Barriers to Engagement in a Workplace Weight Management Program: A Qualitative Study.

Science.gov (United States)

Clancy, Shayna M; Stroo, Marissa; Schoenfisch, Ashley; Dabrera, Thushani; Østbye, Truls

2018-03-01

To investigate (1) why some participants in a workplace weight management program were more engaged in the program, (2) specific barriers and facilitators for engagement and weight loss, and (3) suggest how workplaces may better engage employees in these programs to improve their effectiveness. Qualitative study (8 focus groups). A large academic university and medical system. Twenty-six (5%) of the 550 employees who participated in a weight management program as part of the Steps to Health study. A trained moderator guided the audio-recorded focus groups. Transcripts were analyzed using the directed content analysis approach. Participants faced numerous barriers to engagement in workplace weight management programs, both within and outside the workplace. Participants viewed the coaches positively and reported that the coaches had a strong influence on their engagement in the program. Participants suggested increased frequency and variety of contact by coaches, on-site group exercise classes, and tailored educational materials. Workplace weight management programs may be improved by being more flexible around participants' schedules and changing needs, by increasing access to affordable, convenient exercise facilities, and by implementing institutional changes that encourage healthy eating and physical activity during the workday. Employers should measure program engagement and solicit participant feedback to ensure that the programs are appropriate and delivered in an optimal manner.

Implementation of a tobacco-free workplace program at a local mental health authority.

Science.gov (United States)

Correa-Fernández, Virmarie; Wilson, William T; Shedrick, Deborah A; Kyburz, Bryce; L Samaha, Hannah; Stacey, Timothy; Williams, Teresa; Lam, Cho Y; Reitzel, Lorraine R

2017-06-01

Tobacco-free workplace policies that incorporate evidence-based practices can increase the reach and effectiveness of tobacco dependence treatment among underserved populations but may be underutilized due to limited knowledge about implementation processes. This paper describes the implementation of a comprehensive tobacco-free workplace program at a behavioral healthcare community center in Texas. The center participated in a tobacco-free workplace program implementation project that provided guidance and resources and allowed center autonomy in implementation. Six employee-based subcommittees guided implementation of program components including consumer and staff surveys, policy development, signage, tobacco use assessments, communication, and nicotine replacement distribution. Timeline development, successes, challenges, lessons learned, and sustainability initiatives are delineated. Concerns about the tobacco-free workplace policy from the center's staff and consumers were gradually replaced by strong support for the initiative. Program success was enabled by consistent support from the center's leadership, publicity of program efforts, and educational campaigns. The center surpassed the program expectations when it adopted a tobacco-free hiring policy, which was not an initial program goal. This center's path to a tobacco-free workplace provides an implementation and sustainability model for other behavioral health community centers and other organizations to become tobacco free.

Workplace Violence Training Programs for Health Care Workers: An Analysis of Program Elements.

Science.gov (United States)

Arbury, Sheila; Hodgson, Michael; Zankowski, Donna; Lipscomb, Jane

2017-06-01

Commercial workplace violence (WPV) prevention training programs differ in their approach to violence prevention and the content they present. This study reviews 12 such programs using criteria developed from training topics in the Occupational Safety and Health Administration's (OSHA) Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers and a review of the WPV literature. None of the training programs addressed all the review criteria. The most significant gap in content was the lack of attention to facility-specific risk assessment and policies. To fill this gap, health care facilities should supplement purchased training programs with specific training in organizational policies and procedures, emergency action plans, communication, facility risk assessment, and employee post-incident debriefing and monitoring. Critical to success is a dedicated program manager who understands risk assessment, facility clinical operations, and program management and evaluation.

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

Science.gov (United States)

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.

75 FR 1591 - Green Technology Pilot Program

Science.gov (United States)

2010-01-12

... DEPARTMENT OF COMMERCE Patent and Trademark Office Green Technology Pilot Program ACTION: Proposed... methods: E-mail: [email protected] . Include A0651-0062 Green Technology Pilot Program [email protected] in... (USPTO) is implementing a streamlined examination pilot program for patent applications pertaining to...

75 FR 38422 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-07-02

... 2105-AD84 Procedures for Transportation Workplace Drug and Alcohol Testing Programs AGENCY: Office of..., 2011. DATES: This rule is effective July 2, 2010. FOR FURTHER INFORMATION CONTACT: For program issues... Federal Regulations, as follows: PART 40--PROCEDURES FOR TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING...

Utility green pricing programs: a statistical analysis of program effectiveness

International Nuclear Information System (INIS)

Ryan, W.; Scott, O.; Lori, B.; Blair, S.

2005-01-01

Utility green pricing programs represent one way in which consumers can voluntarily support the development of renewable energy. The design features and effectiveness of these programs varies considerably. Based on a survey of utility program managers in the United States, this article provides insight into which program features might help maximize both customer participation in green pricing programs and the amount of renewable energy purchased by customers in those programs. We find that program length has a substantial impact on customer participation and purchases; to achieve higher levels of success, utilities will need to remain committed to their product offering for some time. Our findings also suggest that utilities should consider higher renewable energy purchase thresholds for residential customers in order to maximize renewable energy sales. Smaller utilities are found to be more successful than larger utilities, and we find some evidence that providing private benefits to nonresidential participants can enhance success. Interestingly, we find little evidence that the cost of the green pricing product greatly impacts customer participation and renewable energy sales, at least over the narrow range of premiums embedded in our data set, and for the initial set of green power purchasers. (author)

75 FR 64692 - Green Technology Pilot Program

Science.gov (United States)

2010-10-20

... DEPARTMENT OF COMMERCE Patent and Trademark Office Green Technology Pilot Program ACTION: Proposed...- 0062 Green Technology Pilot Program comment'' in the subject line of the message. Fax: 571-273-0112... United States Patent and Trademark Office (USPTO) implemented a pilot program on December 8, 2009, that...

Understanding small business engagement in workplace violence prevention programs.

Science.gov (United States)

Bruening, Rebecca A; Strazza, Karen; Nocera, Maryalice; Peek-Asa, Corinne; Casteel, Carri

2015-01-01

Worksite wellness, safety, and violence prevention programs have low penetration among small, independent businesses. This study examined barriers and strategies influencing small business participation in workplace violence prevention programs (WVPPs). A semistructured interview guide was used in 32 telephone interviews. The study took place at the University of North Carolina Injury Prevention Research Center. Participating were a purposive sample of 32 representatives of small business-serving organizations (e.g., business membership organizations, regulatory agencies, and economic development organizations) selected for their experience with small businesses. This study was designed to inform improved dissemination of Crime Free Business (CFB), a WVPP for small, independent retail businesses. Thematic qualitative data analysis was used to identify key barriers and strategies for promoting programs and services to small businesses. Three key factors that influence small business engagement emerged from the analysis: (1) small businesses' limited time and resources, (2) low salience of workplace violence, (3) influence of informal networks and source credibility. Identified strategies include designing low-cost and convenient programs, crafting effective messages, partnering with influential organizations and individuals, and conducting outreach through informal networks. Workplace violence prevention and public health practitioners may increase small business participation in programs by reducing time and resource demands, addressing small business concerns, enlisting support from influential individuals and groups, and emphasizing business benefits of participating in the program.

Development and Pilot Test of the Workplace Readiness Questionnaire, a Theory-Based Instrument to Measure Small Workplaces' Readiness to Implement Wellness Programs.

