. It also highlights the importance of numeracy as an essential workplace skill. "Thinking Beyond Numbers: Learning Numeracy for the Future Workplace" challenges the training system and training…

Workplace Learning: Reports of Change from Supervisors and Learners.

ERIC Educational Resources Information Center

Gershwin, Mary Crabbe

1996-01-01

The Colorado workplace program completed an open-ended program evaluation that examined the following: how people involved in workplace learning change, what the shape of that change is, and what impact that change may have. It explored the perspectives of two groups closely involved in the workplace learning process: participants and their…

A Framework for Assessing the Economic Benefits and Costs of Workplace Literacy Training.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

The relative costs and benefits of workplace literacy training were analyzed. An analysis based on eight benefits/costs (training costs; higher productivity; high wages; nonwage compensation; less worker turnover; safer workplace; higher taxes; and improved self-esteem) established that workplace literacy training offers net benefits for workers,…

The Influence of Investment in Workplace Learning on Learning Outcomes and Organizational Performance

ERIC Educational Resources Information Center

Park, Yoonhee; Jacobs, Ronald L.

2011-01-01

Although the importance of workplace learning has been recognized in research and practice, there is little empirical support that describes how workplace learning, including both formal and informal learning, is linked to organizational performance. This study investigated the influence of investment in workplace learning on learning outcomes and…

14 CFR § 1260.38 - Drug-free workplace.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 14 Aeronautics and Space 5 2014-01-01 2014-01-01 false Drug-free workplace. § 1260.38 Section Â... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions... determine violations of the Federal or State criminal drug statutes. Criminal drug statute means a Federal...

14 CFR 1260.38 - Drug-free workplace.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true Drug-free workplace. 1260.38 Section 1260.38... Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions. As used in this... Federal or State criminal drug statutes. Criminal drug statute means a Federal or non-Federal criminal...

45 CFR 630.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false What must I include in my drug-free workplace...) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.205 What must I include in my drug-free workplace...

Gratitude in Workplace Research: A Rossian Approach

ERIC Educational Resources Information Center

Gibbs, Paul

2009-01-01

Workplace learning is complex in form. It is explorative, social and creative enquiry, and because it is carried out in the socio-political domain of the workplace, it is potentially exploitative of all who contribute. This paper suggests that the workplace researcher might conceptualise the contributions of participants as benefits and/or gifts,…

Basic Workplace Skills: The Foundation for Productivity Improvement. Workforce Brief #4.

ERIC Educational Resources Information Center

Bergman, Terri

Studies have confirmed that there is a strong correlation between employees' levels of basic workplace skills and their productivity in the workplace. Programs to build basic workplace skills have been shown to yield the following positive results: more instances of employees using reading and writing on the job, higher employee participation in…

22 CFR 133.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false How and when must I identify workplaces? 133.230 Section 133.230 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS... § 133.230 How and when must I identify workplaces? (a) You must identify all known workplaces under each...

Antecedents of Medical Workplace Violence in South China

ERIC Educational Resources Information Center

Cai, Wenzhi; Deng, Ling; Liu, Meng; Yu, Min

2011-01-01

It has been noted that workplace violence most frequently occurs in hospitals. The purpose of this study was to explore antecedents of workplace violence in south China. The authors conducted face-to-face, in-depth, semistructured interviews with 30 hospital staff who had experienced at least one incident of workplace violence from patients during…

Training for Basic Skills or Educating Workers?: Changing Conceptions of Workplace Education Programs.

ERIC Educational Resources Information Center

Schultz, Katherine

Although the National Workplace Literacy Program is relatively new, a new orthodoxy of program development based on particular understandings of literacy and learning has emerged. Descriptions of two model workplace education programs are the beginning points for an examination of the assumptions contained in most reports of workplace education…

24 CFR 21.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... workplace statement? 21.205 Section 21.205 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Requirements for Recipients Other Than Individuals § 21.205 What must I include in my drug-free workplace...

43 CFR 43.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-10-01

... workplace statement? 43.205 Section 43.205 Public Lands: Interior Office of the Secretary of the Interior GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 43.205 What must I include in my drug-free workplace statement? You must publish a statement...

15 CFR 29.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-01-01

... workplace statement? 29.205 Section 29.205 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 29.205 What must I include in my drug-free workplace statement? You must publish a statement...

29 CFR 1472.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false What must I include in my drug-free workplace statement... CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1472.205 What must I include in my drug-free workplace...

32 CFR 26.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false What must I include in my drug-free workplace... DoD GRANT AND AGREEMENT REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL... workplace statement? You must publish a statement that— (a) Tells your employees that the unlawful...

Alternative Fuels Data Center: Using Solar Power to Supplement Workplace

Science.gov Websites

Charging Using Solar Power to Supplement Workplace Charging to someone by E-mail Share Alternative Fuels Data Center: Using Solar Power to Supplement Workplace Charging on Facebook Tweet about Alternative Fuels Data Center: Using Solar Power to Supplement Workplace Charging on Twitter Bookmark

Managing Workplace Incivility: The Role of Conflict Management Styles--Antecedent or Antidote?

ERIC Educational Resources Information Center

Trudel, Jeannie; Reio, Thomas G., Jr.

2011-01-01

The workforce of the 21st century is dealing with rapid changes and increased competition across industries. Such changes place stress on management and workers alike, increasing the potential for workplace conflict and deviant workplace behaviors, including incivility. The importance of effective conflict management in the workplace has been…

Organisation of Workplace Learning: A Case Study of Paediatric Residents' and Consultants' Beliefs and Practices

ERIC Educational Resources Information Center

Skipper, Mads; Nøhr, Susanne Backman; Jacobsen, Tine Klitgaard; Musaeus, Peter

2016-01-01

Several studies have examined how doctors learn in the workplace, but research is needed linking workplace learning with the organisation of doctors' daily work. This study examined residents' and consultants' attitudes and beliefs regarding workplace learning and contextual and organisational factors influencing the organisation and planning of…

45 CFR 630.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false What must I include in my drug-free workplace...) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.205 What must I include in my drug-free workplace...

45 CFR 630.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 3 2013-10-01 2013-10-01 false What must I include in my drug-free workplace...) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.205 What must I include in my drug-free workplace...

45 CFR 630.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 3 2014-10-01 2014-10-01 false What must I include in my drug-free workplace...) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.205 What must I include in my drug-free workplace...

45 CFR 630.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 3 2012-10-01 2012-10-01 false What must I include in my drug-free workplace...) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 630.205 What must I include in my drug-free workplace...

Towards More Socio-Culturally Sensitive Research and Study of Workplace E-Learning

ERIC Educational Resources Information Center

Remtulla, Karim A.

2010-01-01

This article advocates workplace adult education and training researchers and scholar practitioners interested in career and technical education (CTE), adult education and technology, and who are attempting social and cultural critiques of workplace e-learning. The emphasis on the technological and artefactual in workplace e-learning research and…

Bring Workplace Assessment into Business Communication Classrooms: A Proposal to Better Prepare Students for Professional Workplaces

ERIC Educational Resources Information Center

Yu, Han

2010-01-01

To help students better understand and be better prepared for professional workplaces, the author suggests that business communication teachers examine and learn from workplace assessment methods. Throughout the article, the author discusses the rationale behind this proposal, reviews relevant literature, reports interview findings on workplace…

Career Resilience in a Changing Workplace. Information Series No. 366.

ERIC Educational Resources Information Center

Collard, Betsy; And Others

Major changes in the workplace have changed the social contract between employer and employee and rendered many traditional models of career development inadequate. This paper examines the effects of a changing workplace on the individual and on career development. These changes in the workplace have created new types of organizations and new…

U.S. Department of Energy Workplace Charging Challenge - Progress Update 2016: A New Sustainable Commute

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

In June 2016, the Workplace Charging Challenge distributed its third annual survey to 295 partners with the goal of tracking partners' progress and identifying trends in workplace charging. This document summarizes findings from the survey and highlights accomplishments of the EV Everywhere Workplace Charging Challenge.

Unions and Workplace Reorganization.

ERIC Educational Resources Information Center

Nissen, Bruce, Ed.

The 11 chapters in this book focus on "The New American Workplace" and assess its adequacy or inadequacy as a guide for the U.S. labor movement in relation to new work systems. "Unions and Workplace Reorganization" (Bruce Nissen) introduces the subject. "The New American Workplace: A Labor Perspective" (AFL-CIO Committee on the Evolution of Work,…

Learning in the Workplace. Quarterly News. Volume 1, Nos. 1-4.

ERIC Educational Resources Information Center

Learning in the Workplace, 1990

1990-01-01

This document contains the first four issues of a quarterly publication on workplace literacy and learning in the workplace. The September 1989 issues feature the following articles or excerpts: "Workplace Literacy--Initiatives for Growth in the 90s"; "Yes! There Is a Cure for the Babblespeak Blues" (Nore); "Review: The…

It's Your Business...Smoking Policies for the Workplace.

ERIC Educational Resources Information Center

National Heart, Lung, and Blood Inst. (DHHS/NIH), Bethesda, MD.

This brochure was written to help those considering a workplace smoking policy. It begins with a set of facts about workplace smoking and discusses legislation in various states concerning smoking at work. The health consequences of involuntary smoking are also explored. Other sections examine the need for workplace smoking policies, how employees…

Modeling workplace bullying using catastrophe theory.

PubMed

Escartin, J; Ceja, L; Navarro, J; Zapf, D

2013-10-01

Workplace bullying is defined as negative behaviors directed at organizational members or their work context that occur regularly and repeatedly over a period of time. Employees' perceptions of psychosocial safety climate, workplace bullying victimization, and workplace bullying perpetration were assessed within a sample of nearly 5,000 workers. Linear and nonlinear approaches were applied in order to model both continuous and sudden changes in workplace bullying. More specifically, the present study examines whether a nonlinear dynamical systems model (i.e., a cusp catastrophe model) is superior to the linear combination of variables for predicting the effect of psychosocial safety climate and workplace bullying victimization on workplace bullying perpetration. According to the AICc, and BIC indices, the linear regression model fits the data better than the cusp catastrophe model. The study concludes that some phenomena, especially unhealthy behaviors at work (like workplace bullying), may be better studied using linear approaches as opposed to nonlinear dynamical systems models. This can be explained through the healthy variability hypothesis, which argues that positive organizational behavior is likely to present nonlinear behavior, while a decrease in such variability may indicate the occurrence of negative behaviors at work.

Inequities in workplace secondhand smoke exposure among nonsmoking women of reproductive age.

PubMed

Johnson, Candice Y; Luckhaupt, Sara E; Lawson, Christina C

2015-07-01

We characterized workplace secondhand smoke exposure among nonsmoking women of reproductive age as a proxy for workplace secondhand smoke exposure during pregnancy. We included nonsmoking women aged 18 to 44 years employed during the past 12 months who participated in the 2010 National Health Interview Survey. We estimated the prevalence of workplace secondhand smoke exposure and its associations with sociodemographic and workplace characteristics. Nine percent of women reported workplace secondhand smoke exposure. Prevalence decreased with increasing age, education, and earnings. Workplace secondhand smoke exposure was associated with chemical exposure (prevalence odds ratio [POR] = 3.3; 95% confidence interval [CI] = 2.3, 4.7); being threatened, bullied, or harassed (POR = 3.2; 95% CI = 2.1, 5.1); vapors, gas, dust, or fume exposure (POR = 3.1; 95% CI = 2.3, 4.4); and worrying about unemployment (POR = 3.0; 95% CI = 1.8, 5.2), among other things. Comprehensive smoke-free laws covering all workers could eliminate inequities in workplace secondhand smoke exposure, including during pregnancy.

Inequities in Workplace Secondhand Smoke Exposure Among Nonsmoking Women of Reproductive Age

PubMed Central

Luckhaupt, Sara E.; Lawson, Christina C.

2015-01-01

Objectives. We characterized workplace secondhand smoke exposure among nonsmoking women of reproductive age as a proxy for workplace secondhand smoke exposure during pregnancy. Methods. We included nonsmoking women aged 18 to 44 years employed during the past 12 months who participated in the 2010 National Health Interview Survey. We estimated the prevalence of workplace secondhand smoke exposure and its associations with sociodemographic and workplace characteristics. Results. Nine percent of women reported workplace secondhand smoke exposure. Prevalence decreased with increasing age, education, and earnings. Workplace secondhand smoke exposure was associated with chemical exposure (prevalence odds ratio [POR] = 3.3; 95% confidence interval [CI] = 2.3, 4.7); being threatened, bullied, or harassed (POR = 3.2; 95% CI = 2.1, 5.1); vapors, gas, dust, or fume exposure (POR = 3.1; 95% CI = 2.3, 4.4); and worrying about unemployment (POR = 3.0; 95% CI = 1.8, 5.2), among other things. Conclusions. Comprehensive smoke-free laws covering all workers could eliminate inequities in workplace secondhand smoke exposure, including during pregnancy. PMID:25905837

Where do inmmigrants fare worse? Modeling workplace wage gap variation with longitudinal employer-employee data.

PubMed

Tomaskovic-Devey, Donald; Hällsten, Martin; Avent-Holt, Dustin

2015-01-01

The authors propose a strategy for observing and explaining workplace variance in categorically linked inequalities. Using Swedish economy-wide linked employer-employee panel data, the authors examine variation in workplace wage inequalities between native Swedes and non-Western immigrants. Consistent with relational inequality theory, the authors' findings are that immigrant-native wage gaps vary dramatically across workplaces, even net of strong human capital controls. The authors also find that, net of observed and fixed-effect controls for individual traits, workplace immigrant-native wage gaps decline with increased workplace immigrant employment and managerial representation and increase when job segregation rises. These results are stronger in high-inequality workplaces and for white-collar employees: contexts in which one expects status-based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be stronger. The authors conclude that workplace variation in the non-Western immigrant-native wage gaps is contingent on organizational variationin the relative power of groups and the institutional context in which that power is exercised.

Co-op students' access to shared knowledge in science-rich workplaces

NASA Astrophysics Data System (ADS)

Munby, Hugh; Taylor, Jennifer; Chin, Peter; Hutchinson, Nancy L.

2007-01-01

Wenger's (1998) concepts community of practice, brokering, and transfer explain the challenges co-operative (co-op) education students face in relating the knowledge learned in school with what they learn while participating as members of a workplace. The research for this paper is set within the contexts of the knowledge economy and increased collaboration in the workplace. The paper draws on several qualitative studies of work-based education to examine the similarities and differences between learning in the workplace and learning in school, with a focus on science education and science-rich workplaces. Barriers to connecting school knowledge and workplace knowledge include the nature of science (its purpose, accountability, and substance), the structure of knowledge in each setting, the form content knowledge takes, the sequence that the curriculum is presented in, and the gatekeeping that occurs when knowledge is accessed. The paper addresses implications for interventions in school and the workplace, with attention to the transition from school to work, and concludes by pointing to profound obstacles to connecting school knowledge with workplace knowledge.

Bullying and cyberbullying in adulthood and the workplace.

PubMed

Kowalski, Robin M; Toth, Allison; Morgan, Megan

2018-01-01

Two studies generated profiles of cyberbullying/cyberincivility and traditional bullying/incivility in adults, particularly within the workplace. In Study 1, 20% of 3,699 participants had the majority of cyberbullying victimization and 7.5% had the majority of traditional bullying victimization occur in adulthood, with 30% saying they were bullied at work. Relationships between bullying and negative outcomes were found. Because of the clear evidence of bullying and cyberbullying in the workplace in Study 1, Study 2 addressed the relationship of these constructs to workplace incivility. Workplace face-to-face incivility and bullying were related among 321 participants, as were workplace cyberbullying and cyberincivility. Face-to-face incivility was more common than online incivility, face-to-face bullying, or online bullying, yet all four behaviors were associated with negative outcomes. Differences in intentionality, acceptability, and severity were observed, with workplace face-to-face bullying perceived as the most severe and having the greatest intentionality to harm. These results emphasize the importance of studying bullying among adults, and highlight the conceptual independence of bullying and incivility. Correlates of workplace aggression are discussed using job demands-resources theory.

Disruption, disbelief and resistance: A meta-synthesis of disability in the workplace.

PubMed

Gewurtz, Rebecca; Kirsh, Bonnie

2009-01-01

This article presents the findings from a meta-synthesis of qualitative research on the experiences of persons with disabilities in the workplace. The purpose of this review was to explore how organizational culture influences the experiences of people with disabilities in the workplace, and the impact of disability on organizational culture. Findings from seven qualitative peer-reviewed studies on the experiences of people with disabilities at work and organizational culture published between 1995 and 2006 were synthesized using the meta-ethnography approach. The findings highlight how experiences of people with disabilities and organizational culture intersect in the workplace. Specifically, accessibility in the workplace involves more than removing physical barriers. People with disabilities are affected by the degree of acceptance and flexibility in the workplace, and relationships with co-workers and supervisors. However, the presence of disability may be perceived as disruptive to the organization, operation and structure of the workplace, resulting in disbelief and resistance. The findings suggest that attention and resources should be directed supporting the implementation of disability and human rights legislation and increasing tolerance for diversity in the workplace.

International perspectives on workplace bullying among nurses: a review.

PubMed

Johnson, S L

2009-03-01

This article examines the nursing literature on workplace bullying with the aim of reaching a better understanding of the phenomenon. Workplace bullying occurs in many occupations and workplaces, including nursing. The following databases were used for the literature review: CINAHL, PubMed, Pro Quest and EBSCO host. Only articles in English were used. Articles from outside the nursing literature were also examined to gain a broader understanding of workplace bullying. Workplace bullying is more than a simple conflict between two individuals. It is a complex phenomenon that can only be understood through an examination of social, individual and organizational factors. Workplace bullying has been shown to impact the physical and psychological health of victims, as well as their performance at work. Workplace bullying impacts the organization through decreased productivity, increased sick time and employee attrition. More nurse-specific research is needed in this area. Research needs to be conducted in a systematic and uniform manner so that generalizations across studies can be made. The ultimate goal of this research should be to generate an understanding of this phenomenon so that solutions can be found.

Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model.

PubMed

Vignoli, Michela; Muschalla, Beate; Mariani, Marco Giovanni

2017-01-01

Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers' health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods.

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.

Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model

PubMed Central

Mariani, Marco Giovanni

2017-01-01

Purpose Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. Methods The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Results Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Conclusions Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers' health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods. PMID:29318143

Factors influencing workplace violence risk among correctional health workers: insights from an Australian survey.

PubMed

Cashmore, Aaron W; Indig, Devon; Hampton, Stephen E; Hegney, Desley G; Jalaludin, Bin B

2016-11-01

Little is known about the environmental and organisational determinants of workplace violence in correctional health settings. This paper describes the views of health professionals working in these settings on the factors influencing workplace violence risk. All employees of a large correctional health service in New South Wales, Australia, were invited to complete an online survey. The survey included an open-ended question seeking the views of participants about the factors influencing workplace violence in correctional health settings. Responses to this question were analysed using qualitative thematic analysis. Participants identified several factors that they felt reduced the risk of violence in their workplace, including: appropriate workplace health and safety policies and procedures; professionalism among health staff; the presence of prison guards and the quality of security provided; and physical barriers within clinics. Conversely, participants perceived workplace violence risk to be increased by: low health staff-to-patient and correctional officer-to-patient ratios; high workloads; insufficient or underperforming security staff; and poor management of violence, especially horizontal violence. The views of these participants should inform efforts to prevent workplace violence among correctional health professionals.

Workplace social capital and mental health: a cross-sectional study among Iranian workers.

PubMed

Firouzbakht, Mojgan; Tirgar, Aram; Oksanen, Tuula; Kawachi, Ichiro; Hajian-Tilaki, Karimollah; Nikpour, Maryam; Mouodi, Susan; Sadeghian, Reza

2018-06-26

The psychosocial environment of the workplace has received less attention in terms of occupational health. Trust, social network and social cohesion at the workplace (that is, factors related to social capital) may have effects on employee health. Thus, the objective of this study was to examine the association between workplace social capital and mental health among Iranian workers. In this cross-sectional study, data were obtained from 5 factories in Babol, Northern Iran, in 2016, where 280 workers responded to a survey on social capital at work and psychosocial distress. Approximately 23.6% of the workers had psychological distress, and 23.4% had low social capital in the workplace. There was a significant relationship between mental health and individual workplace social capital (p = 0.025) and aggregated workplace social capital (p = 0.027). After controlling for each individual's characteristics, the prevalence ratio of psychological distress was 2.11 (95% CI: 1.43-3.17) times higher among workers with low individual social capital, and low aggregated workplace social capital was associated with 2.64 (95% CI: 1.28-5.45) times higher odds of psychological distress. Higher social capital is associated with a reduced risk of psychological distress. The promotion of social capital can be considered as a means to increase workplace mental health among workers.

UNDERSTANDING HOW HEALTHY WORKPLACES ARE CREATED: IMPLICATIONS FOR DEVELOPING A NATIONAL HEALTH SERVICE HEALTHY WORKPLACE PROGRAM.

PubMed

Wyatt, Katrina M; Brand, Sarah; Ashby-Pepper, Julie; Abraham, Jane; Fleming, Lora E

2015-01-01

The workplace is an important setting for promoting health and well-being. We sought to understand how successful workplace health and well-being programs were developed and implemented to inform the development of a program for a National Health Service (NHS) hospital. Case studies of successful healthy workplace programs with 34 semi-structured employee interviews informed 12 interviews with NHS staff. Interviews were thematically analyzed using Nvivo. Themes were fed back to participants for further clarification and validation. Healthy workplace programs were characterized by senior management endorsement; collective sense of ownership; presence of visible "quick wins"; and a sense that participation was easy and fun, not mandated. Programs evolved organically, allowing trust to be built and activities to be developed with employees. Interviews with NHS staff suggested a lack of belief in the possibility of change in their workplace due to time and workload pressures, and a sense of an "us and them" relationship with management, as well as environmental barriers. A consistent pattern of how the conditions for a healthy workplace can be created, which map onto the results from the NHS ward staff, suggest that without creating an enabling environment for health-promoting behaviors, workplace programs will have poor uptake and retention.

Tailoring Healthy Workplace Interventions to Local Healthcare Settings: A Complexity Theory-Informed Workplace of Well-Being Framework

PubMed Central

Brand, Sarah L.; Fleming, Lora E.; Wyatt, Katrina M.

2015-01-01

Many healthy workplace interventions have been developed for healthcare settings to address the consistently low scores of healthcare professionals on assessments of mental and physical well-being. Complex healthcare settings present challenges for the scale-up and spread of successful interventions from one setting to another. Despite general agreement regarding the importance of the local setting in affecting intervention success across different settings, there is no consensus on what it is about a local setting that needs to be taken into account to design healthy workplace interventions appropriate for different local settings. Complexity theory principles were used to understand a workplace as a complex adaptive system and to create a framework of eight domains (system characteristics) that affect the emergence of system-level behaviour. This Workplace of Well-being (WoW) framework is responsive and adaptive to local settings and allows a shared understanding of the enablers and barriers to behaviour change by capturing local information for each of the eight domains. We use the results of applying the WoW framework to one workplace, a UK National Health Service ward, to describe the utility of this approach in informing design of setting-appropriate healthy workplace interventions that create workplaces conducive to healthy behaviour change. PMID:26380358

Tailoring Healthy Workplace Interventions to Local Healthcare Settings: A Complexity Theory-Informed Workplace of Well-Being Framework.

PubMed

Brand, Sarah L; Fleming, Lora E; Wyatt, Katrina M

2015-01-01

Many healthy workplace interventions have been developed for healthcare settings to address the consistently low scores of healthcare professionals on assessments of mental and physical well-being. Complex healthcare settings present challenges for the scale-up and spread of successful interventions from one setting to another. Despite general agreement regarding the importance of the local setting in affecting intervention success across different settings, there is no consensus on what it is about a local setting that needs to be taken into account to design healthy workplace interventions appropriate for different local settings. Complexity theory principles were used to understand a workplace as a complex adaptive system and to create a framework of eight domains (system characteristics) that affect the emergence of system-level behaviour. This Workplace of Well-being (WoW) framework is responsive and adaptive to local settings and allows a shared understanding of the enablers and barriers to behaviour change by capturing local information for each of the eight domains. We use the results of applying the WoW framework to one workplace, a UK National Health Service ward, to describe the utility of this approach in informing design of setting-appropriate healthy workplace interventions that create workplaces conducive to healthy behaviour change.

Exploring the influence of workplace supports and relationships on safe medication practice: A pilot study of Australian graduate nurses.

PubMed

Sahay, Ashlyn; Hutchinson, Marie; East, Leah

2015-05-01

Despite the growing awareness of the benefits of positive workplace climates, unsupportive and disruptive workplace behaviours are widespread in health care organisations. Recent graduate nurses, who are often new to a workplace, are particularly vulnerable in unsupportive climates, and are also recognised to be at higher risk for medication errors. Investigate the association between workplace supports and relationships and safe medication practice among graduate nurses. Exploratory study using quantitative survey with a convenience sample of 58 nursing graduates in two Australian States. Online survey focused on graduates' self-reported medication errors, safe medication practice and the nature of workplace supports and relationships. Spearman's correlations identified that unsupportive workplace relationships were inversely related to graduate nurse medication errors and erosion of safe medication practices, while supportive Nurse Unit Manager and supportive work team relationships positively influenced safe medication practice among graduates. Workplace supports and relationships are potentially both the cause and solution to graduate nurse medication errors and safe medication practices. The findings develop further understanding about the impact of unsupportive and disruptive behaviours on patient safety and draw attention to the importance of undergraduate and continuing education strategies that promote positive workplace behaviours and graduate resilience. Copyright © 2015 Elsevier Ltd. All rights reserved.

Is it a Case of "Work-Anxiety" When Patients Report Bad Workplace Characteristics and Low Work Ability?

PubMed

Muschalla, Beate

2017-03-01

Aims Work-anxiety may produce overly negative views of the workplace that impair provider efforts to assess work ability from patient self-report. This study explores the empirical relationships between patient-reported workplace characteristics, work-anxiety, and subjective and objective work ability measures. Methods 125 patients in medical rehabilitation before vocational reintegration were interviewed concerning their vocational situation, and filled in a questionnaire on work-anxiety, subjective mental work ability and perceived workplace characteristics. Treating physicians gave independent socio-medical judgments concerning the patients' work ability and impairment, and need for supportive means for vocational reintegration. Results Patients with high work-anxiety reported more negative workplace characteristics. Low judgments of work ability were correlated with problematic workplace characteristics. When controlled for work-anxiety, subjective work ability remained related only with social workplace characteristics and with work achievement demands, but independent from situational or task characteristics. Sick leave duration and physicians' judgment of work ability were not significantly related to patient-reported workplace characteristics. Conclusions In socio-medical work ability assessments, patients with high work-anxiety may over-report negative workplace characteristics that can confound provider estimates of work ability. Assessing work-anxiety may be important to assess readiness for returning to work and initiating work-directed treatments.

Are there health effects of harassment in the workplace? A gender-sensitive study of the relationships between work and neck pain.

PubMed

Stock, Susan R; Tissot, France

2012-01-01

The aim of this study was to identify workplace physical and psychosocial risk factors for neck pain among male and female workers and, in particular, to study the relationship between neck pain and intimidation and sexual harassment in the workplace in a representative sample of the Quebec working population. The study sample included 5405 men and 3987 women. In multiple logistic regression analyses, when taking into account individual and other workplace factors, neck pain was significantly associated with intimidation at work among both male (odds ratio (OR) 1.4 (1.01-1.8)) and female workers (OR 1.3 (1.01-1.8)). Among female workers, neck pain was alsosignificantly associated with unwanted sexual attention (OR 1.6 (1.1-2.4)). If confirmed in prospective studies, these results suggest that interventions to prevent harassment in the workplace may help reduce musculoskeletal disorders in the workplace and that workplace programmes to reduce harassment in the workplace should include prevention of sexual harassment. While taking into account relevant personal factors and previously identified workplace physical and psychosocial risk factors, this gender-based study identifies new work exposures associated with neck pain that have not previously been studied, including unwanted sexual attention, intimidation and difficult or tense situations with the public.

Can individual health differences be explained by workplace characteristics?--A multilevel analysis.

PubMed

Marklund, Staffan; Bolin, Malin; von Essen, Jan

2008-02-01

Research on work-related health has mainly focused on individual factors. The present study expands the focus by exploring the role of organizational characteristics of workplaces for different individual health outcomes. The aim of the study was to look at differences in relative effect of workplace variations on five health outcomes, and to explain those differences in health outcomes by organizational characteristics. The sample encompassed 90 workplaces in Sweden and about 4300 individuals employed within these workplaces. Measurement of the workplace characteristics was carried out independently of the measurement of the individual's working conditions and health. Organizational data were collected by interviews with local managers at participating workplaces, and individual data were obtained by means of a survey of the employees. The results showed that a significant proportion of the variance in sickness absence, work ability, general health, and musculoskeletal disorders was attributed to the workplace. Of eight tested organizational characteristics, customer adaptation, lean production, and performance control could explain some of this workplace variance. The results also showed that only one organizational effect remained significant when controlled for the individual confounder of age and gender. High customer adaptation is associated with higher sickness absence. This association is not mediated via differences in mental and physical job strain.

Paramedic student exposure to workplace violence during clinical placements - A cross-sectional study.

PubMed

Boyle, Malcolm; McKenna, Lisa

2017-01-01

Paramedic students are hesitant to formally report exposure to acts of workplace violence as they feel it may jeopardise their chance of getting a job. The objective of this study was to identify the type and number of workplace violence acts experienced by undergraduate paramedic students whilst on an ambulance clinical placement. This was a cross-sectional study using the Paramedic Workplace Violence Exposure Questionnaire to obtain student exposure to acts of workplace violence which occurred whilst on ambulance clinical placements. The survey response rate was 29.8%. The students' average age was 24.1 years, median age of 23 years, range 18-47 years. There were 32.6% of students who were exposed to at least one act of workplace violence with 56% of these being females. Verbal abuse 18%, and intimidation 17% were the common acts of workplace violence students were exposed to. One female, a nursing/paramedic student, was exposed to sexual harassment on more than one occasion. The findings from this study suggest that paramedic students are exposed to similar rates of workplace violence as full time practising paramedics. Further research is required into workplace violence against students from all professions and what detrimental effect this may have on them. Copyright © 2017 Elsevier Ltd. All rights reserved.

Sickness absence in female- and male-dominated occupations and workplaces.

PubMed

Mastekaasa, Arne

2005-05-01

Previous research suggests that both men's and women's level of sickness absence may be systematically related to the gender composition of their workplace as well as of their occupational category. The number of studies is, however, low and the composition of the occupational category has often been used as a proxy for the composition of the workplace. This paper employs a large data set broadly representative of the employed population of Norway. The data make it possible to take workplace and occupation simultaneously into account. Thus, the relationship between the gender composition of the workplace and sickness absence is estimated with detailed control for differences between occupational categories. Likewise, the importance of the gender composition of the occupation is assessed with control for between workplace variation. Men's sickness absence turns out to be largely unrelated to the gender composition of the workplace. For women the level of sickness absence tends to be higher in female-dominated workplaces, but the relationship is weak. These findings provide evidence against theories suggesting that the minority sex in the workplace faces special problems and is therefore more absent. They are to some extent consistent with the idea that female-dominated workplaces develop norms that are more tolerant towards sickness absence. The relationship of sickness absence to the gender composition of the occupational category is similar to the U-shaped pattern found in several previous studies (highest sickness absence both in strongly male-dominated and strongly female-dominated occupations), but again the relationship is weak.

Workplace smoking policies and their association with male employees' smoking behaviours: a cross-sectional survey in one company in China

PubMed Central

Gao, JiaNing; Zheng, PinPin; Gao, JunLing; Chapman, Simon

2010-01-01

Objectives The present work sought to evaluate different worksite smoking control policies and their associations with employees' smoking behaviours and attitudes among Chinese male workers. Methods This was a cross-sectional survey with a self-administered standardised questionnaire, conducted among seven production workplaces of one multinational company in Shanghai in 2008. In total, 1043 male workers were involved. Current smoking prevalence, daily cigarette consumption, quitting intention and their potential association with workplace smoking control policies (smoke free or restricted smoking) were measured. Results Current smoking prevalence in workplaces where smoke-free policies had been imposed for 3 years was 55.5%, about 18% lower than in workplaces that only restricted smoking. Smokers in smoke-free workplaces also smoked 3.4 cigarettes less per day, made more quit attempts, were more confident of successfully quitting and more willing to accept a company sponsored cessation programme. Those patterns declined or were not found among the workplaces where smoking control policies had been imposed for 10 years. Smoker quitting intentions were not associated with workplace smoking policies regardless of the duration of the policies imposed. Conclusions A smoke-free workplace policy was found to have a significant association with lower smoking prevalence and daily cigarette consumption, but not with employee quitting intentions. Restrictive smoking policies had no impact on employee smoking behaviours. The impact of workplace smoking control policies may vary over time. PMID:21097936

How do supervisors perceive and manage employee mental health issues in their workplaces?

PubMed

Kirsh, Bonnie; Krupa, Terry; Luong, Dorothy

2018-01-01

Organizations have become increasingly concerned about mental health issues in the workplace as the economic and social costs of the problem continue to grow. Addressing employees' mental health problems and the stigma that accompanies them often falls to supervisors, key people in influencing employment pathways and the social climate of the workplace. This study examines how supervisors experience and perceive mental illness and stigma in their workplaces. It was conducted under the mandate of the Mental Health Commission of Canada's Opening Minds initiative. The study was informed by a theoretical framework of stigma in the workplace and employed a qualitative approach. Eleven supervisors were interviewed and data were analyzed for major themes using established procedures for conventional content analysis. Themes relate to: perceptions of the supervisory role relative to managing mental health problems at the workplace; supervisors' perceptions of mental health issues at the workplace; and supervisors' experiences of managing mental health issues at work. The research reveals the tensions supervisors experience as they carry out responsibilities that are meant to benefit both the individual and workplace, and protect their own well-being as well. This study emphasizes the salience of stigma and mental health issues for the supervisor's role and illustrates the ways in which these issues intersect with the work of supervisors. It points to the need for future research and training in areas such as balancing privacy and supports, tailoring disclosure processes to suit individuals and workplaces, and managing self-care in the workplace.

Prevalence and development of workplace health promotion in Germany: results of the IAB Establishment Panel 2012.

PubMed

Hollederer, Alfons; Wießner, Frank

2015-10-01

Based on survey data from the IAB Establishment Panel, the investigation aims to examine the prevalence of workplace health promotion among German establishments and its determinants. The IAB Establishment Panel 2012 comprises interviews with 15,556 establishments of all sizes and industrial sectors in Germany. We first present some descriptive statistics and then analyse the determinants of the prevalence of workplace health promotion by means of a probit regression. In 2012, 27 % of the interviewed establishments reported providing workplace health promotion measures on a voluntary basis. 64 % of all employees do work in establishments with workplace health promotion. From 2002 to 2012, the share of establishments with workplace health promotion increased by 8 % points. The strongest increase was observed in establishments in Western Germany and establishments with work councils. Most popular among the measures of workplace health promotion are employee surveys and analysis of the sickness absence. The vast majority of establishments provide only single measures. The econometric analysis shows that industrial sector, size of establishment, expected problems with human resources and the existence of a work council are important factors for workplace health promotion. Only a minority of establishments are committed to workplace health promotion, while these establishments provide the majority of jobs in Germany. Our analysis displays considerable disparities in terms of prevalence as well as potential for further extensions. This could be taken more into account when discussing innovative approaches of workplace health promotion.

Workplace bullying in the Australian health context: a systematic review.

PubMed

Chadwick, Sharlene; Travaglia, Joanne

2017-05-15

Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The "Preferred Reporting Systematic Reviews and Meta-Analyses" method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.

Occupational sun protection: workplace culture, equipment provision and outdoor workers' characteristics.

PubMed

Reeder, Anthony I; Gray, Andrew; McCool, Judith P

2013-01-01

The aim of this study was to describe outdoor workers' sun-protective practices, workplace sun-safety culture and sun-protective equipment provision; investigate the association of demographic, personal and occupational factors with sun-protective practices; and identify potential strategies for improving workers' sun protection. The present study used a clustered survey design with randomly identified employers in nine occupations. Employees provided questionnaire measures of demographics, personal characteristics (skin type, skin cancer risk perceptions, tanning attitudes, sun-exposure knowledge), personal occupational sun protection practices (exposure reduction, use of sun-protective clothing, sunscreen and shade), workplace sun-protective equipment provision and perceived workplace sun-safety culture. Summative scores were calculated for attitudes, knowledge, workplace provision and culture. A multivariable model was built with worker and workplace variables as plausible predictors of personal sun protection. In this study, 1,061 workers (69% participation) from 112 workplaces provided sufficient information for analysis. Sex, age, prioritized ethnicity, education and risk perception differed significantly between occupational groups (p<0.001), as did workers' sun-protective practices and workplace sun-protection equipment provision and supportive culture. After adjustment, each one-point increase in Workplace Sun-safety Culture 2013Score (range 12 points) was associated with a 0.16 higher Personal Sun-Protection Score (p<0.001), and each one-point increase in Workplace Provision Score (range 4 points) was associated with a 0.14 higher score (p<0.001). Sun Protection Score was significantly associated with skin response to sun exposure (p<0.001), female sex (p=0.021), tanning attitudes (p=0.022) and occupation (p=0.049), but not ethnicity, age education, knowledge or skin cancer risk perception. Protective equipment provision and sun-protective workplace culture are promising components for the development of comprehensive programmes to improve outdoor workers' sun-protective practices.

Substance Use, Symptom, and Employment Outcomes of Persons With a Workplace Mandate for Chemical Dependency Treatment

PubMed Central

Weisner, Constance; Lu, Yun; Hinman, Agatha; Monahan, John; Bonnie, Richard J.; Moore, Charles D.; Chi, Felicia W.; Appelbaum, Paul S.

2010-01-01

Objective This study examined the role of workplace mandates to chemical dependency treatment in treatment adherence, alcohol and drug abstinence, severity of employment problems, and severity of psychiatric problems. Methods The sample included 448 employed members of a private, nonprofit U.S. managed care health plan who entered chemical dependency treatment with a workplace mandate (N=75) or without one (N=373); 405 of these individuals were followed up at one year (N=70 and N=335, respectively), and 362 participated in a five-year follow up (N=60 and N=302, respectively). Propensity scores predicting receipt of a workplace mandate were calculated. Logistic regression and ordinary least-squares regression were used to predict length of stay in chemical dependency treatment, alcohol and drug abstinence, and psychiatric and employment problem severity at one and five years. Results Overall, participants with a workplace mandate had one- and five-year outcomes similar to those without such a mandate. Having a workplace mandate also predicted longer treatment stays and improvement in employment problems. When other factors related to outcomes were controlled for, having a workplace mandate predicted abstinence at one year, with length of stay as a mediating variable. Conclusions Workplace mandates can be an effective mechanism for improving work performance and other outcomes. Study participants who had a workplace mandate were more likely than those who did not have a workplace mandate to be abstinent at follow-up, and they did as well in treatment, both short and long term. Pressure from the workplace likely gets people to treatment earlier and provides incentives for treatment adherence. PMID:19411353

A cost-analysis of complex workplace nutrition education and environmental dietary modification interventions.

PubMed

Fitzgerald, Sarah; Kirby, Ann; Murphy, Aileen; Geaney, Fiona; Perry, Ivan J

2017-01-09

The workplace has been identified as a priority setting to positively influence individuals' dietary behaviours. However, a dearth of evidence exists regarding the costs of implementing and delivering workplace dietary interventions. This study aimed to conduct a cost-analysis of workplace nutrition education and environmental dietary modification interventions from an employer's perspective. Cost data were obtained from a workplace dietary intervention trial, the Food Choice at Work Study. Micro-costing methods estimated costs associated with implementing and delivering the interventions for 1 year in four multinational manufacturing workplaces in Cork, Ireland. The workplaces were allocated to one of the following groups: control, nutrition education alone, environmental dietary modification alone and nutrition education and environmental dietary modification combined. A total of 850 employees were recruited across the four workplaces. For comparison purposes, total costs were standardised for 500 employees per workplace. The combined intervention reported the highest total costs of €31,108. The nutrition education intervention reported total costs of €28,529. Total costs for the environmental dietary modification intervention were €3689. Total costs for the control workplace were zero. The average annual cost per employee was; combined intervention: €62, nutrition education: €57, environmental modification: €7 and control: €0. Nutritionist's time was the main cost contributor across all interventions, (ranging from 53 to 75% of total costs). Within multi-component interventions, the relative cost of implementing and delivering nutrition education elements is high compared to environmental modification strategies. A workplace environmental modification strategy added marginal additional cost, relative to the control. Findings will inform employers and public health policy-makers regarding the economic feasibility of implementing and scaling dietary interventions. Current Controlled Trials: ISRCTN35108237 . Date of registration: The trial was retrospectively registered on 02/07/2013.

Workplace bullying and the association with suicidal ideation/thoughts and behaviour: a systematic review.

PubMed

Leach, Liana S; Poyser, Carmel; Butterworth, Peter

2017-01-01

The established links between workplace bullying and poor mental health provide a prima facie reason to expect that workplace bullying increases the risk of suicidal ideation (thoughts) and behaviours. Until now, there has been no systematic summary of the available evidence. This systematic review summarises published studies reporting data on workplace bullying and suicidal ideation, or behaviour. The review sought to ascertain the nature of this association and highlight future research directions. 5 electronic databases were searched. 2 reviewers independently selected the articles for inclusion, and extracted information about study characteristics (sample, recruitment method, assessment and measures) and data reporting the association of workplace bullying with suicidal ideation and behaviour. 12 studies were included in the final review-8 reported estimates of a positive association between workplace bullying and suicidal ideation, and a further 4 provided descriptive information about the prevalence of suicidal ideation in targets of bullying. Only 1 non-representative cross-sectional study examined the association between workplace bullying and suicidal behaviour. The results show an absence of high-quality epidemiological studies (eg, prospective cohort studies, which controlled for workplace characteristics and baseline psychiatric morbidity). While the available literature (predominantly cross-sectional) suggests that there is a positive association between workplace bullying and suicidal ideation, the low quality of studies prevents ruling out alternative explanations. Further longitudinal, population-based research, adjusting for potential covariates (within and outside the workplace), is needed to determine the level of risk that workplace bullying independently contributes to suicidal ideation and behaviour. 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/.

Development of a mental health action checklist for improving workplace environment as means of job stress prevention.

PubMed

Yoshikawa, Toru; Kawakami, Norito; Kogi, Kazutaka; Tsutsumi, Akizumi; Shimazu, Miyuki; Nagami, Makiko; Shimazu, Akihito

2007-07-01

An action checklist for improving the workplace environment by means of enhancing mental health of workers (Mental Health Action Check List: MHACL) was developed. The use of the checklist for primary prevention was examined. MHACL was developed through three steps: (1) Review of related references and collection of improvement examples for designing a draft MHACL; (2) pilot application of the draft at industrial workplaces and trials at workshops of occupational health staff; and (3) proposing a new MHACL for general use in industry. Workplace improvement actions related to mental health were listed in eight technical areas. From 84 workplaces in Japan, 201 such actions were collected. Typical improvement action phrases were extracted based on these examples, and a draft MHACL containing 40 generally applicable actions were prepared. This draft was applied to selected workplaces for its use as a tool for group discussion. Then, the utility of the checklist was discussed by 105 occupational health staff working in public service offices. The workshop suggested modifications of the draft MHACL including improved check items and usage procedures and the need to use easy-to-understand actions. The final version of the MHACL comprised 30 items in six technical areas: A) sharing work planning, B) work time and organization, C) ergonomic work methods, D) workplace environment, E) mutual support in the workplace, and F) preparedness and care. A new action checklist was proposed for use as a means of changing existing workplace environments and proposing practical actions for improving it. The checklist was confirmed to be useful for organizing workplace-level discussion for identifying immediate improvements at the workplace. The checklist is expected to be widely applied for promoting primary prevention measures in terms of better mental health.

Prevalence of workplace abuse and sexual harassment among female faculty and staff.

PubMed

Marsh, Jaimee; Patel, Sonya; Gelaye, Bizu; Goshu, Miruts; Worku, Alemayehu; Williams, Michelle A; Berhane, Yemane

2009-01-01

To determine the one year prevalence of workplace abuse and sexual harassment and to determine the extent of their associations with symptoms of depression. A total of 387 female faculty and staff from colleges in Awassa, Ethiopia completed a self-administered questionnaire which collected information about relationships, mood and feelings, thoughts and satisfaction concerning the workplace, and experiences with sexual harassment. Symptoms of depression were evaluated using the Patient Health Questionnaire (PHQ-9). Logistic regression procedures were employed to calculate odds ratios (OR) and 95% confidence intervals (CI). The 12 mo prevalence of either workplace abuse or sexual harassment was 86.3%; with 39.5% reporting workplace abuse only, 4.1% of them reporting sexual harassment only, and 42.6% reporting experiences of both sexual harassment and workplace abuse. Overall, the mean depression score for this cohort was 3.7 (standard deviation 4.2, range 0-19), and 9.3% of the cohort were identified as having moderate or moderately severe depression. The proportion of participants with depression were statistically significantly elevated in relation to reported experience of workplace abuse and sexual harassment (p=0.001). Compared with women reporting no experience with workplace abuse or sexual harassment, those who reported experiencing both workplace abuse and sexual harassment had an 8.00 fold increased risk of depression (OR=8.00, 95% CI:1.05-60.85). Inferences from this analysis are limited by our relatively small sample size as reflected by the wide 95% CI. Workplace abuse and sexual harassment are highly prevalent, and are positively correlated with symptoms of depression among college female faculty and staff in Awassa, Ethiopia. Future policies should include a combination of education, health, and public policy initiatives that clearly outline the problem and consequences of workplace abuse and sexual harassment in educational settings.

Disparity and Trends in Secondhand Smoke Exposure among Japanese Employees, Particularly Smokers vs. Non-Smokers.

PubMed

Tabuchi, Takahiro; Colwell, Brian

2016-01-01

Monitoring disparities in secondhand smoke (SHS) exposure is important for tailoring smoke-free policies to the needs of different groups. We examined disparity and trends in SHS exposure among both nonsmokers and smokers at Japanese workplaces between 2002 and 2012. A total of 32,940 employees in nationally representative, population-based, repeated cross-sectional surveys in 2002, 2007 and 2012 in Japan was analyzed. Adjusted rate ratios for workplace SHS exposure from other people ("everyday" and "everyday or sometimes") were calculated according to covariates, using log-binomial regression models with survey weights. In this survey, employees who do not smoke at workplace are defined as workplace-nonsmokers; and those smoke at workplace are used as workplace-smokers. SHS exposure for smokers does not involve their own SHS. While everyday SHS exposure prevalence in workplace-nonsmokers decreased markedly (33.2% to 11.4%), that in workplace-smokers decreased only slightly (63.3% to 55.6%). Workplace-smokers were significantly more likely to report everyday SHS exposure than workplace-nonsmokers, and the degree of association increased over time: compared with the nonsmokers (reference), covariates-adjusted rate ratio (95% confidence interval) for the smokers increased from 1.70 (1.62-1.77) in 2002 to 4.16 (3.79-4.56) in 2012. Similar results were observed for everyday or sometimes SHS exposure. Compared with complete workplace smoking bans, partial and no bans were consistently and significantly associated with high SHS exposure among both nonsmokers and smokers. We also observed disparities in SHS exposure by employee characteristics, such as age group and worksite scale. Although overall SHS exposure decreased among Japanese employees between 2002 and 2012, the SHS exposure disparity between nonsmokers and smokers widened. Because smokers reported more frequent SHS exposure than nonsmokers, subsequent mortality due to SHS exposure may be higher in smokers than in nonsmokers. This information may be useful for advocating workplace smoke-free policies.

Making Transitions: The Role of Interaction in Joining a Workplace Community of Practice

ERIC Educational Resources Information Center

Holmes, Janet

2015-01-01

In the process of transitioning from one institution or workplace to another, people often encounter new interactional norms and values. For those moving countries as well as workplaces, the transition may involve different cultural and societal norms and values; but even a move between organisations or workplace teams within a country may present…

45 CFR 1155.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-10-01

...). (c) If you identified workplaces to the NEA awarding official at the time of application or award, as... 45 Public Welfare 3 2010-10-01 2010-10-01 false How and when must I identify workplaces? 1155.230... WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1155.230 How and when...

76 FR 45165 - Implementation of Office of Management and Budget Guidance on Drug-Free Workplace Requirements

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-28

... INFORMATION: I. Background The Drug-Free Workplace Act of 1988 (Pub. L. 100-690, Title V, Subtitle D) (41 U.S... rule would not affect current application and enforcement of drug-free workplace requirements, no... Workplace Requirements AGENCY: Office of the Secretary, HUD. ACTION: Final rule. SUMMARY: HUD is moving its...

Managing Culture in the E-Workplace: The Practitioners' Perspectives. Innovative Session.

ERIC Educational Resources Information Center

Sleezer, Catherine Marie; McCullough, Cathy Bolton; Cude, Roger L.

A group of human resource development (HRD) practitioners participated in an innovative session on managing culture in the e-workplace. The session objectives were as follows: (1) bring cultural patterns of the e-workplace to the forefront; (2) discuss the impact of culture on performance improvement in the e-workplace; and (3) share resources for…

The Relationship between Workplace Climate, Motivation and Learning Approaches for Knowledge Workers

ERIC Educational Resources Information Center

Vanthournout, Gert; Noyens, Dorien; Gijbels, David; Van den Bossche, Piet

2014-01-01

Workplace learning is becoming a central tenet for a large proportion of today's employees. This seems especially true for so-called knowledge workers. Today, it remains unclear how differences in the quality of workplace learning are affected by differences in perception of the workplace environment and the motivation of knowledge workers to…

From Community to Community of Practice: Exploring the Connection of Online Learners to Informal Learning in the Workplace

ERIC Educational Resources Information Center

Conrad, Dianne L.

2008-01-01

The study that informs this article investigated how online learners' participation in and perception of their sense of learning community contributed to or affected their relationship to their workplace environment and their workplace colleagues. The findings support contentions that, in the workplace, the work itself constitutes the most…

Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives. Diversity in the Workforce Series Report #2.

ERIC Educational Resources Information Center

Wentling, Rose Mary; Palma-Rivas, Nilda

To obtain information on workplace diversity initiatives and programs, 12 diversity experts were interviewed. Participants identified organizational and individual barriers to the advancement of diverse groups in the workplace. The following factors were most likely to influence diversity in the workplace: demographic changes, global marketplace,…

How Professional Writing Pedagogy and University-Workplace Partnerships Can Shape the Mentoring of Workplace Writing

ERIC Educational Resources Information Center

Kohn, Liberty

2015-01-01

This article analyzes literature on university-workplace partnerships and professional writing pedagogy to suggest best practices for workplace mentors to mentor new employees and their writing. The article suggests that new employees often experience cultural confusion due to (a) the transfer of education-based writing strategies and (b) the…

Workplace Literacy: The Effects of an In-house Program on the Organization.

ERIC Educational Resources Information Center

Fretz, Barbara

The effects of an in-house workplace literacy program on an organization are examined. A small Canadian manufacturing plant that began a workplace literacy program called Learning in the Workplace in 1990 was the site of this case study research. The plant was CCL Custom Manufacturing, which specialized in household powder-based products. Four…

Working Late: Do Workplace Sex Ratios Affect Partnership Formation and Dissolution?

ERIC Educational Resources Information Center

Svarer, Michael

2007-01-01

In this paper, I analyze the association between workplace sex ratios and partnership formation and dissolution. I find that the risk of dissolution increases with the fraction of coworkers of the opposite sex at both the female and male workplace. On the other hand, workplace sex ratios are not important for the overall transition rate from…

Workshops in the Workplace: A Guidebook for Administrators and Instructors Providing Workplace Education to the Health and Manufacturing Industries.

ERIC Educational Resources Information Center

Bitterman, Jeanne E.

This guidebook, which is intended for educational professionals who are seeking to establish liaisons with business partners and provide workplace education to the health and manufacturing industries, contains strategies and issues that workplace education program administrators and instructors should consider when designing and delivering onsite…

Integrating Web 2.0-Based Informal Learning with Workplace Training

ERIC Educational Resources Information Center

Zhao, Fang; Kemp, Linzi J.

2012-01-01

Informal learning takes place in the workplace through connection and collaboration mediated by Web 2.0 applications. However, little research has yet been published that explores informal learning and how to integrate it with workplace training. We aim to address this research gap by developing a conceptual Web 2.0-based workplace learning and…

Developing a Concept of Workplace Well-Being for Greater China

ERIC Educational Resources Information Center

Ip, Po-Keung

2009-01-01

The aim of this paper is to construct a notion of well-being in the workplace applicable to Taiwan society as an example of the Chinese cultural communities. The construction involves the following steps. Different domains of the well-being in the workplace are identified based on the results of workplace research. A set of integrative values…

29 CFR 94.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true What must I include in my drug-free workplace statement? 94... WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 94.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a) Tells your employees...

22 CFR 1008.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true What must I include in my drug-free workplace... FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1008.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

22 CFR 210.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 210.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

45 CFR 1173.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1173.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

7 CFR 3021.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false What must I include in my drug-free workplace...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 3021.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a) Tells...

49 CFR 32.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 32.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

20 CFR 439.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 439.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

45 CFR 1155.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1155.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

22 CFR 312.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true What must I include in my drug-free workplace... WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 312.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a) Tells your employees...