Science.gov (United States)

Hannon, Peggy A; Helfrich, Christian D; Chan, K Gary; Allen, Claire L; Hammerback, Kristen; Kohn, Marlana J; Parrish, Amanda T; Weiner, Bryan J; Harris, Jeffrey R

2017-01-01

To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. In developing our scale, we first tested items via "think-aloud" interviews. We tested the revised items in a cross-sectional quantitative telephone survey. The study setting comprised small workplaces (20-250 employees) in low-wage industries. Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n = 9), and the United States (telephone survey, n = 201) served as study subjects. We generated items for each construct in Weiner's theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers' current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range, .75-.88) and was positively associated with wellness program implementation ( p < .05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. We developed a new questionnaire to assess small workplaces' readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner's theory of readiness for change.

Trends in Utility Green Pricing Programs (2006)

Energy Technology Data Exchange (ETDEWEB)

Bird, L.; Kaiser, M.

2007-10-01

In the early 1990s, only a handful of utilities offered their customers a choice of purchasing electricity generated from renewable energy sources. Today, more than 750 utilities--or about 25% of all utilities nationally--provide their customers a "green power" option. Through these programs, more than 70 million customers have the ability to purchase renewable energy to meet some portion or all of their electricity needs--or make contributions to support the development of renewable energy resources. Typically, customers pay a premium above standard electricity rates for this service. This report presents year-end 2006 data on utility green pricing programs, and examines trends in consumer response and program implementation over time. The data in this report, which were obtained via a questionnaire distributed to utility green pricing program managers, can be used by utilities to benchmark the success of their green power programs.

Trends in Utility Green Pricing Programs (2006)

Energy Technology Data Exchange (ETDEWEB)

Bird, Lori [National Renewable Energy Lab. (NREL), Golden, CO (United States); Kaiser, Marshall [National Renewable Energy Lab. (NREL), Golden, CO (United States)

2007-10-01

In the early 1990s, only a handful of utilities offered their customers a choice of purchasing electricity generated from renewable energy sources. Today, more than 750 utilities—or about 25% of all utilities nationally—provide their customers a “green power” option. Through these programs, more than 70 million customers have the ability to purchase renewable energy to meet some portion or all of their electricity needs—or make contributions to support the development of renewable energy resources. Typically, customers pay a premium above standard electricity rates for this service. This report presents year-end 2006 data on utility green pricing programs, and examines trends in consumer response and program implementation over time. The data in this report, which were obtained via a questionnaire distributed to utility green pricing program managers, can be used by utilities to benchmark the success of their green power programs.

Work Life Balance Programs at Workplaces in the US (Japanese)

OpenAIRE

KUROSAWA Masako

2011-01-01

With the very limited policy intervention, work-life balance (WLB) enhancing programs available at workplaces in the US are not as prevalent as those observed in most continental European countries. Nevertheless, starting in the late 80s, firms began to introduce WLB enhancing programs, mostly in terms of flexible schedules, as ways to help workers and improve firm performance. The availability of workplace flexibility, however, has been mostly limited to highly skilled workers. This paper sh...

Trends in Utility Green Pricing Programs (2004)

Energy Technology Data Exchange (ETDEWEB)

Bird, L.; Brown, E.

2005-10-01

In the early 1990s, only a handful of utilities offered their customers a choice of purchasing electricity generated from renewable energy sources. Today, nearly 600 utilities in regulated electricity markets--or almost 20% of all utilities nationally--provide their customers a "green power" option. Because some utilities offer programs in conjunction with cooperative associations or other publicly owned power entities, the number of distinct programs totals about 125. Through these programs, more than 40 million customers spanning 34 states have the ability to purchase renewable energy to meet some portion or all of their electricity needs--or make contributions to support the development of renewable energy resources. Typically, customers pay a premium above standard electricity rates for this service. This report presents year-end 2004 data on utility green pricing programs, and examines trends in consumer response and program implementation over time. The data in this report, which were obtained via a questionnaire distributed to utility green pricing program managers, can be used by utilities as benchmarks by which to gauge the success of their green power programs.

Trends in Utility Green Pricing Programs (2005)

Energy Technology Data Exchange (ETDEWEB)

Bird, Lori [National Renewable Energy Lab. (NREL), Golden, CO (United States); Brown, Elizabeth [National Renewable Energy Lab. (NREL), Golden, CO (United States)

2006-10-01

In the early 1990s, only a handful of utilities offered their customers a choice of purchasing electricity generated from renewable energy sources. Today, more than 600 utilities—or about 20% of all utilities nationally—provide their customers a “green power” option. Because some utilities offer programs in conjunction with cooperative associations or other publicly owned power entities, the number of distinct programs totals more than 130. Through these programs, more than 50 million customers have the ability to purchase renewable energy to meet some portion or all of their electricity needs—or make contributions to support the development of renewable energy resources. Typically, customers pay a premium above standard electricity rates for this service. This report presents year-end 2005 data on utility green pricing programs, and examines trends in consumer response and program implementation over time. The data in this report, which were obtained via a questionnaire distributed to utility green pricing program managers, can be used by utilities to benchmark the success of their green power programs.

Trends in Utility Green Pricing Programs (2003)

Energy Technology Data Exchange (ETDEWEB)

Bird, L.; Cardinal, K.

2004-09-01

Utilities first began offering consumers a choice of purchasing electricity generated from renewable energy sources in the early 1990s. Since then, the number of U.S. utilities offering green pricing programs has steadily grown. Today, more than 500 utilities in regulated electricity markets--or about 16% of all utilities nationally--offer their customers green power options. Because some of these utilities offer programs in conjunction with cooperative associations or other public power entities, the number of distinct programs is slightly more than 100. Through these programs, more than 33 million customers spanning 34 states have the ability to purchase renewable energy to meet some portion or all of their electricity needs, or make contributions to support the development of renewable energy resources. Typically, customers must pay a premium above standard electricity rates for this service. This report presents year-end 2003 data on utility green pricing programs, and examines trends in consumer response and program implementation over time. The data provided in this report can be used by utilities as benchmarks by which to gauge the success of their green power programs.

A workplace stretching program. Physiologic and perception measurements before and after participation.

Science.gov (United States)

Moore, T M

1998-12-01

The purpose of this study was to implement a primary prevention program in the workplace targeted to prevent muscle strains. Physiologic and perception measurements were taken before and after participation in a stretching program developed to improve flexibility through conditioning. A one group pre-test post-test design was used with 60 employees enrolled in a 36 session stretching program in the workplace. Flexibility was measured by a flexibility profile including the sit and reach test, bilateral body rotation measurements, and shoulder rotation measurements. A statistically significant increase was found in all flexibility measurements at the conclusion of the study for the participants as a total group. Perception, as measured by the Fox Physical Self Perception Profile, was statistically significant in relation to participants' perceptions of their body attractiveness, physical conditioning, and overall self worth at the program's conclusion. In addition, participants who completed the program had zero occurrences of musculoskeletal injuries during the 2 month period. The results of this study suggest that continued development and implementation of stretching programs in the workplace may benefit employees by increasing flexibility and potentially preventing injuries due to muscle strains. Stretching programs in the workplace also may improve components of employees' perceptions of their physical bodies.

Characteristics and effects of suicide prevention programs: comparison between workplace and other settings.