22 CFR 1509.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1509.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

22 CFR 133.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 133.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

An Economic Model of Workplace Mobbing in Academe

ERIC Educational Resources Information Center

Faria, Joao Ricardo; Mixon, Franklin G., Jr.; Salter, Sean P.

2012-01-01

Workplace bullying or mobbing can be defined as the infliction of various forms of abuse (e.g., verbal, emotional, psychological) against a colleague or subordinate by one or more other members of a workplace. Even in the presence of academic tenure, workplace mobbing remains a prevalent issue in academe. This study develops an economic model that…

Workshops in the Workplace. A Business Education Partnership. November 1, 1994-January 31, 1998. Final Report.

ERIC Educational Resources Information Center

Bronx Community Coll., NY.

This document consists of the final report and evaluation report of the Workshops in the Workplace, a workplace education program that was a business education partnership. The final report describes the following: the partners--three manufacturing firms and a medical facility; the areas addressed--workplace education as a second language, problem…

Redefining Technological Literacy in the Workplace: A Qualitative Study of Social Affordances in Workplace Email

ERIC Educational Resources Information Center

Bacci, Tina Marie

2011-01-01

This dissertation examines the social affordances of workplace email use. Through group and individual interviews of six knowledge workers in a distributed real estate firm, it explores the extent workplace writers recognize and rely on extra-textual devices (i.e., copy, blind-copy, and forward devices) and email applications (i.e., email…

Knowledge and Control in the Flexible Workplace. EAE610 The Changing Workplace: Part B.

ERIC Educational Resources Information Center

Watkins, Peter

This publication is part of the study materials for the distance education course, The Changing Workplace: Part B, in the Open Campus Program at Deakin University. The first part of the document examines current thinking regarding knowledge and control in workplaces emphasizing flexible production systems, flexible technology, and a flexible work…

Authentic leadership, social support and their role in workplace bullying and its mental health consequences

PubMed Central

Warszewska-Makuch, Magdalena; Bedyńska, Sylwia; Żołnierczyk-Zreda, Dorota

2015-01-01

The aim of this study was to show how authentic leadership is related to social support and exposure to workplace bullying and how these variables are related to mental health. For our sample of 820 office workers employed in different Polish organizations and sectors, social support from supervisors moderated the relationship between authentic leadership and workplace bullying. Social support from co-workers moderated the relationship between workplace bullying and mental health and authentic leadership moderated the relationship between workplace bullying and mental health. PMID:26323771

Authentic leadership, social support and their role in workplace bullying and its mental health consequences.

PubMed

Warszewska-Makuch, Magdalena; Bedyńska, Sylwia; Żołnierczyk-Zreda, Dorota

2015-01-01

The aim of this study was to show how authentic leadership is related to social support and exposure to workplace bullying and how these variables are related to mental health. For our sample of 820 office workers employed in different Polish organizations and sectors, social support from supervisors moderated the relationship between authentic leadership and workplace bullying. Social support from co-workers moderated the relationship between workplace bullying and mental health and authentic leadership moderated the relationship between workplace bullying and mental health.

Task Force on Workplace Violence: Part I. The assessment.

PubMed

Carroll, V

1997-06-01

Prevention is key in dealing with workplace violence. Assessment, open communication within the workplace, well-designed policies, and adequate staff training form the framework for an effective violence reduction plan. Nurses offer invaluable resources to each other, their patients. and their workplace. Through effective planning and problem-solving, we can collaborate with other disciplines to enhance the future of health care and provide for a safer workplace. Just as we are advocates for safe and quality health care for our patients, we must also be champions for creating a safe work environment for ourselves.

A test of safety, violence prevention, and civility climate domain-specific relationships with relevant workplace hazards.

PubMed

Gazica, Michele W; Spector, Paul E

2016-01-01

Safety climate, violence prevention climate, and civility climate were independently developed and linked to domain-specific workplace hazards, although all three were designed to promote the physical and psychological safety of workers. To test domain specificity between conceptually related workplace climates and relevant workplace hazards. Data were collected from 368 persons employed in various industries and descriptive statistics were calculated for all study variables. Correlational and relative weights analyses were used to test for domain specificity. The three climate domains were similarly predictive of most workplace hazards, regardless of domain specificity. This study suggests that the three climate domains share a common higher order construct that may predict relevant workplace hazards better than any of the scales alone.

Workplace disaster preparedness and response: the employee assistance program continuum of services.

PubMed

Paul, Jan; Blum, Dorothy

2005-01-01

Response programs for workplace critical and traumatic events are becoming an acknowledged and sought after standard of care. The current trauma literature recognizes what goes on in the workplace between the Employee Assistance Program (EAP) and management. The authors have taken this intra-organizational relationship, assimilated the information, and developed a model that recognizes and supports management throughout the continuum of response to workplace traumatic events. The model recognizes the EAP as an important workplace resource and tool in management's ability to strike the balance of managing the workforce while assisting in recovery following workplace trauma. The introduced concept defines the continuum and highlights the before, during, and after phases, showing how EAP supports management in most effectively doing their job.

Change in psychological distress following change in workplace social capital: results from the panel surveys of the J-HOPE study.

PubMed

Tsuboya, Toru; Tsutsumi, Akizumi; Kawachi, Ichiro

2015-03-01

Research on the longitudinal association of workplace social capital and mental health is limited. The purpose of the present study was to investigate the prospective association of social capital in the workplace with mental distress, measured by K6, adjusting for individuals factors as well as workplace-related factors among employees in Japan. The participants included 6387 men and 1825 women from 12 private companies in Japan. Questionnaires, inquiring about workplace social capital, K6, job strain and effort-reward imbalance were administered at the baseline survey between October 2010 and December 2011 (response rate=77.4%). At 1-year follow-up, social capital and K6 were assessed again (follow-up rate=79.5%), and a generalised linear model was used to estimate the association between changes in workplace social capital and change in K6. After adjusting for baseline demographic characteristics and workplace-related factors (Job Content Questionnaire (JCQ), Effort-Reward Imbalance Questionnaire (ERIQ)), increased workplace social capital between waves was associated with improved psychological distress (β=-0.2327, p<0.0001). An inverse association was found in both men and women, all age groups, and among employees with high or low baseline mental health. The association was stronger among those who reported higher stress at baseline. Boosting workplace social capital may promote mental health in the workplace. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Millennials at work: workplace environments of young adults and associations with weight-related health

PubMed Central

Watts, Allison W.; Laska, Melissa N.; Larson, Nicole I.; Neumark-Sztainer, Dianne R.

2017-01-01

Background The purpose of this study was to describe the workplace environments of young adults and examine associations with diet, physical activity (PA) and body mass index (BMI). Methods Cross-sectional data were collected (2008–09) from 1538 employed young adult participants in Project EAT (Eating and Activity among Teens and Young Adults), a diverse population-based sample. Survey measures assessed height, weight, diet, moderate-to-vigorous PA, transportation-related PA, and perceptions of the workplace food and PA environments (e.g., soda availability, coworker support). Healthful characteristics were summed to reflect overall workplace healthfulness. Modified Poisson regression analyses conducted in 2015 identified associations between workplace food and PA environments and diet, PA and BMI. Results The healthfulness of workplace environments was sub-optimal. Greater exposure to healthful workplace characteristics was related to more young adults engaged in favorable diet and PA behaviors and a lower prevalence obesity. For example, adjusted rates of obesity were 24% and 17% among those reporting low (≤ 1 characteristic) versus high (≥3 characteristics) exposure to healthful food environments, respectively (p<0.05). Workplace characteristics independently associated with weight-related outcomes included soda availability, proximity to a fast food outlet, living close to work, and perceived ease of eating a healthy diet or being active at work. Conclusions A more healthful workplace environment overall, including physical attributes and perceived social norms, may contribute to more favorable weight-related behaviors and lower prevalence of obesity among young adults. Employer- and community-initiated policies may represent one way to create healthier workplace environments for young adults. PMID:26265679

What happens after prejudice is confronted in the workplace? How mindsets affect minorities' and women's outlook on future social relations.

PubMed

Rattan, Aneeta; Dweck, Carol S

2018-06-01

Organizations are increasingly concerned with fostering successful diversity. Toward this end, diversity research has focused on trying to reduce prejudice and biased behavior. But what happens when prejudice in the workplace inevitably occurs? Research also needs to focus on whether recovery and repair of social relations after expressions of prejudice are possible. To begin investigating this question, we develop a new framework for understanding reactions to prejudice in the workplace. We hypothesized that when women and minorities choose to confront a prejudiced comment in a workplace interaction (vs. remain silent) and hold a growth (vs. fixed) mindset-the belief that others can change-they remain more positive in their subsequent outlook in the workplace. Studies 1a, 1b, and 2 used hypothetical workplace scenarios to expose participants to someone who expressed bias; Study 3 ensured real-world relevance by eliciting retrospective accounts of workplace bias from African American employees. Across studies, women and minorities who confronted the perpetrator of prejudice exhibited more positive subsequent expectations of that coworker when they held a growth mindset. It is important that these more positive expectations were associated with reports of greater workplace belonging (Study 2), ratings of improved relations with coworkers who had displayed bias (Study 3), and greater workplace satisfaction (Studies 2-3). Thus, a growth mindset contributes to successful workplace diversity by protecting women's and minorities' outlook when they opt to confront expressions of bias. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Modifying effects of gender, age and enterprise size on the associations between workplace justice and health.

PubMed

Cheng, Yawen; Chen, Chiou-Jong

2014-01-01

This study examined the distribution of perceived workplace justice and examined the modifying effects of gender, age and enterprise size on the associations between workplace justice and poor health. A total of 9,636 male and 7,406 female employees from a national survey conducted in 2007 in Taiwan were studied. A self-administered questionnaire was used to assess workplace justice (9 items), psychosocial work conditions, self-rated health and burnout status. A clear gradient was observed across employment grades, with employees of lower grades reporting lower workplace justice. Government employees were found to have higher levels of workplace justice than those in private sectors, and among those in private sectors, female employees in larger enterprises were found to have significantly lower workplace justice. Multivariate regression analyses showed that employees with workplace justice in the lowest tertile had increased scores in work-related burnout (11.0 and 12.8 points in men and women, respectively) and increased risks for poor self-rated health (OR = 2.5, 2.6) as compared to those with workplace justice in the highest tertile. The associations were stronger in younger groups than in older groups, and in female employees of larger enterprises than those of smaller enterprises. Employees with lower socioeconomic position and female employees in larger enterprises might be more likely to be exposed to work practices that give rise to the sense of injustice. The underlying mechanisms for the observed stronger associations between lower workplace justice and poor health in younger groups and in workers of larger enterprises deserve further investigation.

Incidence, Type, Related Factors, and Effect of Workplace Violence on Mental Health Nurses: A Cross-sectional Survey.

PubMed

Yang, Bing Xiang; Stone, Teresa E; Petrini, Marcia A; Morris, Diana L

2018-02-01

Workplace violence and its impact on mental health nurses have yet to be thoroughly explored in China. This study aims to investigate the incidence, type, related factors, and effects of workplace violence on mental health nurses as well as identifying coping strategies. A researcher - designed workplace violence questionnaire and the Maslach Burnout Inventory-General Survey were distributed to nurses at a mental health hospital in Wuhan, China. Most nurses reported a high incidence of workplace violence (94.6%) in the past year ranging from verbal aggression, sexual harassment, to physical attack. The forms of violence significantly correlated with each other (r>0.5, p=0.000). Working on the psychiatric intensive care unit for adult males and being a male nurse placed nurses at significantly higher risk for workplace violence. Providing routine treatment, caring for male patients, and working the night shift increased the risk of sexual harassment. Nurses who believed that workplace violence was preventable experienced a significantly lower incidence of violence. Burnout levels of the mental health nurses were relatively mild, but increased with age, professional title, years of employment and frequency of workplace violence. The incidence of workplace violence among mental health nurses is common, and its frequency is correlated with nurses' level of burnout. Management and clinical nurses should work together on an organization-wide strategy targeting the major identified risk areas to reduce the incidence of workplace violence and minimize its impact on nurses. Copyright © 2017 Elsevier Inc. All rights reserved.

Antecedents and consequences of workplace violence against nurses: A qualitative study.

PubMed

Najafi, Fereshteh; Fallahi-Khoshknab, Masoud; Ahmadi, Fazlollah; Dalvandi, Asghar; Rahgozar, Mehdi

2018-01-01

To explore Iranian nurses' perceptions of and experiences with the antecedents and consequences of workplace violence perpetrated by patients, patients' relatives, colleagues and superiors. Workplace violence against nurses is a common problem worldwide, including in Iran. Although many studies have reviewed the antecedents and consequences of workplace violence, limited information is available on this topic. An understanding of the predisposing factors for violence and the consequences of violence is essential to developing programs to prevent and manage workplace violence. Qualitative descriptive design. In this qualitative study, 22 unstructured, in-depth interviews were conducted with registered nurses who had experienced workplace violence and who were selecting using purposive sampling in nine hospitals. Inductive content analysis was used to analyse the data. Five categories emerged as predisposing factors: unmet expectations of patients/relatives, inefficient organisational management, inappropriate professional communication, factors related to nurses and factors related to patients, patients' relatives and colleagues. Individual, familial and professional consequences were identified as outcomes of workplace violence against nurses. Workplace violence by patients/their relatives and colleagues/superiors is affected by various complicated factors at the individual and organisational levels. In addition to negatively affecting nurses' individual and family lives, workplace violence may lead to a lower quality of patient care and negative attitudes towards the nursing profession. Identifying factors, which lead to workplace violence, could help facilitate documenting and reporting such incidents as well as developing the necessary interventions to reduce them. Furthermore, native instruments must be developed to predict and monitor violence. © 2017 John Wiley & Sons Ltd.

Health promotion programme in the private workplaces in Singapore: a prevalence survey.

PubMed

Chew, L; Cheah, C; Koh, Y H

2002-01-01

A postal survey was conducted in 4,479 private companies with at least 50 employees in 1998 to determine the prevalence and the scope of workplace health promotion programme in these companies in Singapore. The self-administered questionnaire mailed to the study population covered five areas viz, organisational details, workplace health policies, health promotion and related activities, workplace health facilities and the source of assistance for the programme. The overall response was 49.5%. Parkinson's definition of workplace health promotion was used in the analysis to determine the prevalence of the programme. The data was collated on DBase IV and analysed using SPSS computer programmes. About one third of the respondents covering an estimated 26% of the private sector workforce had a comprehensive workplace health promotion programme as defined by Parkinson. This prevalence was a function of workforce size and industry type. Workplaces with larger workforce size (p<0.001) and those from the manufacturing and human/health service sectors (p<0.001) were more likely to have such programmes compared to their smaller counterparts and other industries respectively. The management remained the main driver behind these programmes. Many of the programmes were centred around health promoting policies and facilities with emphasis on occupational healthl safety and smoking issues. A significant proportion of workplaces surveyed had in place a comprehensive workplace health promotion programme. However, more could still be done to encourage its uptake such as training for facilitators, consultation, grant provision etc. Small workplaces remained an untapped market for such programmes.

Relationships between actual and desired workplace characteristics and job satisfaction for community health workers in China: a cross-sectional study.

PubMed

Li, Li; Zhang, Zhong; Sun, Zhinan; Zhou, Hao; Liu, Xinyan; Li, Heng; Fan, Lihua; Coyte, Peter C

2014-11-18

Community health workers are the main providers of community health services in China and have been important in the process of health system reform that has been in place since 2009. Therefore, it is critical that healthcare managers and policy decision makers motivate current staff and improve their job satisfaction. This study examined workplace characteristics and their contribution to job satisfaction in community health workers in Heilongjiang Province, China. A cross-sectional survey of 448 community health workers, from three cities in Heilongjiang province, was conducted between October 1, 2012 and December 31, 2012. Multistage sampling procedures were used to measure socioeconomic and demographic status, job satisfaction, and both actual and desired workplace characteristics. Factor analysis was conducted to determine the main factors contributing to workplace characteristics, and multiple linear regression analysis was performed to assess the key determinants of job satisfaction. Eight groups of factors were identified as the most important workplace characteristics. These comprised system and policy; fringe benefits; work itself; work relationships; professional development; recognition; work environment; and remuneration. In all cases, all desired workplace characteristics were higher than the associated actual workplace characteristics. The main determinants of job satisfaction were occupation, years worked in health service institution, and five subscales representing the gap between desired and actual workplace characteristics, which were system and policy; fringe benefits; working relationship; professional development; and remuneration. These findings suggested that managers wishing to enhance job satisfaction should assess workplace characteristics comprehensively and design mechanisms that reduce the gap between actual and desired workplace characteristics.

A qualitative study to investigate the drivers and barriers to healthy eating in two public sector workplaces.

PubMed

Pridgeon, A; Whitehead, K

2013-02-01

Workplaces are a key setting for improving the health of employees and influencing the health of the local population. The present study aimed to provide a deeper understanding of the perceptions and views of staff on the drivers and barriers to the provision, promotion and consumption of healthier food choices in two public sector workplaces. A mixture of catering and other staff (n = 23) employed by either Barnsley Metropolitan Borough Council or Barnsley Primary Care Trust were interviewed. Purposive sampling was used to ensure representation of different grades, job roles, hours worked, gender and age groups. All interviews were conducted in the workplace and were audio recorded, transcribed verbatim and analysed using framework analysis. Four themes that influence food and healthy eating in the workplace were identified: workplace structures and systems; cost, choice and availability of food; personal versus institutional responsibility; and food messages and marketing. Interviewees perceived that foods promoted in the workplace were traditional 'stodgy' foods and that there was a limited availability of affordable healthy choices. Catering staff were driven to run their service as a business rather than promote health. Time constraints and tight deadlines imposed on staff led to some not eating at midday. There is little qualitative research published about food in the workplace. This unique qualitative study has elicited staff views and experiences and suggests complexity around healthy eating and food provision in the workplace. The findings may inform the planning of future workplace interventions. © 2012 The Authors Journal of Human Nutrition and Dietetics © 2012 The British Dietetic Association Ltd.

Suicide in U.S. Workplaces, 2003–2010

PubMed Central

Tiesman, Hope M.; Konda, Srinivas; Hartley, Dan; Chaumont Menéndez, Cammie; Ridenour, Marilyn; Hendricks, Scott

2015-01-01

Introduction Suicide rates have risen considerably in recent years. National workplace suicide trends have not been well documented. The aim of this study is to describe suicides occurring in U.S. workplaces and compare them to suicides occurring outside of the workplace between 2003 and 2010. Methods Suicide data originated from the Census of Fatal Occupational Injury database and the Web-Based Injury Statistics Query and Reporting System. Suicide rates were calculated using denominators from the 2013 Current Population Survey and 2000 U.S. population census. Suicide rates were compared among demographic groups with rate ratios and 95% CIs. Suicide rates were calculated and compared among occupations. Linear regression, adjusting for serial correlation, was used to analyze temporal trends. Analyses were conducted in 2013–2014. Results Between 2003 and 2010, a total of 1,719 people died by suicide in the workplace. Workplace suicide rates generally decreased until 2007 and then sharply increased (p=0.035). This is in contrast with non-workplace suicides, which increased over the study period (p=0.025). Workplace suicide rates were highest for men (2.7 per 1,000,000); workers aged 65–74 years (2.4 per 1,000,000); those in protective service occupations (5.3 per 1,000,000); and those in farming, fishing, and forestry (5.1 per 1,000,000). Conclusions The upward trend of suicides in the workplace underscores the need for additional research to understand occupation-specific risk factors and develop evidence-based programs that can be implemented in the workplace. PMID:25794471

Using database reports to reduce workplace violence: Perceptions of hospital stakeholders

PubMed Central

Arnetz, Judith E.; Hamblin, Lydia; Ager, Joel; Aranyos, Deanna; Essenmacher, Lynnette; Upfal, Mark J.; Luborsky, Mark

2016-01-01

BACKGROUND Documented incidents of violence provide the foundation for any workplace violence prevention program. However, no published research to date has examined stakeholders’ preferences for workplace violence data reports in healthcare settings. If relevant data are not readily available and effectively summarized and presented, the likelihood is low that they will be utilized by stakeholders in targeted efforts to reduce violence. OBJECTIVE To discover and describe hospital system stakeholders’ perceptions of database-generated workplace violence data reports. PARTICIPANTS Eight hospital system stakeholders representing Human Resources, Security, Occupational Health Services, Quality and Safety, and Labor in a large, metropolitan hospital system. METHODS The hospital system utilizes a central database for reporting adverse workplace events, including incidents of violence. A focus group was conducted to identify stakeholders’ preferences and specifications for standardized, computerized reports of workplace violence data to be generated by the central database. The discussion was audio-taped, transcribed verbatim, processed as text, and analyzed using stepwise content analysis. RESULTS Five distinct themes emerged from participant responses: Concerns, Etiology, Customization, Use, and Outcomes. In general, stakeholders wanted data reports to provide “the big picture,” i.e., rates of occurrence; reasons for and details regarding incident occurrence; consequences for the individual employee and/or the workplace; and organizational efforts that were employed to deal with the incident. CONCLUSIONS Exploring stakeholder views regarding workplace violence summary reports provided concrete information on the preferred content, format, and use of workplace violence data. Participants desired both epidemiological and incident-specific data in order to better understand and work to prevent the workplace violence occurring in their hospital system. PMID:25059315

Using database reports to reduce workplace violence: Perceptions of hospital stakeholders.

PubMed

Arnetz, Judith E; Hamblin, Lydia; Ager, Joel; Aranyos, Deanna; Essenmacher, Lynnette; Upfal, Mark J; Luborsky, Mark

2015-01-01

Documented incidents of violence provide the foundation for any workplace violence prevention program. However, no published research to date has examined stakeholders' preferences for workplace violence data reports in healthcare settings. If relevant data are not readily available and effectively summarized and presented, the likelihood is low that they will be utilized by stakeholders in targeted efforts to reduce violence. To discover and describe hospital system stakeholders' perceptions of database-generated workplace violence data reports. Eight hospital system stakeholders representing Human Resources, Security, Occupational Health Services, Quality and Safety, and Labor in a large, metropolitan hospital system. The hospital system utilizes a central database for reporting adverse workplace events, including incidents of violence. A focus group was conducted to identify stakeholders' preferences and specifications for standardized, computerized reports of workplace violence data to be generated by the central database. The discussion was audio-taped, transcribed verbatim, processed as text, and analyzed using stepwise content analysis. Five distinct themes emerged from participant responses: Concerns, Etiology, Customization, Use, and Outcomes. In general, stakeholders wanted data reports to provide ``the big picture,'' i.e., rates of occurrence; reasons for and details regarding incident occurrence; consequences for the individual employee and/or the workplace; and organizational efforts that were employed to deal with the incident. Exploring stakeholder views regarding workplace violence summary reports provided concrete information on the preferred content, format, and use of workplace violence data. Participants desired both epidemiological and incident-specific data in order to better understand and work to prevent the workplace violence occurring in their hospital system.

National Survey of Workplaces Handling and Manufacturing Nanomaterials, Exposure to and Health Effects of Nanomaterials, and Evaluation of Nanomaterial Safety Data Sheets.

PubMed

Kim, Jeongho; Yu, Il Je

2016-01-01

A national survey on workplace environment nanomaterial handling and manufacturing was conducted in 2014. Workplaces relevant to nanomaterials were in the order of TiO2 (91), SiO2 (88), carbon black (84), Ag (35), Al2O3 (35), ZnO (34), Pb (33), and CeO2 (31). The survey results indicated that the number of workplaces handling or manufacturing nanomaterials was 340 (0.27% of total 126,846) workplaces. The number of nanomaterials used and products was 546 (1.60 per company) and 583 (1.71 per company), respectively. For most workplaces, the results on exposure to hazardous particulate materials, including nanomaterials, were below current OELs, yet a few workplaces were above the action level. As regards the health status of workers, 9 workers were diagnosed with a suspected respiratory occupational disease, where 7 were recommended for regular follow-up health monitoring. 125 safety data sheets (SDSs) were collected from the nanomaterial-relevant workplaces and evaluated for their completeness and reliability. Only 4 CNT SDSs (3.2%) included the term nanomaterial, while most nanomaterial SDSs were not regularly updated and lacked hazard information. When taken together, the current analysis provides valuable national-level information on the exposure and health status of workers that can guide the next policy steps for nanomaterial management in the workplace.

Perceived workplace health support is associated with employee productivity.

PubMed

Chen, Lu; Hannon, Peggy A; Laing, Sharon S; Kohn, Marlana J; Clark, Kathleen; Pritchard, Scott; Harris, Jeffrey R

2015-01-01

To examine the relationship between perceived workplace health support and employee productivity. A quantitative cross-sectional study. Washington State agencies. A total of 3528 employees from six state agencies were included in this analysis. Perceived workplace health support was assessed by two questions that queried respondents on how often they felt supported by the workplace for healthy living and physical activity. The Work Productivity and Activity Impairment Questionnaire was used to measure health-related absenteeism and presenteeism in the past 7 days. Multivariate linear regression was used to estimate the mean differences in productivity by levels of perceived health support. Most participants were between 45 and 64 years of age and were predominantly non-Hispanic white. Presenteeism varied significantly by the level of perceived workplace health support, with those who felt least supported having higher presenteeism than those who felt most supported. The difference in presenteeism by perceived workplace support remained significant in models adjusting for sociodemographic and health characteristics (mean difference: 7.1% for support for healthy living, 95% confidence interval: 3.7%, 10.4%; 4.3% for support for physical activity, 95% confidence interval: 1.7%, 6.8%). Absenteeism was not associated with perceived workplace health support. Higher perceived workplace health support is independently associated with higher work productivity. Employers may see productivity benefit from wellness programs through improved perceptions of workplace health support.

Workplace Violence and Job Performance among Community Healthcare Workers in China: The Mediator Role of Quality of Life.

PubMed

Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi

2015-11-20

To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = -0.243) of workplace violence on job performance consisted of a direct effect (β = -0.113) and an indirect effect (β = -0.130), which was mediated by quality of life. Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs' workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence.

National Survey of Workplaces Handling and Manufacturing Nanomaterials, Exposure to and Health Effects of Nanomaterials, and Evaluation of Nanomaterial Safety Data Sheets

PubMed Central

2016-01-01

A national survey on workplace environment nanomaterial handling and manufacturing was conducted in 2014. Workplaces relevant to nanomaterials were in the order of TiO2 (91), SiO2 (88), carbon black (84), Ag (35), Al2O3 (35), ZnO (34), Pb (33), and CeO2 (31). The survey results indicated that the number of workplaces handling or manufacturing nanomaterials was 340 (0.27% of total 126,846) workplaces. The number of nanomaterials used and products was 546 (1.60 per company) and 583 (1.71 per company), respectively. For most workplaces, the results on exposure to hazardous particulate materials, including nanomaterials, were below current OELs, yet a few workplaces were above the action level. As regards the health status of workers, 9 workers were diagnosed with a suspected respiratory occupational disease, where 7 were recommended for regular follow-up health monitoring. 125 safety data sheets (SDSs) were collected from the nanomaterial-relevant workplaces and evaluated for their completeness and reliability. Only 4 CNT SDSs (3.2%) included the term nanomaterial, while most nanomaterial SDSs were not regularly updated and lacked hazard information. When taken together, the current analysis provides valuable national-level information on the exposure and health status of workers that can guide the next policy steps for nanomaterial management in the workplace. PMID:27556041

48 CFR 23.502 - Authority.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.502 Authority. Drug-Free Workplace Act of 1988 (Pub. L. 100-690). ...

48 CFR 23.502 - Authority.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.502 Authority. Drug-Free Workplace Act of 1988 (Pub. L. 100-690). ...

48 CFR 23.502 - Authority.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.502 Authority. Drug-Free Workplace Act of 1988 (Pub. L. 100-690). ...

48 CFR 23.502 - Authority.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.502 Authority. Drug-Free Workplace Act of 1988 (Pub. L. 100-690). ...

The Impact of Individual, Educational, and Workplace Factors on the Transfer of School-Based Learning into the Workplace

ERIC Educational Resources Information Center

Renta Davids, Ana Inés; Van den Bossche, Piet; Gijbels, David; Fandos Garrido, Manel

2017-01-01

The aim of this study was to investigate the transfer of learning of professional competences from vocational colleges to the workplace context in vocational education. Concretely, the study examined the relations between the professional competences learned at school and the use and further development of those competences at the workplace during…

Defining Workplace Literacy Education in Massachusetts. A Survey of Workplace Literacy Education Programs in Massachusetts, Conducted in September and October 1989.

ERIC Educational Resources Information Center

Rosen, David J.; Kale, Cerci

A survey of 42 Massachusetts workplace literacy programs was conducted in fall 1989 to determine whether the programs generally fit a standard definition of workplace literacy derived from "A Guide to Developing Instruction for Workforce Literacy Programs" by Jorie W. Philippi. The study's seven-item questionnaire included the definition…

The smoke-free workplace.

PubMed

Sees, K L

1990-01-01

As the significance of drug use and/or abuse in the workplace is explored, and the public is encouraged to embrace the War on Drugs, policymakers and treatment personnel must not concentrate only on illicit drugs but on licit drugs as well. This article explores the impact of cigarette smoking in the workplace and reviews alternatives for decreasing or eliminating exposure to involuntary smoke in the workplace.

22 CFR 1509.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... workplaces_ (1) To the ADF official that is making the award, either at the time of application or upon award...). (c) If you identified workplaces to the ADF awarding official at the time of application or award, as... 22 Foreign Relations 2 2010-04-01 2010-04-01 true How and when must I identify workplaces? 1509...

20 CFR 439.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-04-01

... workplaces_ (1) To the SSA official that is making the award, either at the time of application or upon award...). (c) If you identified workplaces to the SSA awarding official at the time of application or award, as... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false How and when must I identify workplaces? 439...

45 CFR 1173.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-10-01

... workplaces_ (1) To the NEH official that is making the award, either at the time of application or upon award...). (c) If you identified workplaces to the NEH awarding official at the time of application or award, as... 45 Public Welfare 3 2010-10-01 2010-10-01 false How and when must I identify workplaces? 1173.230...

49 CFR 32.230 - How and when must I identify workplaces?

Code of Federal Regulations, 2010 CFR

2010-10-01

... workplaces_ (1) To the DOT official that is making the award, either at the time of application or upon award...). (c) If you identified workplaces to the DOT awarding official at the time of application or award, as... 49 Transportation 1 2010-10-01 2010-10-01 false How and when must I identify workplaces? 32.230...

Welfare reform and access to family-supportive benefits in the workplace.

PubMed

Piotrkowski, C S; Kessler-Sklar, S

1996-10-01

Welfare reform has focused on the deficits of poor mothers, while ignoring inadequacies in the jobs and workplaces they will enter. This study of 2,375 pregnant women in the labor force examines the impact of job and workplace characteristics on access to workplace benefits that are important to families, while controlling statistically for women's education, marital status, and ethnicity.

Responding to threats of workplace violence: the effects of culture and moral panic.

PubMed

Crow, Stephen M; Hartman, Sandra J

2003-01-01

Healthcare organizations, like all organizations, are increasingly more concerned about workplace violence. This paper discusses the collision of a cultural context that encourages macho posturing and moral panic related to highly publicized violence in schools and workplaces. At issue is the need for healthcare organizations to react to evidence of potential workplace violence but not to overreact.

A prescription for hospital safety: treating workplace violence.

PubMed

Westerfield, O

1995-08-01

Workplace violence is on the rise. The spillover effect includes psychological threats and a plethora of lingering mental health problems. The violent workplace mirrors an increasingly violent society. The increase in violence at work is directly proportional to the increase in violent crimes in our general population. This document examines the growing problem of workplace violence nd ways that can curtail potential incidences.

School to Work Transition: Employer Attitudes towards Employees, Jobs, and the Workplace in Rural Arizona.

ERIC Educational Resources Information Center

Danzig, Arnold

By telephone, 33 employers in a rural Arizona county were surveyed concerning their experiences with new employees in the workplace. It drew from two strands to understand employers' workplace expectations. The first drew from sociology and looked at the workplace in terms of how young workers experience the labor market. The second strand looked…

21 CFR 1405.205 - What must I include in my drug-free workplace statement?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false What must I include in my drug-free workplace... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Requirements for Recipients Other Than Individuals § 1405.205 What must I include in my drug-free workplace statement? You must publish a statement that— (a...

33 CFR 150.601 - What are the safety and health requirements for the workplace on a deepwater port?

Code of Federal Regulations, 2010 CFR

2010-07-01

... requirements for the workplace on a deepwater port? 150.601 Section 150.601 Navigation and Navigable Waters... Workplace Safety and Health Safety and Health (general) § 150.601 What are the safety and health requirements for the workplace on a deepwater port? (a) Each operator of a deepwater port must ensure that the...

Expanding Learning in the Workplace: Making More of Individual and Organisational Potential. A NIACE Policy Discussion Paper.

ERIC Educational Resources Information Center

Unwin, Lorna; Fuller, Alison

Ways of expanding workplace learning in the United Kingdom by making better use of individual and organizational potential were examined. The analysis focused on the following issues: ways of fostering, improving, and increasing learning in the workplace; ways of enhancing access to and participation in workplace learning; ways of making workplace…

The Library as a Humanistic Workplace. A Report to the LAMA Board.

ERIC Educational Resources Information Center

American Library Association, Chicago, IL. Library Administration and Management Association.

While it may seem redundant to be considering the library as a humanistic workplace, since most libraries are probably at the upper end of the quality of workplace life, there is always some room for improvement, making the topic worthy of exploration. The most important consideration in a humanistic workplace is how people are treated. There is a…

Integrating Literacy and Workplace Skills for Worker Advancement. Worker Education Program Final Report, May 1, 1992 - March 31, 1994.

ERIC Educational Resources Information Center

Boyter-Escalona, Margaret

Final evaluation of the Workplace Education Program, funded by the National Workplace Literacy Program to provide workplace literacy education programs to 425 members of Chicago (Illinois) area clothing and textile workers union members, is presented. The program's goal was to enhance workers' basic literacy skills for present job stabilization…

The Workplace Learning Cycle: A Problem-Based Curriculum Model for the Preparation of Workplace Learning Professionals

ERIC Educational Resources Information Center

O'Connor, Bridget N.

2004-01-01

Building on the conceptual foundations suggested in the previous two papers in this issue, this article describes the application of a workplace learning cycle theory to the construction of a curriculum for a graduate-level course of study in workplace education. As a way to prepare chief learning officers and heads of corporate universities, the…

Models of Excellence: A Review of Ohio's Award-Winning Workplace Literacy Programs. 1996 Supplement.

ERIC Educational Resources Information Center

Baechlin, Dan; Proper, Len

This document profiles Ohio's seven award-winning workplace literacy programs. The workplace literacy programs described are offered by a mix of urban and rural firms which employ between 85 and 2,323 individuals in a variety of sectors. The workplace literacy programs offered by the following firms are described: Cleveland Track Material; L.J.…

Pregnancy in the workplace.

PubMed

Salihu, H M; Myers, J; August, E M

2012-03-01

Women constitute a large percentage of the workforce in industrialized countries. As a result, addressing pregnancy-related health issues in the workplace is important in order to formulate appropriate strategies to promote and protect maternal and infant health. To explore issues affecting pregnant women in the workplace. A systematic literature review was conducted using Boolean combinations of the terms 'pregnant women', 'workplace' and 'employment' for publications from January 1990 to November 2010. Studies that explicitly explored pregnancy in the workplace within the UK, USA, Canada or the European Union were included. Pregnancy discrimination was found to be prevalent and represented a large portion of claims brought against employers by women. The relationship between environmental risks and exposures at work with foetal outcomes was inconclusive. In general, standard working conditions presented little hazard to infant health; however, pregnancy could significantly impact a mother's psychosocial well-being in the workplace. Core recommendations to improve maternal and infant health outcomes and improve workplace conditions for women include: (i) shifting organizational culture to support women in pregnancy; (ii) conducting early screening of occupational risk during the preconception period and (iii) monitoring manual labour conditions, including workplace environment and job duties.