Science.gov (United States)

Takada, Misato; Shima, Satoru

2010-01-01

The present study reviews the literature on suicide prevention programs conducted in the workplace and other settings, namely school, the community, medical facilities, jail, and the army, by conducting an electronic literature search of all articles published between 1967 and November 2007. From a total of 256 articles identified, various contents of suicide prevention programs were determined, and in 34 studies, the effect of programs was evaluated. A review of the literature reveals that the common contents of suicide prevention programs in the workplace and other settings are education and training of individuals, development of a support network, cooperation from internal and external resources, as well as education and training of managers and staff. Although the characteristic contents of suicide prevention programs at the workplace aimed at improving personnel management and health care, screening and care for high-risk individuals, as well as improvement of building structures, were not described. Although a reduction in undesirable attitudes and an increase in mental health knowledge and coping skills in the workplace are in agreement with findings in other settings, suicide rate, suicide-associated behavior, and depression, which were assessed in other settings, were not evaluated in the three studies targeting the workplace.

Sustained Implementation Support Scale: Validation of a Measure of Program Characteristics and Workplace Functioning for Sustained Program Implementation.

Science.gov (United States)

Hodge, Lauren M; Turner, Karen M T; Sanders, Matthew R; Filus, Ania

2017-07-01

An evaluation measure of enablers and inhibitors to sustained evidence-based program (EBP) implementation may provide a useful tool to enhance organizations' capacity. This paper outlines preliminary validation of such a measure. An expert informant and consumer feedback approach was used to tailor constructs from two existing measures assessing key domains associated with sustained implementation. Validity and reliability were evaluated for an inventory composed of five subscales: Program benefits, Program burden, Workplace support, Workplace cohesion, and Leadership style. Exploratory and confirmatory factor analysis with a sample of 593 Triple P-Positive Parenting Program-practitioners led to a 28-item scale with good reliability and good convergent, discriminant, and predictive validity. Practitioners sustaining implementation at least 3 years post-training were more likely to have supervision/peer support, reported higher levels of program benefit, workplace support, and positive leadership style, and lower program burden compared to practitioners who were non-sustainers.

Green lights program in China

Energy Technology Data Exchange (ETDEWEB)

Dadi, Zhuo; Hong, Liu [Beijing Energy Efficiency Center (China)

1996-12-31

In China`s 9th 5-year plan (1996-2000), the Chinese government has placed high priority on energy conservation. The China Green Lights Program (CGLP) is listed as one of the key projects of energy conservation. The basic strategy of the CGLP is to mobilise all of the potential contributors to participate in the program, and to use market signals and supplementary non-market instruments to facilitate its implementation. Governmental funds and loans will be used as seed money to attract private participation in the program. The program contains the following elements: (1) Information dissemination to educate the public on the economic and other values of the program and to provide CGLP information to increase consumer awareness and, as a result, increase the demand for energy-efficient lighting systems. (2) Development of standards and codes for lighting systems, establishment of product specifications, and enforcement of product standards. (3) Development of quality certification and labelling system to provide assurances to consumers that the products they are purchasing will meet their performance and cost saving expectations. (4) Highlighted support and financing for production technology development and production capacity expansion. (5) Demonstration and pilot projects to boost consumer confidence in green lighting systems and to demonstrate new production technologies and processes. (6) International co-operation to expand the international exchange and absorb advanced technology and experience for implementation of the China Green Lights Program.

Workplace Lactation Programs in Small WIC Service Sites: A Potential Model.

Science.gov (United States)

Angeletti, Michelle A; Llossas, Jose R

2018-03-01

The Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) has an opportunity to protect, promote, and support breastfeeding by implementing and modeling workplace lactation programs in small WIC agencies that may have barriers regarding the lack of both human and financial resources. The goal of this article was to describe effective strategies for agency administrators in small WIC service sites so that they can reduce barriers, successfully implement workplace lactation policies and programs, and model successful strategies for other small employers. Copyright © 2017 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

Recruiting and Retaining Learners in Workplace Literacy Programs in New Zealand

Science.gov (United States)

Benseman, John

2013-01-01

Successful workplace literacy and numeracy programs are dependent on effective strategies to recruit and then retain course participants. This article reports on the recruitment strategies used in a large workplace literacy and numeracy project involving 535 workers in 18 courses. It provides an analysis of the strategies used, their rates of…

76 FR 34086 - Mandatory Guidelines for Federal Workplace Drug Testing Programs; Request for Information...

Science.gov (United States)

2011-06-10

... Mandatory Guidelines for Federal Workplace Drug Testing Programs; Request for Information Regarding Specific Issues Related to the Use of the Oral Fluid Specimen for Drug Testing AGENCY: Substance Abuse and Mental... may be applied to the Mandatory Guidelines for Federal Workplace Drug Testing Programs (oral fluid...

Development, implementation and management of a drug testing program in the workplace

Energy Technology Data Exchange (ETDEWEB)

Burtis, C.A.

1990-01-01

To combat the rising use of drugs in the workplace many American companies have implemented drug testing programs and are testing employees and job applicants for use of illegal drugs. In addition, on September 15, 1986, Executive Order No.12564 was issued by President Reagan, which requires all federal agencies to develop programs and policies, one of the goals of which is to achieve a drug-free federal workplace. Included in this Executive Order is the requirement that federal agencies implement drug testing has become a prevalent practice as a means to detect and deter drug use in the workplace. Before a drug testing program is implemented, it is imperative that policies and procedures are developed that (1) ensure the accuracy of test results, (2) protect the validity and integrity of the specimen, (3) guarantee due process, and (4) maintain confidentiality. To make certain that these prerequisites were met in the government drug testing programs, the US Department of Health and Human Services (HHS) was directed to develop technical and scientific guidelines for conducting such programs. 15 refs., 1 fig., 2 tabs.

Workplace disability management programs promoting return-to-work

DEFF Research Database (Denmark)

Gensby, Ulrik; Lund, Thomas; Kowalski, Krystyna

This report presents a Campbell systematic review on the effectiveness of workplace disability management programs (WPDM programs) promoting return to work (RTW), as implemented and practised by employers. The objectives of this review were to assess the effects of WPDM programs, to examine...... non-randomized studies (NRS) and eleven single group ‘before and after’ studies (B & A)), including data from eleven different WPDM programs, met the inclusion criteria. There were insufficient data on the characteristics of the sample and the effect sizes were uncertain. There is a lack of evidence...

Utility Green Pricing Programs: Design, Implementation, and Consumer Response

Energy Technology Data Exchange (ETDEWEB)

Bird, L.; Swezey, B.; Aabakken, J.

2004-02-01

The term green pricing refers to programs offered by utilities in traditionally regulated electricity markets, which allow customers to support the development of renewable energy sources by paying a small premium on their electric bills. Since the introduction of the concept in the United States, the number of unique utility green pricing programs has expanded from just a few programs in 1993 to more than 90 in 2002. About 10% of U.S. utilities offered a green pricing option to about 26 million consumers by the end of 2002. This report provides: (1) aggregate industry data on consumer response to utility programs, which indicate the collective impact of green pricing on renewable energy development nationally; and (2) market data that can be used by utilities as a benchmark for gauging the relative success of their green pricing programs. Specifically, the paper presents current data and trends in consumer response to green pricing, as measured by renewable energy sales, participants, participation rates, and new renewable energy capacity supported. It presents data on various aspects of program design and implementation, such as product pricing, ownership of supplies, retention rates, marketing costs, the effectiveness of marketing techniques, and methods of enrolling and providing value to customers.

Kodak Skills Enhancement Program. U.S. Department of Education National Workplace Literacy Project. Final Report.

Science.gov (United States)

Beaudin, Bart P.

The Kodak Skills Enhancement program was a workplace literacy project funded through the U.S. Department of Education's National Workplace Literacy Program. The project goals were as follows: (1) establish a positive climate within the Kodak corporate environment to ensure program effectiveness by garnering support at all levels; (2) determine the…

The impact of training program on nurses' attitudes toward workplace violence in Jordan.

Science.gov (United States)

Al-Ali, Nahla Mansour; Al Faouri, Ibrahim; Al-Niarat, Tahany Fareed

2016-05-01

Nurses' attitudes toward workplace violence are still inadequately explored, and possess an impact in preventing, and managing the violent incidents and the quality of nursing care. Creating a demand for an effective intervention program to improve nurses' knowledge of and attitudes toward workplace violence. To study the impact of the training program on nurses' attitudes toward workplace violence in a military hospital in Jordan. One group before-after design was employed. A stratified random sample of 100 nurses working in three shifts was recruited. Data were collected earlier and after the preparation program using the Attitudes Toward Patient Physical Assault Questionnaire. "The Framework Guidelines for addressing workplace violence in the health sector", was adopted in this work. The preparation sessions were for one day each week over five weeks. The post-test assessment was over five weeks using the same questionnaire. A total of 97 nurses completed the survey. The outcomes demonstrated the significant impact of the training program on nurses' attitudes towards workplace violence (t=6. 62, df=96, p=0.000). The prevalence of verbal abuse by patients and visitors was 63.9% and for physical abuse, 7.2% were from patients and 3.1% of visitors. Most violent incidents occurred during day duty and during delivering nursing care (40.2% and 32%, respectively). Major source of emotional support for abused nurses was from the nursing team (88.7%), while the legal support was from nursing management (48.5%). The study highlights a general concern among nursing staff about workplace violence. Confirming that violence prevention education for staff is a necessary step forward to deescalate the problem. A significant effect of the training program was evident in this study. Copyright © 2015 Elsevier Inc. All rights reserved.

Employee assistance programs, drug testing, and workplace injury.

Science.gov (United States)

Waehrer, Geetha M; Miller, Ted R; Hendrie, Delia; Galvin, Deborah M

2016-06-01

Little is known about the effects of employee assistance programs (EAPs) on occupational injuries. Multivariate regressions probed a unique data set that linked establishment information about workplace anti-drug programs in 1988 with occupational injury rates for 1405 establishments. EAPs were associated with a significant reduction in both no-lost-work and lost-work injuries, especially in the manufacturing and transportation, communication and public utilities industries (TCPU). Lost-work injuries were more responsive to specific EAP characteristics, with lower rates associated with EAPs staffed by company employees (most likely onsite). Telephone hotline services were associated with reduced rates of lost-work injuries in manufacturing and TCPU. Drug testing was associated with reductions in the rate of minor injuries with no lost work, but had no significant relationship with lost-work injuries. This associational study suggests that EAPs, especially ones that are company-staffed and ones that include telephone hotlines, may prevent workplace injuries. Copyright © 2016. Published by Elsevier Ltd.

Green Power Partnership Related Programs & Organizations

Science.gov (United States)

The U.S. EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. This page provides a brief program overview, including vision and accomplishments.

Fitness in the Workplace: A Corporate Challenge. A Handbook on Employee Programs.

Science.gov (United States)

President's Council on Physical Fitness and Sports, Washington, DC.

This handbook on employee fitness program describes the benefits of developing physical recreation programs in the workplace. Descriptions are offered of various successful programs and their impact on employee health and job performance. (JD)

75 FR 59105 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs: Federal Drug Testing...

Science.gov (United States)

2010-09-27

... 2105-AE03 Procedures for Transportation Workplace Drug and Alcohol Testing Programs: Federal Drug... the Federal workplace drug testing program but also pointed out that ``* * * the Department of.... Executive Order 12866 and Regulatory Flexibility Act This Interim Final Rule is not significant for purposes...

Barriers to Effective Implementation of Programs for the Prevention of Workplace Violence in Hospitals.

Science.gov (United States)

Blando, James; Ridenour, Marilyn; Hartley, Daniel; Casteel, Carri

2015-01-01

Effective workplace violence (WPV) prevention programs are essential, yet challenging to implement in healthcare. The aim of this study was to identify major barriers to implementation of effective violence prevention programs. After reviewing the related literature, the authors describe their research methods and analysis and report the following seven themes as major barriers to effective implementation of workplace violence programs: a lack of action despite reporting; varying perceptions of violence; bullying; profit-driven management models; lack of management accountability; a focus on customer service; and weak social service and law enforcement approaches to mentally ill patients. The authors discuss their findings in light of previous studies and experiences and offer suggestions for decreasing WPV in healthcare settings. They conclude that although many of these challenges to effective implementation of workplace violence programs are both within the program itself and relate to broader industry and societal issues, creative innovations can address these issues and improve WPV prevention programs.

Green exercise as a workplace intervention to reduce job stress. Results from a pilot study.

Science.gov (United States)

Calogiuri, Giovanna; Evensen, Katinka; Weydahl, Andi; Andersson, Kim; Patil, Grete; Ihlebæk, Camilla; Raanaas, Ruth K

2015-01-01

Stress and mental fatigue are major health threats to employees in office-based occupations. Physical activity is widely used as a stress-management intervention for employees. Moreover, experiences in contact with nature have been shown to provide stress-reduction and restoration from mental fatigue. In a pilot study designed as a randomized controlled trial we investigated the impact of a green-exercise intervention on psychological and physiological indicators of stress in municipality employees. Fourteen employees (7 females and 7 males, 49±8 yrs) volunteered in an exercise-based intervention in workplace either outdoors in a green/nature area or in an indoor exercise-setting. The intervention consisted of an information meeting and two exercise sessions, each including a biking bout and a circuit-strength sequence using elastic rubber bands (45-minutes, at about 55% of HR reserve, overall). Main outcomes were perceived environmental potential for restoration, affective state, blood pressure (BP) and cortisol awakening response (CAR AUC(G) and CAR AUC(I)) and cortisol levels in serum. Measurements were taken at baseline and in concomitance with the exercise sessions. Furthermore, affective state and self-reported physical activity levels were measured over a 10-weeks follow-up period. Compared with the indoor group, the nature group reported higher environmental potential for restoration (p <  0.001) and Positive Affect (p <  0.01), along with improved CAR AUC(I) (p = 0.04) and, marginally, diastolic BP (p = 0.05). The nature group also reported higher ratings of Positive Affect at follow-up (p = 0.02). Differences at post-exercise were not found for any of the other components of affective state, systolic BP, CAR AUC(G) and cortisol levels measured in serum. Green-exercise at the workplace could be a profitable way to manage stress and induce restoration among employees. Further studies on larger samples are needed in order to improve the

75 FR 44929 - Request for Information Regarding Workplace Substance Abuse Programs for Department of Energy...

Science.gov (United States)

2010-07-30

... alcohol in the workplace? Please provide evidence to support your answers. 10. The use of alcohol, even in... Information Regarding Workplace Substance Abuse Programs for Department of Energy Contractors AGENCY: Office... Department of Energy (DOE or the Department) requests information and comments on issues related to workplace...