Internship workplace preferences of final-year medical students at Zagreb University Medical School, Croatia: all roads lead to Zagreb.

PubMed

Polasek, Ozren; Kolcic, Ivana; Dzakula, Aleksandar; Bagat, Mario

2006-04-01

Human resources management in health often encounters problems related to workforce geographical distribution. The aim of this study was to investigate the internship workplace preferences of final-year medical students and the reasons associated with their choices. A total of 204 out of 240 final-year medical students at Zagreb University Medical School, Croatia, were surveyed a few months before graduation. We collected data on each student's background, workplace preference, academic performance and emigration preferences. Logistic regression was used to analyse the factors underlying internship workplace preference, classified into two categories: Zagreb versus other areas. Only 39 respondents (19.1%) wanted to obtain internships outside Zagreb, the Croatian capital. Gender and age were not significantly associated with internship workplace preference. A single predictor variable significantly contributed to the logistic regression model: students who believed they would not get the desired specialty more often chose Zagreb as a preferred internship workplace (odds ratio 0.32, 95% CI 0.12-0.86). A strong preference for Zagreb as an internship workplace was recorded. Uncertainty about getting the desired specialty was associated with choosing Zagreb as a workplace, possibly due to more extensive and diverse job opportunities.

[Workplace bullying and sickness absenteeism].

PubMed

Campanini, Paolo; Conway, Paul Maurice; Neri, Luca; Punzi, Silvia; Camerino, Donatella; Costa, Giovanni

2013-01-01

To assess the relationship between workplace bullying and sickness absenteeism in a large sample of Italian workers. A cross-sectional study conducted by means of questionnaires. In all, 8,992 subjects filled in a questionnaire to detect workplace bullying, the presence of work stress factors and days of sickness absence in the last year. Workplace bullying and psychosocial stressor were measured by the means of the CDL 2.0 questionnaire. Days of sickness absence reported by the subjects. On average, days of sickness absence were 7.4, and 7.2% of the respondents were defined as bullied. Results from logistic regression analyses showed that a workplace bullying was associated with more days of sickness absence after controlling for gender, age, professional qualification, company sector and juridical nature and other psychosocial factors (men: OR =1.62; women: OR =2.15). The present study confirms that workers exposed to a workplace bullying reported higher sickness absenteeism as compared with non-exposed subjects, also when a potentially highly stressful work environment is considered. The results of the present study support that workplace bullying may be viewed as an extreme stressful condition. Interventions to avoid workplace bullying not only favoure workers' health, but also avoid the company costs associated with workers' sickness absenteeism.

The Effect of Workplace Bullying Perception on Psychological Symptoms: A Structural Equation Approach.

PubMed

Duru, Pınar; Ocaktan, Mine Esin; Çelen, Ümit; Örsal, Özlem

2018-06-01

The aims of this study were to determine the extent of workplace bullying perceptions among the employees of a Faculty of Medicine, evaluating the variables considered to be associated, and determining the effect of workplace bullying perceptions on their psychological symptoms evaluated by the Brief Symptom Inventory (BSI). This cross-sectional study was performed involving 355 (88.75%) employees. Levels of perceived workplace bullying were found to increase with the increasing scores for BSI and BSI sub-dimensions of anxiety, depression, negative self, somatization, and hostility (all p  < 0.001). One point increase in the workplace bullying perception score was associated with a 0.47 point increase in psychological symptoms evaluated by BSI. Moreover, the workplace bullying perception scores were most strongly affected by the scores of anxiety, negative self, depression, hostility, and somatization (all p  < 0.05). The present results revealed that young individuals, divorced individuals, faculty members, and individuals with a chronic disease had the greatest workplace bullying perceptions with our study population. Additionally, the BSI, anxiety, depression, negative self, somatization, and hostility scores of the individuals with high levels of workplace bullying perceptions were also high.

Comparing victim attributions and outcomes for workplace aggression and sexual harassment.

PubMed

Hershcovis, M Sandy; Barling, Julian

2010-09-01

In 2 studies, we investigated victim attributions (Study 1) and outcomes (Study 2) for workplace aggression and sexual harassment. Drawing on social categorization theory, we argue that victims of workplace aggression and sexual harassment may make different attributions about their mistreatment. In Study 1, we investigated victim attributions in an experimental study. We hypothesized that victims of sexual harassment are more likely than victims of workplace aggression to depersonalize their mistreatment and attribute blame to the perpetrator or the perpetrator's attitudes toward their gender. In contrast, victims of workplace aggression are more likely than victims of sexual harassment to personalize the mistreatment and make internal attributions. Results supported our hypotheses. On the basis of differential attributions for these 2 types of mistreatment, we argue that victims of workplace aggression may experience stronger adverse outcomes than victims of sexual harassment. In Study 2, we compared meta-analytically the attitudinal, behavioral, and health outcomes of workplace aggression and sexual harassment. Negative outcomes of workplace aggression were stronger in magnitude than those of sexual harassment for 6 of the 8 outcome variables. Implications and future directions are discussed. Copyright 2010 APA, all rights reserved

The effects of workplace downsizing on cause-specific mortality: a register-based follow-up study of Finnish men and women remaining in employment.

PubMed

Martikainen, P; Mäki, N; Jäntti, M

2008-11-01

Experience of workplace downsizing (ie reduction in personnel) is common and may constitute a threat to public health in working populations. This study aimed to determine whether downsizing was associated with increased mortality among those remaining in the downsized workplaces. Prospective population registration data containing detailed socioeconomic and demographic information on 85 833 Finnish employees aged 35-64 years at the beginning of 1994 or 1993 followed up for cause-specific mortality for 8 years. One-year changes in workplace staffing levels were obtained from Statistics Finland records on workplaces. There was no association between downsizing on any level (a 10-29%, 30-49% or 50-100% reduction in personnel) and increased all-cause mortality among those remaining in the downsized workplaces. No sex differences were observed in these effects among those who remained in the downsized workplaces, nor was a period of particular vulnerability immediately following the downsizing identified. Furthermore, no detrimental effects were observed for any particular cause of death studied. The results provide evidence that downsizing is not a significant determinant of excess mortality among those remaining in the downsized workplaces.

Social firms: sustainable employment for people with mental illness.

PubMed

Williams, Anne; Fossey, Ellie; Harvey, Carol

2012-01-01

Social firms or enterprises aim to offer sustainable employment in supportive workplaces for people who are disadvantaged in the labour market. Therefore, this study sought to explore employees' views in one social firm about the features of their workplace that they found supportive. Seven employees were recruited, all of whom experienced persistent mental illness, and had worked in this social firm for between eleven months and six years. A semi-structured interview, the Work Environment Impact Scale (version 2.0), was used to explore participants' views of their workplace and to rate how its physical and social characteristics impacted them. Participants also rated their job satisfaction with a modified Indiana Job Satisfaction Scale. Features of the social firm workplace identified by these employees as contributing to their sustained employment and satisfaction were the rewards, task demands, work schedule, and workplace interactions with supervisors and other co-workers. From their views, guiding principles for the development of supportive workplaces and evaluation of their capacity to afford sustainable employment were derived. This study adds to current knowledge about workplace supports from an employee perspective, and is of relevance for informing future social firm development, workplace design and evaluation.

Management capacity to promote nurse workplace health and safety.

PubMed

Fang, Yaxuan; McDonald, Tracey

2018-04-01

To investigate regarding workplace health and safety factors, and to identify strategies to preserve and promote a healthy nursing workplace. Data collected using the Delphi technique with input from 41 key informants across four participant categories drawn from a Chinese university and four hospitals were thematically analysed. Most respondents agreed on the importance of nurses' health and safety, and that nurse managers should act to protect nurses, but not enough on workplace safety. Hospital policies, staff disempowerment, workload and workplace conflicts are major obstacles. The reality of Chinese nurses' workplaces is that health and safety risks abound and relate to socio-cultural expectations of women. Self-management of risks is neccessary, gaps exist in understanding of workplace risks among different nursing groups and their perceptions of the professional status, and the value of nurses' contribution to ongoing risks in the hospital workplace. The Chinese hospital system must make these changes to produce a safer working environment for nurses. This research, based in China, presents an instructive tale for all countries that need support on the types and amounts of management for nurses working at the clinical interface, and on the consequences of management neglect of relevant policies and procedures. © 2017 John Wiley & Sons Ltd.

Risk Assessment: Factors Contributing to Discomfort for Menopausal Women in Workplace.

PubMed

Jafari, Mehdi; Seifi, Bahar; Heidari, Mohammad

2017-08-01

The purpose of this study was to review the Factors contributing to discomfort for menopausal women in workplace and the perceived effects of working conditions on menopausal symptoms, and to produce recommendations for managers and women. This study was a review article. We searched PubMed and Science Direct for articles related to menopause and workplace. Keywords included: menopause AND workplace OR occupational health or menopausal women AND managers. Because we aimed to update the literature following the 2011 review of menopause and workplace, only English-language articles published between 2011 and 2017 were included. This review showed that how managers could be help and awareness and what should be done for menopausal women in workplace by risk assessment. Many risk factors are contributing to discomfort for menopausal women in workplace and managers should be assessed them. Managers should be aware that menopausal transition causes difficulty for some women at work, then occupational health and safety and health promotion policies will be increasingly important. It may help inform the development of tailored occupational health policies and programs that cater for the needs of women as they transition through menopause in the workplace.

Employers' Perceptions of Intimate Partner Violence among a Diverse Workforce.

PubMed

Samuel, Laura J; Tudor, Carrie; Weinstein, Marc; Moss, Helen; Glass, Nancy

2011-09-01

Intimate partner violence (IPV) is a significant global public health concern, affecting 5.3 million US individuals annually. An estimated 1 in 3 women globally are abused by an intimate partner in their lifetime, and the effects carry over into the workplace. This article examines employers' perceptions of IPV in the workplace, targeting supervisors of Latina employees. Fourteen employers and supervisors of small service-sector companies in Oregon were interviewed using semi-structured interviews. Interpretive description was used to identify themes. These qualitative interviews preceded and helped to formulate a larger workplace intervention study. THE FOLLOWING THEMES WERE FOUND AND ARE DETAILED: (1) factors associated with recognizing IPV in the workplace, (2) effects of IPV on the work environment and (3) supervisors' responses to IPV-active vs. passive involvement. Also, supervisors' suggestions for addressing IPV in the workplace are summarized. These findings demonstrate the need for more IPV-related resources in the workplace to be available to supervisors as well as survivors and their coworkers. The needs of supervisors and workplaces vary by site, demonstrating the need for tailored interventions, and culturally appropriate workplace interventions are needed for Latinas and other racially and ethnically diverse populations.

Employers' Perceptions of Intimate Partner Violence among a Diverse Workforce

PubMed Central

Tudor, Carrie; Weinstein, Marc; Moss, Helen; Glass, Nancy

2011-01-01

Objectives Intimate partner violence (IPV) is a significant global public health concern, affecting 5.3 million US individuals annually. An estimated 1 in 3 women globally are abused by an intimate partner in their lifetime, and the effects carry over into the workplace. This article examines employers' perceptions of IPV in the workplace, targeting supervisors of Latina employees. Methods Fourteen employers and supervisors of small service-sector companies in Oregon were interviewed using semi-structured interviews. Interpretive description was used to identify themes. These qualitative interviews preceded and helped to formulate a larger workplace intervention study. Results The following themes were found and are detailed: (1) factors associated with recognizing IPV in the workplace, (2) effects of IPV on the work environment and (3) supervisors' responses to IPV-active vs. passive involvement. Also, supervisors' suggestions for addressing IPV in the workplace are summarized. Conclusion These findings demonstrate the need for more IPV-related resources in the workplace to be available to supervisors as well as survivors and their coworkers. The needs of supervisors and workplaces vary by site, demonstrating the need for tailored interventions, and culturally appropriate workplace interventions are needed for Latinas and other racially and ethnically diverse populations. PMID:22953209

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

A Therapeutic Workplace for the Long-Term Treatment of Drug Addiction and Unemployment: Eight-Year Outcomes of a Social Business Intervention

PubMed Central

Aklin, Will M.; Wong, Conrad J.; Hampton, Jacqueline; Svikis, Dace S.; Stitzer, Maxine L.; Bigelow, George E.; Silverman, Kenneth

2014-01-01

This study evaluated the long-term effects of a Therapeutic Workplace social business on drug abstinence and employment. Pregnant and postpartum women (N=40) enrolled in methadone treatment were randomly assigned to a Therapeutic Workplace or Usual Care Control group. Therapeutic Workplace participants could work weekdays in training and then as employees of a social business, but were required to provide drug-free urine samples to work and maintain maximum pay. Three-year outcomes were reported previously. This paper reports 4- to 8- year outcomes. During year 4 when the business was open, Therapeutic Workplace participants provided significantly more cocaine- and opiate-negative urine samples than controls; reported more days employed, higher employment income, and less money spent on drugs. During the 3 years after the business closed, Therapeutic Workplace participants only reported higher income than controls. A Therapeutic Workplace social business can maintain long-term abstinence and employment, but additional intervention may be required to sustain effects. PMID:25124257

Workplace incivility affecting CRNAs: a study of prevalence, severity, and consequences with proposed interventions.

PubMed

Elmblad, Ray; Kodjebacheva, Gergana; Lebeck, Lynn

2014-12-01

Incivility in healthcare settings has potentially detrimental effects on healthcare providers and patient safety. This study examines the prevalence of incivility and the influence of workplace incivility on burnout among Certified Registered Nurse Anesthetists (CRNAs) in Michigan. It proposes interventions to prevent and manage incivility. The Nursing Incivility Scale and the Copenhagen Burnout Inventory were used to measure workplace incivility and professional burnout. Qualitative data were also collected to provide recommendations to address workplace incivility. The most notable sources of workplace incivility were general employee personnel or nonemployee individuals and physicians. A lesser prevalent source of incivility was other CRNA practitioners. The least prevalent source of incivility was CRNA supervisors. A statistically significant, direct relationship existed between workplace incivility and professional burnout. The only statistically significant factor contributing to professional burnout was experiencing workplace incivility, independent of other measured factors. The most notable recommendation was use of a zero tolerance policy for practice, regardless of title or role, in employment situations. Incivility is a major concern among CRNAs.

The Association of Workplace Social Capital With Work Engagement of Employees in Health Care Settings: A Multilevel Cross-Sectional Analysis.

PubMed

Fujita, Sumiko; Kawakami, Norito; Ando, Emiko; Inoue, Akiomi; Tsuno, Kanami; Kurioka, Sumiko; Kawachi, Ichiro

2016-03-01

The aim of the study was to examine the cross-sectional multilevel association between unit-level workplace social capital and individual-level work engagement among employees in health care settings. The data were collected from employees of a Japanese health care corporation using a questionnaire. The analyses were limited to 440 respondents from 35 units comprising five or more respondents per unit. Unit-level workplace social capital was calculated as an average score of the Workplace Social Capital Scale for each unit. Multilevel regression analysis with a random intercept model was conducted. After adjusting for demographic variables, unit-level workplace social capital was significantly and positively associated with respondents' work engagement (P < 0.001). The association remained significant after additionally adjusting for individual-level perceptions of workplace social capital (P < 0.001). Workplace social capital might exert a positive contextual effect on work engagement of employees in health care settings.

Workplace violence in healthcare settings: risk factors and protective strategies.

PubMed

Gillespie, Gordon Lee; Gates, Donna M; Miller, Margaret; Howard, Patricia Kunz

2010-01-01

This article describes the risk factors and protective strategies associated with workplace violence perpetrated by patients and visitors against healthcare workers. Perpetrator risk factors for patients and visitors in healthcare settings include mental health disorders, drug or alcohol use, inability to deal with situational crises, possession of weapons, and being a victim of violence. Worker risk factors are gender, age, years of experience, hours worked, marital status, and previous workplace violence training. Setting and environmental risk factors for experiencing workplace violence include time of day and presence of security cameras. Protective strategies for combating the negative consequences of workplace violence include carrying a telephone, practicing self-defense, instructing perpetrators to stop being violent, self- and social support, and limiting interactions with potential or known perpetrators of violence. Workplace violence is a serious and growing problem that affects all healthcare professionals. Strategies are needed to prevent workplace violence and manage the negative consequences experienced by healthcare workers following violent events.

Negative workplace behaviours: an ethical dilemma for nurse managers.

PubMed

Lindy, Cheryl; Schaefer, Florence

2010-04-01

To discover nurse managers' perception of negative workplace behaviours (bullying) encountered by staff on their unit. Background Negative workplace behaviour is a worldwide phenomenon happening in all types of work settings. Absent from the literature were studies specific to the nurse managers' perception on this topic. A phenomenological qualitative research methodology was used to gain insight into the perceptions of nurse managers about negative workplace behaviours that they have observed or addressed. Nurse Managers described their perceptions of, and experiences pertaining to, instances of negative workplace behaviour. Six themes emerged from the data analysis: 'that's just how she is', 'they just take it', 'a lot of things going on', 'old baggage', 'three sides to a story' and 'a management perspective'. Nurse Managers had observed, experienced and/or had received reports of negative workplace behaviours. While some felt comfortable addressing the behaviour, others experienced ethical dilemmas when trying to treat all fairly. The results of the present study provide guidance for nurse managers to address negative workplace behaviours occurring on their units.

Workplace Violence and Gender Bias in Unorganized Fisheries of Udupi, India.