Evaluating Workplace Education Programs.

Science.gov (United States)

MacMaster, Don

The Workplace Project (WPP) at Alpena Community College, in Michigan, uses a range of assessment instruments to measure learner performance in workplace classes. The Test of Adult Basic Education is administered at the beginning of the course to establish a baseline standardized test score, and again at the end of course to measure gains. Also,…

China Green Lights Program: A Review and Recommendations

Energy Technology Data Exchange (ETDEWEB)

Lin, Jiang

1999-06-10

This report reviews the development of China's Green Lights Program in the last two years, and discusses the remaining barriers to the widespread adoption of efficient lighting technologies in China: chiefly quality, high initial costs, and lack of accurate information. A variety of policy options are recommended for the future expansion of China's Green Lights Program.

Utility Green-Pricing Programs: What Defines Success? (Topical Issues Brief)

Energy Technology Data Exchange (ETDEWEB)

Swezey, B.; Bird, L.

2001-09-13

''Green pricing'' is an optional service through which customers can support a greater level of investment by their electric utility in renewable energy technologies. Electric utilities in 29 states are now implementing green-pricing programs. This report examines important elements of green-pricing programs, including the different types of programs offered, the premiums charged, customer response, and additional factors that experience indicates are key to the development of successful programs. The best-performing programs tend to share a number of common attributes related to product design, value creation, product pricing, and program implementation. The report ends with a list of ''best practices'' for utilities to follow when developing and implementing programs.

Utility Green Tariff Programs: Considerations for Federal Agencies

Energy Technology Data Exchange (ETDEWEB)

Heeter, Jenny

2017-05-08

This FEMP First Thursday presentation will explain the concept of a utility green tariff, how it differs from a green pricing program, and what questions federal agencies should have about participating.

Workplace wellness programs: how regulatory flexibility might undermine success.

Science.gov (United States)

Pomeranz, Jennifer L

2014-11-01

The Patient Protection and Affordable Care Act revised the law related to workplace wellness programs, which have become part of the nation's broader health strategy. Health-contingent programs are required to be reasonably designed. However, the regulatory requirements are lax and might undermine program efficacy in terms of both health gains and financial return. I propose a method for the government to support a best-practices approach by considering an accreditation or certification process. Additionally I discuss the need for program evaluation and the potential for employers to be subject to litigation if programs are not carefully implemented.

Renewable Energy Price-Stability Benefits in Utility Green Power Programs

Energy Technology Data Exchange (ETDEWEB)

Bird, L. A.; Cory, K. S.; Swezey, B. G.

2008-08-01

This paper examines utility experiences when offering the fixed-price benefits of renewable energy in green pricing programs, including the methods utilized and the impact on program participation. It focuses primarily on utility green pricing programs in states that have not undergone electric industry restructuring.

Workplace Setting of Mental Health Nursing Program Graduates in ...

African Journals Online (AJOL)

Rwanda Journal Series F: Medicine and Health Sciences Vol. 2 No. 2, 2015. Workplace Setting of Mental Health Nursing Program Graduates in Rwanda. Marie Claire Gasanganwa. 1. , Benoite Umubyeyi1, Darius Gishoma1. 1. University of Rwanda, College of Medicine and Health Sciences, Rwanda. Background.

A classification of components of workplace disability management programs

DEFF Research Database (Denmark)

Gensby, U; Labriola, Merete; Irvin, E

2014-01-01

Purpose: This paper presents results from a Campbell systematic review on the nature and effectiveness of workplace disability management programs (WPDM) promoting return to work (RTW), as implemented and practiced by employers. A classification of WPDM program components, based on the review...... were conducted in pairs of reviewers. Studies were clustered around various dimensions of the design and context of programs. Results: 16,932 records were identified by the initial search. 599 papers were assessed for relevance. Thirteen studies met inclusion criteria. Twelve peer reviewed articles...

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

Science.gov (United States)

2010-07-01

... VOCATIONAL AND ADULT EDUCATION, DEPARTMENT OF EDUCATION NATIONAL WORKPLACE LITERACY PROGRAM General § 472.1... education partnerships between business, industry, or labor organizations and educational organizations...

DESIGNING GREEN SUPPORT: INCENTIVE COMPATIBILITY AND THE COMMODITY PROGRAMS

OpenAIRE

Runge, C. Ford

1994-01-01

The purpose of this brief analysis is to consider the potential points of contact between a program of "green support" and the existing commodity programs in U.S. agriculture. These points of contact may take the form of conflict, complementarity, or neutrality. We shall assume initially that green support is "added" to the programs as they exist in 1994. Five main commodity program areas are considered: A. Deficiency payments resulting from the loan rate/target price structure B. Acreage red...

75 FR 26183 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-05-11

... 2105-AE01 Procedures for Transportation Workplace Drug and Alcohol Testing Programs AGENCY: Office of...: For program issues, Bohdan Baczara, Office of Drug and Alcohol Policy and Compliance, 1200 New Jersey... of Federal Regulations, as follows: [[Page 26184

Utility Green-Pricing Programs: What Defines Success? (Topical Issues Brief); TOPICAL

International Nuclear Information System (INIS)

Swezey, B.; Bird, L.

2001-01-01

''Green pricing'' is an optional service through which customers can support a greater level of investment by their electric utility in renewable energy technologies. Electric utilities in 29 states are now implementing green-pricing programs. This report examines important elements of green-pricing programs, including the different types of programs offered, the premiums charged, customer response, and additional factors that experience indicates are key to the development of successful programs. The best-performing programs tend to share a number of common attributes related to product design, value creation, product pricing, and program implementation. The report ends with a list of ''best practices'' for utilities to follow when developing and implementing programs

China Green Lights Program: A Review and Recommendations; TOPICAL

International Nuclear Information System (INIS)

Lin, Jiang

1999-01-01

This report reviews the development of China's Green Lights Program in the last two years, and discusses the remaining barriers to the widespread adoption of efficient lighting technologies in China: chiefly quality, high initial costs, and lack of accurate information. A variety of policy options are recommended for the future expansion of China's Green Lights Program

The BeUpstanding ProgramTM: Scaling up the Stand Up Australia Workplace Intervention for Translation into Practice

Directory of Open Access Journals (Sweden)

Genevieve N Healy

2016-05-01

Full Text Available Context and purpose: Too much sitting is now recognised as a common risk factor for several health outcomes, with the workplace identified as a key setting in which to address prolonged sitting time. The Stand Up Australia intervention was designed to reduce prolonged sitting in the workplace by addressing influences at multiple-levels, including the organisation, the environment, and the individual. Intervention success has been achieved within the context of randomised controlled trials, where research staff deliver several of the key intervention components. This study describes the initial step in the multi-phase process of scaling up the Stand Up Australia intervention for workplace translation. Methods: A research-government partnership was critical in funding and informing the prototype for the scaled up BeUpstanding programTM. Evidence, protocols and materials from Stand Up Australia were adapted in collaboration with funding partner Workplace Health and Safety Queensland to ensure consistency and compatibility with existing government frameworks and resources. In recognition of the key role of workplace champions in facilitating workplace health promotion programs, the BeUpstanding programTM is designed to be delivered through a stand-alone, free, website-based toolkit using a 'train the champion' approach. Key findings and significance: The BeUpstanding programTM was influenced by the increasing recognition of prolonged sitting as an emerging health issue as well as industry demand. The research-government partnership was critical in informing and resourcing the development of the scaled-up program.

Green Pricing Program Marketing Expenditures: Finding the Right Balance

Energy Technology Data Exchange (ETDEWEB)

Friedman, B.; Miller, M.

2009-09-01

In practice, it is difficult to determine the optimal amount to spend on marketing and administering a green pricing program. Budgets for marketing and administration of green pricing programs are a function of several factors: the region of the country; the size of the utility service area; the customer base and media markets encompassed within that service area; the point or stage in the lifespan of the program; and certainly, not least, the utility's commitment to and goals for the program. All of these factors vary significantly among programs. This report presents data on programs that have funded both marketing and program administration. The National Renewable Energy Laboratory (NREL) gathers the data annually from utility green pricing program managers. Programs reporting data to NREL spent a median of 18.8% of program revenues on marketing their programs in 2008 and 16.6% in 2007. The smallest utilities (those with less than 25,000 in their eligible customer base) spent 49% of revenues on marketing, significantly more than the overall median. This report addresses the role of renewable energy credit (REC) marketers and start-up costs--and the role of marketing, generally, in achieving program objectives, including expansion of renewable energy.

75 FR 69049 - Expansion and Extension of the Green Technology Pilot Program

Science.gov (United States)

2010-11-10

... under the Green Technology Pilot Program is available on the USPTO's Internet Web site at http://www... Extension of the Green Technology Pilot Program AGENCY: United States Patent and Trademark Office, Commerce...) implemented the Green [[Page 69050

Workplace Training Programs: Instruments for Human Capital Improvements or Screening Devices?

Science.gov (United States)

Brunetti, Irene; Corsini, Lorenzo

2017-01-01

Purpose: The purpose of this paper is to analyse the effect of an Italian training program on the re-employment probability of young unemployed workers. The program consists exclusively of workplace training and is coordinated by employment centers, even if it is fully implemented by firms. Design/Methodology/Approach: The authors develop a…

MARKETING PROGRAMS FOR GREEN PRODUCTS IN ACHIEVING ECOLOGICAL SUSTAINABILITY

Directory of Open Access Journals (Sweden)

Gabriela CĂPĂȚÎNĂ

2015-04-01

Full Text Available This article explores one dimension of green marketing programs: their potential application as a solution in achieving and maintaining the ecological sustainability on global market. We examine the necessity to develop and launch green products which can respond to environment degradation as a treatment against this phenomenon. This paper is structured in three sections: the first section is related to a clear delimitation and a better understanding of terms; the second one is an overview of the literature about ecological sustainability; the third section is the most relevant part of this paper because is trying to shape a framework of marketing programs for the development of green products, considering the decisions related to marketing mix elements. Even if green marketing programs make sense, current understanding of how managers can start to develop or transform their marketing efforts is far from comprehensive; therefore, this study is addressed to this knowledge gap.

Green supplier development program selection using NGT and VIKOR under fuzzy environment

DEFF Research Database (Denmark)

Awasthi, Anjali; Govindan, Kannan

2016-01-01

Developing environmental performance of suppliers is critical for green supply chain management. Organizations are nowadays investing in various green supplier development programs to enhance their supplier performances. The decision to select the right program for green supplier development...... is often a challenging decision due to lack of prior experience, limited quantitative information, specific context of the organization, and varying supplier backgrounds. This paper addresses the problem of evaluating green supplier development programs and proposes a fuzzy NGT (Nominal Group Technique......)-VIKOR (VlseKriterijumska Optimizacija I Kompromisno Resenje) based solution approach. NGT is used to identify criteria for evaluating green supplier development programs. Fuzzy theory is used to address qualitative (linguistic) ratings for the alternatives and the selected criteria used under lack...

A pilot study of an online workplace nutrition program: the value of participant input in program development.

Science.gov (United States)

Cousineau, Tara; Houle, Brian; Bromberg, Jonas; Fernandez, Kathrine C; Kling, Whitney C

2008-01-01

Tailored nutrition Web programs constitute an emerging trend in obesity prevention. Initial investment in innovative technology necessitates that the target population be well understood. This pilot study's purpose was to determine the feasibility of a workplace nutrition Web program. Formative research was conducted with gaming industry employees and benefits managers to develop a consensus on workplace-specific nutrition needs. A demonstration Web program was piloted with stakeholders to determine feasibility. Indiana, Mississippi, Nevada, and New Jersey gaming establishments. 86 employees, 18 benefits managers. Prototype Web program. Concept mapping; 16-item nutrition knowledge test; satisfaction. Concept mapping was used to aggregate importance ratings on programmatic content, which informed Web program curriculum. Chi-square tests were performed postintervention to determine knowledge improvement. (1) Employees and benefits managers exhibited moderate agreement about content priorities for the program (r = 0.48). (2) There was a significant increase in employees' nutrition knowledge scores postintervention (t = 7.16, df = 36, P benefit managers do not necessarily agree on the priority of nutrition-related content, suggesting a need for programs to appeal to various stakeholders. Computer-based approaches can address various stakeholder health concerns via tailored, customized programming.

Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University.

Directory of Open Access Journals (Sweden)

J Y Eng

Full Text Available Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university.In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model.The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001. There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001. The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001 and 0.56 mmHg/year (p<0.001, respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period.This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.

Pengaruh Program Green Hotel Terhadap Minat Beli Konsumen Di Hotel Di Indonesia

OpenAIRE

Sugianto, Evelyn; Kurniawan, Christabel Josephine

2017-01-01

Penelitian ini dilakukan untuk mengetahui seberapa besar pengaruh program green atau ramah lingkungan yang diterapkan oleh hotel di Indonesia terhadap minat menginap konsumen. Program green yang diteliti dalam penelitian ini adalah reduce consumption, green product and services, recyclables dan energy-saving. Teknik analisis data yangdigunakan dalam penelitian kuantitatif ini adalah Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa program reduce consumption dan energy-saving ber...

Effectiveness of workplace diabetes prevention programs: A systematic review of the evidence.

Science.gov (United States)

Brown, Sharon A; García, Alexandra A; Zuñiga, Julie A; Lewis, Kimberly A

2018-01-05

The primary purpose is to review diabetes workplace interventions and the degree to which they improve diabetes-related outcomes in employees diagnosed with or at risk for T2DM. Three electronic databases and ancestry searches were used to identify peer reviewed articles published in English from 2000 to June 2017. The number of participants represented by the 22 selected studies, excluding one large outlier, was 4243. On average, the samples were 57% female and ethnically diverse. Interventions-healthy eating behaviors, physical activity, and/or monitoring and self-managing diabetes and cardiovascular risk factors-were delivered in group sessions of fewer than 20 employees. Programs involved 1-h weekly sessions held during lunch hour or at other times during the workday for 12 to 24 weeks. Study outcomes, commonly measured at 6 and/or 12 months, were consistently positive. The literature search uncovered beginning evidence that workplace interventions hold promise for preventing diabetes and/or its complications. More rigorous, creatively designed, workplace studies, are needed for employees at high-risk for developing diabetes. Implications include the need for employer education about the benefits of employer support for such programs and attention to motivational strategies so employees will take full advantage of programs that are offered. Copyright © 2018 Elsevier B.V. All rights reserved.