PubMed

Tripathi, P; Tiwari, R; Kamath, R

2016-07-01

Fisheries industry in India is an unorganized sector of occupation where considerable proportion of workers is female. However, the prevalent gender inequality in terms of task allocation, wages, and other welfare facilities makes the men as dominant workforce. Furthermore, there are occasions when incidents of workplace violence take place. The present study was conducted to find the prevalence of workplace violence at worksite and study gender bias in such events. In a cross-sectional study 171 fishermen and fisherwomen were interviewed to collect information about workplace violence. The overall prevalence of workplace violence reported was 14.6%. This included 2 (8%) cases of physical assault, 1 (4%) case of sexual harassment of fisherwoman by her colleague and 22 (88%) cases of verbal abuse. A significant (p=0.002) association was found between gender and verbal abuse at the workplace. In conclusion, this study highlighted the occurrence of workplace violence among fishery workers in India. There was a gender bias towards females that can be attributed to male dominance in this occupation.

The workplace as a community: promoting employee satisfaction.

PubMed

Byron, W J

1985-03-01

Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

Addressing attention-deficit/hyperactivity disorder in the workplace.

PubMed

Sarkis, Elias

2014-09-01

Although generally considered a childhood disorder, attention-deficit/hyperactivity disorder (ADHD) can persist into adulthood and impede achievement in the workplace. Core ADHD symptoms of inattention, hyperactivity, and impulsivity can be associated with poor organization, time management, and interpersonal relationships. Employment levels, earning power, and productivity are reduced among individuals with ADHD compared with those without ADHD. Furthermore, the costs of employing individuals with ADHD are higher because of work absences and lost productivity. The primary care provider plays an integral role in managing ADHD symptoms and providing the necessary resources that will help individuals with ADHD succeed in the workplace. Pharmacotherapy can reduce ADHD symptoms and improve functioning; however, it is also important to consider how positive traits associated with ADHD, such as creative thinking, can be used in the workplace. Workplace accommodations and behavioral therapies, such as coaching, can also enhance time management and organizational skills. This review describes how ADHD symptoms affect workplace behaviors, the effect of ADHD on employment and workplace performance, and the management of ADHD in working adults.

Workplace social networks and their relationship with job outcomes and other employment characteristics for people with severe mental illness

PubMed Central

Rollins, Angela L.; Bond, Gary R.; Jones, Amanda M.; Kukla, Marina; Collins, Linda A.

2013-01-01

Clients with severe mental illness (SMI) often struggle in their efforts to maintain employment. One cause of early job terminations is interpersonal difficulties in the workplace. This study explored workplace social networks and their relationship with job outcomes and other employment characteristics for people with SMI. Results indicated that clients generally had positive experiences with both supervisors and coworkers. Contrary to our hypothesis, employment model was not associated with better workplace network characteristics. Also contrary to our hypothesis, clients employed in group placements did not differ in workplace network characteristics from those in competitive employment settings. Workplace network characteristics were robustly correlated with job satisfaction, but not strongly related to hourly wages or overall job tenure. Job tenure at the time of the workplace network assessment did show a few modest negative correlations with supervisor and coworker support, indicating declining perceived social network support with increasing job tenure. Study limitations and future directions for research using this methodology are discussed. PMID:24013773

A cross-sectional study of workplace social capital and blood pressure: a multilevel analysis at Japanese manufacturing companies.

PubMed

Fujino, Yoshihisa; Kubo, Tatsuhiko; Kunimoto, Masamizu; Tabata, Hidetoshi; Tsuchiya, Takuto; Kadowaki, Koji; Nakamura, Takehiro; Oyama, Ichiro

2013-01-01

We examined the contextual effect of workplace social capital on systolic blood pressure (SBP). Cross-sectional. A conglomerate from 58 workplaces in Japan. Of the 5844 workers at a Japanese conglomerate from 58 workplaces, 5368 were recruited. Individuals who received drugs for hypertension (n=531) and who lacked information on any variable (n=167) were excluded from the analyses, leaving 4735 individuals (3281 men and 1454 women) for inclusion. Systolic blood pressure. The contextual effect of workplace social capital on SBP was examined using a multilevel regression analysis with a random intercept. Coworker support had a contextual effect at the workplace level (coefficient=-1.97, p=0.043), while a lack of trust for coworkers (coefficient=0.27, p=0.039) and lack of helpfulness from coworkers were associated with SBP (coefficient=0.28, p=0.002). The present study suggested that social capital at the workplace level has beneficial effects on SBP.

Factors shaping workplace segregation between natives and immigrants.

PubMed

Strömgren, Magnus; Tammaru, Tiit; Danzer, Alexander M; van Ham, Maarten; Marcińczak, Szymon; Stjernström, Olof; Lindgren, Urban

2014-04-01

Research on segregation of immigrant groups is increasingly turning its attention from residential areas toward other important places, such as the workplace, where immigrants can meet and interact with members of the native population. This article examines workplace segregation of immigrants. We use longitudinal, georeferenced Swedish population register data, which enables us to observe all immigrants in Sweden for the period 1990-2005 on an annual basis. We compare estimates from ordinary least squares with fixed-effects regressions to quantify the extent of immigrants' self-selection into specific workplaces, neighborhoods, and partnerships, which may bias more naïve ordinary least squares results. In line with previous research, we find lower levels of workplace segregation than residential segregation. The main finding is that low levels of residential segregation reduce workplace segregation, even after we take into account intermarriage with natives as well as unobserved characteristics of immigrants' such as willingness and ability to integrate into the host society. Being intermarried with a native reduces workplace segregation for immigrant men but not for immigrant women.

The bullying aspect of workplace violence in nursing.

PubMed

Johnston, Michelle; Phanhtharath, Phylavanh; Jackson, Brenda S

2010-01-01

Workplace violence is becoming an issue that all organizations must be aware of. In healthcare organizations, these behaviors, especially that of bullying, are detrimental and affect staff, patients, and outcomes. Healthcare organizations that do not address this issue and instill measures to prevent it will soon see the effects that bullying and other forms of workplace violence can create: those of toxic work environments. Because bullying and other forms of workplace violence have become so prevalent, organizations such as The Joint Commission have addressed the need for healthcare organizations to address the issue. This article examines bullying, the most common type of workplace violence, and nursing, the profession where bullying most often occurs. Theories about why it exists and suggestions on how to prevent it and maintain a healthy workplace will be discussed.

A test of safety, violence prevention, and civility climate domain-specific relationships with relevant workplace hazards

PubMed Central

Spector, Paul E.

2016-01-01

Background Safety climate, violence prevention climate, and civility climate were independently developed and linked to domain-specific workplace hazards, although all three were designed to promote the physical and psychological safety of workers. Purpose To test domain specificity between conceptually related workplace climates and relevant workplace hazards. Methods Data were collected from 368 persons employed in various industries and descriptive statistics were calculated for all study variables. Correlational and relative weights analyses were used to test for domain specificity. Results The three climate domains were similarly predictive of most workplace hazards, regardless of domain specificity. Discussion This study suggests that the three climate domains share a common higher order construct that may predict relevant workplace hazards better than any of the scales alone. PMID:27110930

Reducing musculoskeletal discomfort: effects of an office ergonomics workplace and training intervention.

PubMed

Robertson, Michelle M; O'Neill, Michael J

2003-01-01

Effects of an office ergonomics workplace and training intervention on workers' knowledge and self-reported musculoskeletal pain and discomfort were investigated. An instructional systems design process was used to develop an office ergonomics training program and the evaluation tools used to measure the effectiveness of the training program on workers' office ergonomics knowledge and skills. It was hypothesized that the training and workplace intervention would allow the worker to more effectively use their workplace through increased office ergonomics knowledge and skills. Following the intervention, there was a significant increase in workers' office ergonomics knowledge and awareness. Self-reported work-related musculoskeletal disorders significantly decreased for the group who had a workplace change and received ergonomic training relative to a workplace change-only group and a no intervention control group.

The Importance of Specific Workplace Environment Characteristics for Maximum Health and Performance: Healthcare Workers' Perspective.

PubMed

Sagha Zadeh, Rana; Shepley, Mardelle M; Owora, Arthur Hamie; Dannenbaum, Martha C; Waggener, Laurie T; Chung, Susan Sung Eun

2018-05-01

To examine the importance of specific workplace environment characteristics for maximum health and performance, assigned by healthcare employees, and how they relate to the nature of their work. A cross-sectional mixed-method study was conducted with content analysis and robust regression models to examine the relationship between workplace environment characteristics and perceived importance in promoting health and performance. Our findings suggest that perceptions of key environment characteristics that safeguard health and performance in healthcare workplaces may vary by employee sex, setting, and nature of healthcare work involved. Theme and model descriptions of the influence of these factors on participant perceptions are provided. Employee feedback on workplace characteristics that impact health and performance could be instrumental in determining the priorities of workplace design.

Managing Workplace Violence With Evidence-Based Interventions: A Literature Review.

PubMed

Martinez, Angel Johann Solorzano

2016-09-01

Workplace violence in health care settings is an occupational issue concerning nurses and other health care professionals. Patient aggression against nurses is often the most common form of violence in clinical settings, occurring in emergency departments, inpatient psychiatric settings, and nursing homes. Physical and verbal assaults are the major forms of workplace violence encountered by nurses. Current research has identified staff, environmental, and patient risk factors as the major precursors of workplace violence initiated by patients. Nurses often experience significant physical and psychological negative consequences after an episode of workplace violence. A review of the evidence was conducted to identify current evidence-based interventions that can help nurses minimize the incidence of workplace violence. [Journal of Psychosocial Nursing and Mental Health Services, 54(9), 31-36.]. Copyright 2016, SLACK Incorporated.

Engaging men and women as allies: a workplace curriculum module to challenge gender norms about domestic violence, male bullying and workplace violence and encourage ally behavior.

PubMed

Wagner, K C; Yates, Diane; Walcott, Quentin

2012-01-01

This post-hoc analysis discusses a replicable workplace behavior change module called Men and Women As Allies, that was designed and implemented by a team of labor, management and community anti-violence educators at a private sector telecommunications employer. A job site-specific educational seminar linked issues of domestic violence to male bullying and workplace violence. It challenged social stereotypes about gender, taught skills to engage ally peer behavior and provided information on how to seek assistance from union, workplace and external community resources.

Social Justice as a Lens for Understanding Workplace Mistreatment.

PubMed

Moffa, Christine; Longo, Joy

2016-01-01

Workplace mistreatment can be viewed as a social injustice that prohibits one from achieving optimal well-being. Cognitive and interpersonal skills required of nurses can be impacted by workplace mistreatment, thus extending injustices by violating the rights of patients to optimal care. The purpose of this article is to view workplace mistreatment through the lens of Powers and Faden's theory of social justice. Workplace mistreatment is explored through the 6 dimensions of well-being, including health, personal security, reasoning, respect, attachment, and self-determination, identified in the theory. The implications for practice and policy are discussed and recommendations for research made.

Workplace Violence and Components of a Psychologically Healthy Workplace.

PubMed

Hart, Rod; Heybrock, Denise

2017-01-01

As episodes of workplace-centered violence have increased in the United States, a focus on emotional and mental health matters is more essential than ever. It is imperative for organizations to be proactive about violence prevention and have a plan that is supported by top management and understood by all managers and employees. Employers can take a number of steps in collaboration with a comprehensive violence prevention plan to promote a supportive and safe work environment. This article addresses workplace violence, risk factors and the components of a violence prevention plan as well as the importance of building a psychologically healthy workplace.

Is there a role for workplaces in reducing employees' driving to work? Findings from a cross-sectional survey from inner-west Sydney, Australia

PubMed Central

2010-01-01

Background The role of workplaces in promoting active travel (walking, cycling or using public transport) is relatively unexplored. This study explores the potential for workplaces to reduce employees' driving to work in order to inform the development of workplace interventions for promoting active travel. Methods An analysis of a cross-sectional survey was conducted using data from parents/guardians whose children participated in the Central Sydney Walk to School Program in inner-west Sydney, Australia. A total of 888 parents/guardians who were employed and worked outside home were included in this analysis. The role of the workplace in regards to active travel was assessed by asking the respondents' level of agreement to eight statements including workplace encouragement of active travel, flexible working hours, public transport availability, convenient parking, shower and change rooms for employees and whether they lived or worked in a safe place. Self-reported main mode of journey to work and demographic data were collected through a self-administrated survey. Binary logistic regression modelling was used to ascertain independent predictors of driving to work. Results Sixty nine per cent of respondents travelled to work by car, and 19% agreed with the statement, "My workplace encourages its employees to go to and from work by public transport, cycling and/or walking (active travel)." The survey respondents with a workplace encouraging active travel to work were significantly less likely to drive to work (49%) than those without this encouragement (73%) with an adjusted odds ratio (AOR) of 0.41 (95% CI 0.23-0.73, P = 0.002). Having convenient public transport close to the workplace or home was also an important factor that could discourage employees from driving to work with AOR 0.17 (95% CI 0.09-0.31, P < 0.0001) and AOR 0.50 (95% CI 0.28-0.90, P = 0.02) respectively. In contrast, convenient parking near the workplace significantly increased the likelihood of respondents driving to work (AOR 4.6, 95% CI 2.8-7.4, P < 0.0001). Conclusions There is a significant inverse association between the perception of workplace encouragement for active travel and driving to work. Increases in the number of workplaces that encourage their employees to commute to work via active travel could potentially lead to fewer employees driving to work. In order to make active travel more appealing than driving to work, workplace interventions should consider developing supportive workplace policies and environments. PMID:20113527

[Clinical characteristics of patients with workplace-associated mood disorder --comparison with non-workplace-associated group].

PubMed

Okazaki, Tsubasa; Kato, Satoshi

2011-01-01

The purpose of this study was to describe the clinical characteristics of patients with workplace-associated mood disorder. We conducted a clinical survey involving 84 clinical cases (regular employees suffering from mood disorder) who were hospitalized in the Psychiatry Department of Jichi Medical University Hospital, for a period over 8 years and 4 months between April 1st, 2000 and July 31st, 2008. The size of the workplace-associated group as a percentage of those patients in whom the onset of the symptom was occasioned by an evident issue at their workplace was 65%. This rate accounted for 74% of the total patients if clinical cases in which an evident issue at the workplace served as a significant trigger for the symptom were added to these patients in the case of an initial episode in the "non-workplace associated group". In the workplace-associated group, cases in which the premorbid character was a "depression-related personality" comprised only 42%, and was noticeably characterized by a perfection-oriented habit, enthusiastic character, conformity with other people, etc. Furthermore, the percentage of patients who were diagnosed with a "depression-related personality" comprised only 59% of the "overworked group", in which a heavy workload was evident in the workplace-associated group. In the workplace-associated group, the percentage of cases involving managerial workers was significantly high; their rate as initial cases was significantly high, as well the proportion of favorable outcomes. In the workplace-associated group, the percentage of patients who showed unambiguous depression at the initial stage was significantly low. Likewise, a similar result was obtained in the overworked group. Workplace-associated mood disorder today tends to have a stress-related aspect, or aspect of adjustment disorder. There was a period in many cases during which the main symptoms were insomnia, headache, panic attack, etc., prior to the onset of unambiguous depression in the workplace-associated mood disorder group. In depression associated with workplace-associated mood disorder, there are two pathological stages. The stage of adjustment disorder is the period in which such conditions are the main symptoms, and a serious or moderate stage of major depressive disorder is the period after full-scale depression develops in the wake of the former stage. What contributes to protection against depression are a proper diagnosis of depression whose pathological condition is at an early adjustment disorder stage and appropriate therapeutic measures.

Is there a role for workplaces in reducing employees' driving to work? Findings from a cross-sectional survey from inner-west Sydney, Australia.

PubMed

Wen, Li Ming; Kite, James; Rissel, Chris

2010-01-31

The role of workplaces in promoting active travel (walking, cycling or using public transport) is relatively unexplored. This study explores the potential for workplaces to reduce employees' driving to work in order to inform the development of workplace interventions for promoting active travel. An analysis of a cross-sectional survey was conducted using data from parents/guardians whose children participated in the Central Sydney Walk to School Program in inner-west Sydney, Australia. A total of 888 parents/guardians who were employed and worked outside home were included in this analysis. The role of the workplace in regards to active travel was assessed by asking the respondents' level of agreement to eight statements including workplace encouragement of active travel, flexible working hours, public transport availability, convenient parking, shower and change rooms for employees and whether they lived or worked in a safe place. Self-reported main mode of journey to work and demographic data were collected through a self-administrated survey. Binary logistic regression modelling was used to ascertain independent predictors of driving to work. Sixty nine per cent of respondents travelled to work by car, and 19% agreed with the statement, "My workplace encourages its employees to go to and from work by public transport, cycling and/or walking (active travel)." The survey respondents with a workplace encouraging active travel to work were significantly less likely to drive to work (49%) than those without this encouragement (73%) with an adjusted odds ratio (AOR) of 0.41 (95% CI 0.23-0.73, P = 0.002). Having convenient public transport close to the workplace or home was also an important factor that could discourage employees from driving to work with AOR 0.17 (95% CI 0.09-0.31, P < 0.0001) and AOR 0.50 (95% CI 0.28-0.90, P = 0.02) respectively. In contrast, convenient parking near the workplace significantly increased the likelihood of respondents driving to work (AOR 4.6, 95% CI 2.8-7.4, P < 0.0001). There is a significant inverse association between the perception of workplace encouragement for active travel and driving to work. Increases in the number of workplaces that encourage their employees to commute to work via active travel could potentially lead to fewer employees driving to work. In order to make active travel more appealing than driving to work, workplace interventions should consider developing supportive workplace policies and environments.

48 CFR 23.502 - Authority.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.502 Authority. 41 U.S.C. chapter 81, Drug-Free Workplace. [79 FR 24208, Apr...

Literacy at Work: The Workplace Basic Education Project Model of Delivery. EAE646 Language and Literacies: Contexts and Challenges in the Workplace.

ERIC Educational Resources Information Center

Newcombe, Jude

This publication is part of the study materials for the distance education course, Language and Literacies: Contexts and Challenges in the Workplace, in the Open Campus Program at Deakin University. The document traces the historical development of Australia's Workplace Basic Education Project (WBEP) model for taking literacy provision into the…

Perceived Life Satisfaction of Workplace Specialist I Faculty and Mentors Participating in a First-Year STEM Teacher Training Project

ERIC Educational Resources Information Center

Nickolich, David; Feldhaus, Charles; Cotton, Sam; Barrett, Andrew, II; Smallwood, Jim

2010-01-01

The purpose of this study was to measure perceived professional and personal life satisfaction of Indiana Workplace Specialist I (WS I) faculty and their mentors. Workplace Specialist I teachers are all first-year career and technical education (CTE) faculty who must complete the WS I training program to be eligible for the Workplace Specialist II…

Workplace Literacy and Basic Skills = L'alphabetisation et les competences de base en milieu de travail.