Perceptions of medical graduates and their workplace supervisors towards a medical school clinical audit program.

Science.gov (United States)

Davis, Stephanie; O'Ferrall, Ilse; Hoare, Samuel; Caroline, Bulsara; Mak, Donna B

2017-07-07

This study explores how medical graduates and their workplace supervisors perceive the value of a structured clinical audit program (CAP) undertaken during medical school. Medical students at the University of Notre Dame Fremantle complete a structured clinical audit program in their final year of medical school.  Semi-structured interviews were conducted with 12 Notre Dame graduates (who had all completed the CAP), and seven workplace supervisors (quality and safety staff and clinical supervisors).  Purposeful sampling was used to recruit participants and data were analysed using thematic analysis. Both graduates and workplace supervisors perceived the CAP to be valuable. A major theme was that the CAP made a contribution to individual graduate's medical practice, including improved knowledge in some areas of patient care as well as awareness of healthcare systems issues and preparedness to undertake scientifically rigorous quality improvement activities. Graduates perceived that as a result of the CAP, they were confident in undertaking a clinical audit after graduation.  Workplace supervisors perceived the value of the CAP beyond an educational experience and felt that the audits undertaken by students improved quality and safety of patient care. It is vital that health professionals, including medical graduates, be able to carry out quality and safety activities in the workplace. This study provides evidence that completing a structured clinical audit during medical school prepares graduates to undertake quality and safety activities upon workplace entry. Other health professional faculties may be interested in incorporating a similar program in their curricula.

The impact of a workplace-based weight loss program on work-related outcomes in overweight male shift workers.

Science.gov (United States)

Morgan, Philip J; Collins, Clare E; Plotnikoff, Ronald C; Cook, Alyce T; Berthon, Bronwyn; Mitchell, Simon; Callister, Robin

2012-02-01

The aim of this study was to evaluate the impact of a workplace-based weight loss program (Workplace POWER [Preventing Obesity Without Eating like a Rabbit]) for male shift workers on a number of work-related outcomes. A total of 110 overweight/obese (body mass index = 25-40) (mean [SD] age = 44.3 [8.6] years; body mass index = 30.5 [3.6]) male employees at Tomago Aluminium (New South Wales, Australia) were randomized to either (i) Workplace POWER program (n = 65) or (ii) a 14-week wait-list control group (n = 45). Men were assessed at baseline and 14-week follow-up for weight, quality of life, sleepiness, productivity at work (presenteeism), absenteeism, and workplace injuries. Retention was 81%. Intention-to-treat analysis using linear mixed models revealed a significant intervention effect for weight, quality of life (mental), presenteeism, absenteeism, and injuries. The Workplace POWER weight loss program improved a number of important work-related outcomes in male shift workers.

Evaluation of a Workplace-Based Migraine Education Program.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; McCluskey, Maureen; Erickson, Denise; Schultz, Alyssa B

2016-08-01

Migraine affects approximately 10% of working-age adults and is associated with increased health care costs, absenteeism, and presenteeism in the workplace. A migraine education program was offered to United States employees of a global financial services organization. Two hundred forty three employees (46% response rate) completed both a baseline and 6-month follow-up migraine questionnaire. The program included webinars, E-mailed educational tips, and intranet-based resources. No change was found in the frequency of migraines but improvements were observed in the severity, workdays missed, effectiveness at work during migraine, and work/activity limitations. Participants reported taking action to identify and reduce migraine triggers. A worksite disease education program for migraine headache has the potential to significantly impact lost productivity and absenteeism for migraineurs.

Access to health programs at the workplace and the reduction of work presenteeism: a population-based cross-sectional study.

Science.gov (United States)

Bustillos, Arnaldo Sanchez; Trigoso, Oswaldo Ortiz

2013-11-01

To examine access to health programs at workplace as a determinant of presenteeism among adults. Data source was a subsample of the 2009-2010 Canadian Community Health Survey. The outcome was self-reported reduced activities at work (presenteeism). The explanatory variable was self-reported access to a health program at workplace. Logistic regression was used to measure the association between outcome and explanatory variables adjusting for potential confounders. Adjusting for sex, age, education, income, work stress, and chronic conditions, presenteeism was not associated with having access to a health program at workplace (adjusted odds ratio, 1.23; 95% confidence interval, 0.91 to 1.65). The odds of presenteeism were higher in workers who reported high work stress and those with chronic medical conditions. This study found that access to health programs at workplace is not significantly associated with a decline in presenteeism.

College of Lake County National Workplace Literacy Program. Final Report.

Science.gov (United States)

Gee, Mary Kay

The College of Lake County's 3-year National Workplace Literacy Program (1994-1997) contributed to economic development by meeting companies' changing educational and production needs as they fluctuated and met new challenges for global marketing and improvement. It assessed 883 employees at 8 business sites with customized assessment tools and…

Renewable Energy Price-Stability Benefits in Utility Green Power Programs. 36 pp

Energy Technology Data Exchange (ETDEWEB)

Bird, Lori A. [National Renewable Energy Lab. (NREL), Golden, CO (United States); Cory, Karlynn S. [National Renewable Energy Lab. (NREL), Golden, CO (United States); Swezey, Blair G. [Applied Materials, Santa Clara, CA (United States)

2008-08-01

This paper examines utility experiences when offering the fixed-price benefits of renewable energy in green pricing programs, including the methods utilized and the impact on program participation. It focuses primarily on utility green pricing programs in states that have not undergone electric industry restructuring.

Participatory workplace wellness programs: reward, penalty, and regulatory conflict.

Science.gov (United States)

Pomeranz, Jennifer L

2015-06-01

POLICY POINTS: Workplace wellness programs that provide incentives for completing a health risk assessment are a form of participatory programs. There are legal and ethical concerns when employers assess penalties for not completing a health risk assessment, raising questions about the voluntariness of such a program. The Departments of Treasury, Labor, and Health and Human Services' 2013 regulations for participatory programs and employers' current practices conflict with the Equal Employment Opportunity Commission's prevailing interpretation of the Americans with Disabilities Act of 1990. In keeping with the Patient Protection and Affordable Care Act, Congress revised the law related to workplace wellness programs. In June 2013, the Departments of Treasury, Labor, and Health and Human Services passed the final regulations, updating their 2006 regulatory framework. Participatory programs that reward the completion of a health risk assessment are now the most common type of wellness program in the United States. However, legal and ethical concerns emerge when employers utilize incentives that raise questions about the voluntariness of such programs. At issue is that under the Americans with Disabilities Act (ADA) of 1990, employers cannot require health-related inquiries and exams. To analyze the current interpretation of the ADA, I conducted research on both LexisNexis and federal agency websites. The resulting article evaluates the differences in the language of Congress's enabling legislation and the federal departments' regulations and how they may conflict with the ADA. It also reviews the federal government's authority to address both the legal conflict and ethical concerns related to nonvoluntary participatory programs. Employers' practices and the federal departments' regulations conflict with the current interpretation of the ADA by permitting employers to penalize employees who do not complete a health risk assessment. The departments' regulations may be

Green campus management based on conservation program in Universitas Negeri Semarang

Science.gov (United States)

Prihanto, Teguh

2018-03-01

Universitas Negeri Semarang (UNNES) has a great commitment in the development of higher education programs in line with its vision as a conservation - minded and internationally reputable university. Implementation of conservation programs with respect to the rules or conservation aspects of sustainable use, preservation, provisioning, protection, restoration and conservation of nature. In order to support the implementation of UNNES conservation program more focused, development strategies and development programs for each conservation scope are covered: (1) Biodiversity management; (2) Internal transportation management; (3) energy management; (4) Green building management; (5) Waste and water management; (6) Cultural conservation management. All related to conservation development strategies and programs are managed in the form of green campus management aimed at realizing UNNES as a green campus, characterized and reputable at the regional and global level.