ERIC Educational Resources Information Center

Waugh, Sue

Workplace literacy and basic skills may be defined as skills needed by employees at work: reading, writing, math, and problem solving. Workplace literacy and skill requirements are based on the needs of each workplace and its workers. These skills are important because the work force needs to be highly skilled and adaptable to compete in a global…

The Future Workplace: Implications for Rehabilitation. Report from the Study Group. Institute on Rehabilitation Issues (14th, Memphis, Tennessee, October 1987).

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Research and Training Center in Vocational Rehabilitation.

This manual addresses the future workplace for persons with disabilities and the implications for rehabilitation. It presents information on trends and forecasts regarding work in the future, to stimulate thought and provoke action to meet the challenge presented by the future workplace. In an introductory section, the workplace of the future is…

Workplace Incivility in Nursing: A Literature Review Through the Lens of Ethics and Spirituality.

PubMed

Phillips, Gwenda Smith; MacKusick, Carol Isaac; Whichello, Ramona

A literature review was conducted to evaluate existing knowledge of incivility in the nursing workplace through the lens of nursing ethics and spirituality. Study articles presented a consistent theme of improved organizational commitment and job satisfaction when spirituality was injected into the workplace. It seems plausible to suggest a positive correlation between spirituality and more civil environments in nursing workplaces.

Problems in the Workplace: AIDS, Drug Testing, Sexual Harassment, and Smoking Restrictions. LERC Monograph Series No. 7. Second Edition.

ERIC Educational Resources Information Center

Durham, Robert; And Others

This document presents discussions of four problems that may be found in the workplace. "AIDS in the Workplace: Employee Safety and Rights" (Robert Durham and Burton White) explores issues of employee/employer relationship and the issue of Acquired immune deficiency syndrome (AIDS) in the workplace. It concludes that the management of the AIDS…

Exploring Individual, Social and Organisational Effects on Web 2.0-Based Workplace Learning: A Research Agenda for a Systematic Approach

ERIC Educational Resources Information Center

Zhao, Fang; Kemp, Linzi

2013-01-01

Web 2.0-based workplace learning is defined in this article as informal learning that takes place in the workplace through connections and collaborations mediated by Web 2.0 technology. Web 2.0-based workplace learning has the potential to enhance organisational learning and development. However, little systematic research has been published that…

Workplace Determinants of Social Capital: Cross-Sectional and Longitudinal Evidence from a Finnish Cohort Study

PubMed Central

Oksanen, Tuula; Kawachi, Ichiro; Kouvonen, Anne; Takao, Soshi; Suzuki, Etsuji; Virtanen, Marianna; Pentti, Jaana; Kivimäki, Mika; Vahtera, Jussi

2013-01-01

Objective To examine which contextual features of the workplace are associated with social capital. Methods This is a cohort study of 43,167 employees in 3090 Finnish public sector workplaces who responded to a survey of individual workplace social capital in 2000–02 (response rate 68%). We used ecometrics approach to estimate social capital of work units. Features of the workplace were work unit's demographic and employment patterns and size, obtained from employers' administrative records. We used multilevel-multinomial logistic regression models to examine cross-sectionally whether these features were associated with social capital between individuals and work units. Fixed effects models were used for longitudinal analyses in a subsample of 12,108 individuals to examine the effects of changes in workplace characteristics on changes in social capital between 2000 and 2004. Results After adjustment for individual characteristics, an increase in work unit size reduced the odds of high levels of individual workplace social capital (odds ratio 0.94, 95% confidence interval 0.91–0.98 per 30-person-year increase). A 20% increase in the proportion of manual and male employees reduced the odds of high levels of social capital by 8% and 23%, respectively. A 30% increase in temporary employees and a 20% increase in employee turnover were associated with 11% (95% confidence interval 1.04–1.17) and 24% (95% confidence interval 1.18–1.30) higher odds of having high levels of social capital respectively). Results from fixed effects models within individuals, adjusted for time-varying covariates, and from social capital of the work units yielded consistent results. Conclusions These findings suggest that workplace social capital is contextually patterned. Workplace demographic and employment patterns as well as the size of the work unit are important in understanding variations in workplace social capital between individuals and workplaces. PMID:23776555

Exposure to Secondhand Smoke and Attitudes Toward Smoke-Free Workplaces Among Employed U.S. Adults: Findings From the National Adult Tobacco Survey

PubMed Central

King, Brian A.; Homa, David M.; Dube, Shanta R.; Babb, Stephen D.

2015-01-01

Introduction This study assessed the prevalence and correlates of secondhand smoke (SHS) exposure and attitudes toward smoke-free workplaces among employed U.S. adults. Methods Data came from the 2009–2010 National Adult Tobacco Survey, a landline and cellular telephone survey of adults aged ≥18 years in the United States and the District of Columbia. National and state estimates of past 7-day workplace SHS exposure and attitudes toward indoor and outdoor smoke-free workplaces were assessed among employed adults. National estimates were calculated by sex, age, race/ethnicity, education, annual household income, sexual orientation, U.S. region, and smoking status. Results Among employed adults who did not smoke cigarettes, 20.4% reported past 7-day SHS exposure at their workplace (state range: 12.4% [Maine] to 30.8% [Nevada]). Nationally, prevalence of exposure was higher among males, those aged 18–44 years, non-Hispanic Blacks, Hispanics, and non-Hispanic American Indians/Alaska natives compared to non-Hispanic Whites, those with less education and income, those in the western United States, and those with no smoke-free workplace policy. Among all employed adults, 83.8% and 23.2% believed smoking should never be allowed in indoor and outdoor areas of workplaces, respectively. Conclusions One-fifth of employed U.S. adult nonsmokers are exposed to SHS in the workplace, and disparities in exposure exist across states and subpopulations. Most employed adults believe indoor areas of workplaces should be smoke free, and nearly one-quarter believe outdoor areas should be smoke free. Efforts to protect employees from SHS exposure and to educate the public about the dangers of SHS and benefits of smoke-free workplaces could be beneficial. PMID:24812025

Socioeconomic status and lifetime risk for workplace eye injury reported by a us population aged 50 years and over.

PubMed

Luo, Huabin; Beckles, Gloria L A; Fang, Xiangming; Crews, John E; Saaddine, Jinan B; Zhang, Xinzhi

2012-04-01

To examine whether socioeconomic status, as measured by educational attainment and annual household income, is associated with lifetime risk for workplace eye injury in a large US population. In analyses of data from the Behavioral Risk Factor Surveillance System (2005-2007, N = 43,510), we used logistic regression analysis and propensity score matching to assess associations between socioeconomic measures and lifetime risk for workplace eye injury among those aged ≥50 years. The lifetime prevalence of self-reported workplace eye injury was significantly higher among men (13.5%) than women (2.6%) (P < 0.001). After adjusting for age, race/ethnicity, eye care insurance, health status, and risk-taking behaviors, men with less than high school education (adjusted odds ratio [OR] = 2.24, 95% CI: 1.74-2.87) or high school education (adjusted OR = 1.92, 95% CI: 1.57-2.33) were more likely to report having had a lifetime workplace eye injury than those with more than a high school education. Men with an annual household income <$15,000 were also more likely to report having had a lifetime workplace eye injury than those whose income was >$50,000 (adjusted OR = 1.44, 95% CI: 1.07-1.95). After adjusting for other factors, no statistically significant associations between education, income, and lifetime workplace eye injury were found among women. Socioeconomic status was associated with lifetime risk for workplace eye injury among men but not women. Greater public awareness of individual and societal impacts of workplace eye injuries, especially among socioeconomically disadvantaged men, could help support efforts to develop a coordinated prevention strategy to minimize avoidable workplace eye injuries.

Millennials at work: workplace environments of young adults and associations with weight-related health.

PubMed

Watts, Allison W; Laska, Melissa N; Larson, Nicole I; Neumark-Sztainer, Dianne R

2016-01-01

The purpose of this study was to describe the workplace environments of young adults and examine associations with diet, physical activity (PA) and body mass index (BMI). Cross-sectional data were collected (2008-2009) from 1538 employed young adult participants in Project EAT (Eating and Activity among Teens and Young Adults), a diverse population-based sample. Survey measures assessed height, weight, diet, moderate-to-vigorous PA, transportation-related PA and perceptions of the workplace food and PA environments (eg, soda availability, coworker support). Healthful characteristics were summed to reflect overall workplace healthfulness. Modified Poisson regression analyses conducted in 2015 identified associations between workplace food and PA environments and diet, PA and BMI. The healthfulness of workplace environments was suboptimal. Greater exposure to healthful workplace characteristics was related to more young adults engaged in favourable diet and PA behaviours and a lower prevalence obesity. For example, adjusted rates of obesity were 24% and 17% among those reporting low (≤1 characteristic) versus high (≥3 characteristics) exposure to healthful food environments, respectively (p<0.05). Workplace characteristics independently associated with weight-related outcomes included soda availability, proximity to a fast food outlet, living close to work and perceived ease of eating a healthy diet or being active at work. A more healthful workplace environment overall, including physical attributes and perceived social norms, may contribute to more favourable weight-related behaviours and lower prevalence of obesity among young adults. Employer-initiated and community-initiated policies may represent one way to create healthier workplace environments for young adults. 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/

Integrated healthy workplace model: An experience from North Indian industry

PubMed Central

Thakur, Jarnail Singh; Bains, Puneet; Kar, Sitanshu Sekhar; Wadhwa, Sanjay; Moirangthem, Prabha; Kumar, Rajesh; Wadwalker, Sanjay; Sharma, Yashpal

2012-01-01

Background: Keeping in view of rapid industrialization and growing Indian economy, there has been a substantial increase in the workforce in India. Currently there is no organized workplace model for promoting health of industrial workers in India. Objective: To develop and implement a healthy workplace model in three industrial settings of North India. Materials and Methods: An operations research was conducted for 12 months in purposively selected three industries of Chandigarh. In phase I, a multi-stakeholder workshop was conducted to finalize the components and tools for the healthy workplace model. NCD risk factors were assessed in 947 employees in these three industries. In phase II, the healthy workplace model was implemented on pilot basis for a period of 12 months in these three industries to finalize the model. Findings: Healthy workplace committee with involvement of representatives of management, labor union and research organization was formed in three industries. Various tools like comprehensive and rapid healthy workplace assessment forms, NCD work-lite format for risk factors surveillance and monitoring and evaluation format were developed. The prevalence of tobacco use, ever alcoholics was found to be 17.8% and 47%, respectively. Around one-third (28%) of employees complained of back pain in the past 12 months. Healthy workplace model with focus on three key components (physical environment, psychosocial work environment, and promoting healthy habits) was developed, implemented on pilot basis, and finalized based on experience in participating industries. A stepwise approach for model with a core, expanded, and optional components were also suggested. An accreditation system is also required for promoting healthy workplace program. Conclusion: Integrated healthy workplace model is feasible, could be implemented in industrial setting in northern India and needs to be pilot tested in other parts of the country. PMID:23776318

Well-being in the workplace through interaction between individual characteristics and organizational context

PubMed Central

Biggio, Gianluca

2013-01-01

Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace. PMID:23422265

Well-being in the workplace through interaction between individual characteristics and organizational context.

PubMed

Biggio, Gianluca; Cortese, Claudio G

2013-02-18

Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace.

Workplace wellness recognition for optimizing workplace health: a presidential advisory from the American Heart Association.

PubMed

Fonarow, Gregg C; Calitz, Chris; Arena, Ross; Baase, Catherine; Isaac, Fikry W; Lloyd-Jones, Donald; Peterson, Eric D; Pronk, Nico; Sanchez, Eduardo; Terry, Paul E; Volpp, Kevin G; Antman, Elliott M

2015-05-19

The workplace is an important setting for promoting cardiovascular health and cardiovascular disease and stroke prevention in the United States. Well-designed, comprehensive workplace wellness programs have the potential to improve cardiovascular health and to reduce mortality, morbidity, and disability resulting from cardiovascular disease and stroke. Nevertheless, widespread implementation of comprehensive workplace wellness programs is lacking, and program composition and quality vary. Several organizations provide worksite wellness recognition programs; however, there is variation in recognition criteria, and they do not specifically focus on cardiovascular disease and stroke prevention. Although there is limited evidence to suggest that company performance on employer health management scorecards is associated with favorable healthcare cost trends, these data are not currently robust, and further evaluation is needed. As a recognized national leader in evidence-based guidelines, care systems, and quality programs, the American Heart Association/American Stroke Association is uniquely positioned and committed to promoting the adoption of comprehensive workplace wellness programs, as well as improving program quality and workforce health outcomes. As part of its commitment to improve the cardiovascular health of all Americans, the American Heart Association/American Stroke Association will promote science-based best practices for comprehensive workplace wellness programs and establish benchmarks for a national workplace wellness recognition program to assist employers in applying the best systems and strategies for optimal programming. The recognition program will integrate identification of a workplace culture of health and achievement of rigorous standards for cardiovascular health based on Life's Simple 7 metrics. In addition, the American Heart Association/American Stroke Association will develop resources that assist employers in meeting these rigorous standards, facilitating access to high-quality comprehensive workplace wellness programs for both employees and dependents, and fostering innovation and additional research. © 2015 American Heart Association, Inc.

Racial/ethnic differences in report of drug testing practices at the workplace level in the U.S.

PubMed

Becker, William C; Meghani, Salimah; Tetrault, Jeanette M; Fiellin, David A

2014-01-01

It is unknown whether racial/ethnic differences in report of workplace drug testing persist when analyzed within and across various occupations. We sought to examine the association between worker demographics, workplace characteristics, and report of employment in a workplace that performs drug testing. We performed a cross-sectional study of the 2008-2010 National Survey on Drug Use and Health examining the relationship between race/ethnicity and report of workplace drug testing among employed, white, black, or Hispanic respondents ≥18 years old. In logistic regression analysis, we adjusted for demographic, occupational, and other relevant variables and performed stratified analyses among three specific occupations. Among 69,163 respondents, 48.2% reported employment in a workplace that performs drug testing. On multivariable analysis, younger age, male sex, black race, income greater than $20,000, completion of high school and non-urban residence were associated with report of drug testing at one's workplace among the full sample as were non-white collar occupation, work in medium or large workplace, and absence of other substance abuse/dependence. In stratified analyses, black race was associated with report of workplace level drug testing among executive/administrative/managerial/financial workers and technicians/related support occupations; Hispanic ethnicity was associated with the outcome among technicians/related support occupations. Racial/ethnic differences in report of workplace drug testing exist within and across various occupations. These differences have important public health implications deserving further study. Increased report of drug testing where racial/ethnic minorities work highlights the potential bias that can be introduced when drug testing policies are not implemented in a universal fashion. © American Academy of Addiction Psychiatry.

Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

PubMed

Baxter, Siyan; Campbell, Sharon; Sanderson, Kristy; Cazaly, Carl; Venn, Alison; Owen, Carole; Palmer, Andrew J

2015-09-18

Workplace health promotion is focussed on improving the health and wellbeing of workers. Although quantifiable effectiveness and economic evidence is variable, workplace health promotion is recognised by both government and business stakeholders as potentially beneficial for worker health and economic advantage. Despite the current debate on whether conclusive positive outcomes exist, governments are investing, and business engagement is necessary for value to be realised. Practical tools are needed to assist decision makers in developing the business case for workplace health promotion programs. Our primary objective was to develop an evidence-based, simple and easy-to-use resource (calculator) for Australian employers interested in workplace health investment figures. Three phases were undertaken to develop the calculator. First, evidence from a literature review located appropriate effectiveness measures. Second, a review of employer-facilitated programs aimed at improving the health and wellbeing of employees was utilised to identify change estimates surrounding these measures, and third, currently available online evaluation tools and models were investigated. We present a simple web-based calculator for use by employers who wish to estimate potential annual savings associated with implementing a successful workplace health promotion program. The calculator uses effectiveness measures (absenteeism and staff turnover rates) and change estimates sourced from 55 case studies to generate the annual savings an employer may potentially gain. Australian wage statistics were used to calculate replacement costs due to staff turnover. The calculator was named the Workplace Health Savings Calculator and adapted and reproduced on the Healthy Workers web portal by the Australian Commonwealth Government Department of Health and Ageing. The Workplace Health Savings Calculator is a simple online business tool that aims to engage employers and to assist participation, development and implementation of workplace health promotion programs.

Workplace Safety: Indoor Environmental Quality

MedlinePlus

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Choking Prevention and Rescue Tips

MedlinePlus

... Workplace Training Driver Training First Aid Training Consulting Surveys Research Safety Topics Fatigue Drugs at Work Driving Workplace ... of an Effective Safety Management System Employee Perception Surveys Research Safety Topics Fatigue Drugs at Work Driving Workplace ...

Policy to Foster Civility and Support a Healthy Academic Work Environment.

PubMed

Clark, Cynthia M; Ritter, Katy

2018-06-01

Incivility in academic workplaces can have detrimental effects on individuals, teams, departments, and the campus community at large. Alternately, healthy academic workplaces generate heightened levels of employee satisfaction, engagement, and morale. This article describes the development and implementation of a comprehensive, legally defensible policy related to workplace civility and the establishment of a healthy academic work environment. A detailed policy exemplar is included to provide a structure for fostering a healthy academic work environment, a fair, consistent, confidential procedure for defining and addressing workplace incivility, a mechanism for reporting and subsequent investigation of uncivil acts if indicated, and ways to foster civility and respectful workplace behavior. The authors detail a step-by-step procedure and an incremental approach to address workplace incivility and reward policy adherence. [J Nurs Educ. 2018;57(6):325-331.]. Copyright 2018, SLACK Incorporated.