The workplace window view

DEFF Research Database (Denmark)

Lottrup, Lene Birgitte Poulsen; Stigsdotter, Ulrika K.; Meilby, Henrik

2015-01-01

Office workers’ job satisfaction and ability to work are two important factors for the viability and competitiveness of most companies, and existing studies in contexts other than workplaces show relationships between a view of natural elements and, for example, student performance...... satisfaction, and that high view satisfaction was related to high work ability and high job satisfaction. Furthermore, the results indicated that job satisfaction mediated the effect of view satisfaction on work ability. These findings show that a view of a green outdoor environment at the workplace can...... be an important asset in workforce work ability and job satisfaction....

A Million Steps: Developing a Health Promotion Program at the Workplace to Enhance Physical Activity.

Science.gov (United States)

González-Dominguez, María Eugenia; Romero-Sánchez, José Manuel; Ares-Camerino, Antonio; Marchena-Aparicio, Jose Carlos; Flores-Muñoz, Manuel; Infantes-Guzmán, Inés; León-Asuero, José Manuel; Casals-Martín, Fernando

2017-11-01

The workplace is a key setting for the prevention of occupational risks and for promoting healthy activities such as physical activity. Developing a physically active lifestyle results in many health benefits, improving both well-being and quality of life. This article details the experience of two Spanish companies that implemented a program to promote physical exercise in the workplace, called "A Million Steps." This program aimed to increase the physical activity of participants, challenging them to reach at least a million steps in a month through group walks. Participant workers reached the set goal and highlighted the motivational and interpersonal functions of the program.

LABOR MARKET IN WORLDWIDE GREENING ECONOMY: RESTRUCTURING AND DEVELOPMENT PROBLEMS

Directory of Open Access Journals (Sweden)

L. Gatska

2014-12-01

Full Text Available Labor market is affected by ecologization processes in economy both nationally and globally. Positive and negative effects of this process are analyzed in this article. We defined 5 main areas where labor market is affected by "greening" processes: 1 еcologization create new workplaces for producing "green" goods; for implementation and support of ecology-friendly technical processes; in traditional business areas, connected to "greens"; 2 іt provide changes of overall employment rate; 3 labor market structure transform due to new ecology tendencies; 4 current workplaces become "greener", especially positions, connected to ecology; 5 it causes widespread social integration. We made a conclusion that the total effect of this process on labor market will depend on many economic and political factors. Number and quality of created workplaces will highly depend on level of demand for such specialists and on elasticity of employment. It will correlate with the number of workplaces, lost in traditional industries. Sum of gross benefits and damages will be equal to number of employees, who "green" their work conditions or will be forced to change their jobs at all.

Predictors of Participation and Completion in a Workplace Education Program.

Science.gov (United States)

Smith, Paula Sue; White, Bonnie Roe

1997-01-01

Responses from 351 employee participants in a workplace education program (218 completers) indicated they were mostly white, female high school graduates ages 26 to 35. Women with Test of Adult Basic Education math scores below 5.0 were less likely to complete. Those who completed higher grades in school were more likely to participate. (SK)

Changes in Men's Physical Activity and Healthy Eating Knowledge and Behavior as a Result of Program Exposure: Findings From the Workplace POWERPLAY Program.

Science.gov (United States)

Caperchione, Cristina M; Stolp, Sean; Bottorff, Joan L; Oliffe, John L; Johnson, Steven T; Seaton, Cherisse; Sharp, Paul; Jones-Bricker, Margaret; Lamont, Sonia; Errey, Sally; Healy, Theresa; Medhurst, Kerensa; Christian, Holly; Klitch, Megan

2016-12-01

The purpose of this study was to examine changes in physical activity and healthy eating knowledge and behaviors associated with the level of exposure to POWERPLAY, a men-centered workplace health promotion program. This study is based on a quasi-experimental prepost design. Using a computer assisted telephone interview survey, data regarding program exposure and physical activity and health eating knowledge and behaviors were collected from men (N = 103) in 4 workplaces. Exposure scores were calculated and participants were categorized as having low (n = 54) or high exposure (n = 49) to POWERPLAY. Compared with the low exposure group, those reporting high exposure scored significantly higher on physical activity knowledge (F (1, 99) =14.17, P workplace health promotion approach and may have an even greater impact when program exposure is augmented with environmental and policy changes.

Green marketing in the Massachusetts electric company retail competition pilot program

Energy Technology Data Exchange (ETDEWEB)

Rothstein, S.M.; Fang, J.M.

1997-10-01

With electric industry restructuring initiatives being introduced on the state and federal levels, retail access pilot programs serve an important function for examining competitive market issues, as well as marketing strategies and customer reactions to different power supply options. The experience gained through these pilots provides important insights into future power market operations, including the market for green power. The Massachusetts Electric Company`s (MECo`s) Choice: New England pilot for residential and small-business customers was a voluntary program developed primarily to test the billing and metering logistics that distribution companies will need in the competitive market. The pilot also offered a preview of program implementation and marketing under customer choice. It was the first retail competition pilot to explicitly include green power options in program design. The MECo pilot`s energy suppliers were selected through the issuance of a request for proposals (RFP). Respondents were asked to submit bids in one or more of three energy supply categories-price, green, and other options. These options were developed by the pilot administrator through internal meetings, discussions with state officials and other stakeholders, and a review of information from other similar pilots. For the green option, the pilot administrator did not establish a green standard. Instead, suppliers were allowed to submit offers that promoted environmental stewardship. Customer response to the different green options are reported. The pilot results clearly demonstrate that, in a competitive situation, there is interest in a variety of energy supply options, including green options. 2 tabs.

Workplace safety and health programs, practices, and conditions in auto collision repair businesses.

Science.gov (United States)

Brosseau, L M; Bejan, A; Parker, D L; Skan, M; Xi, M

2014-01-01

This article describes the results of a pre-intervention safety assessment conducted in 49 auto collision repair businesses and owners' commitments to specific improvements. A 92-item standardized audit tool employed interviews, record reviews, and observations to assess safety and health programs, training, and workplace conditions. Owners were asked to improve at least one-third of incorrect, deficient, or missing (not in compliance with regulations or not meeting best practice) items, of which a majority were critical or highly important for ensuring workplace safety. Two-thirds of all items were present, with the highest fraction related to electrical safety, machine safety, and lockout/tagout. One-half of shops did not have written safety programs and had not conducted recent training. Many had deficiencies in respiratory protection programs and practices. Thirteen businesses with a current or past relationship with a safety consultant had a significantly higher fraction of correct items, in particular related to safety programs, up-to-date training, paint booth and mixing room conditions, electrical safety, and respiratory protection. Owners selected an average of 58% of recommended improvements; they were most likely to select items related to employee Right-to-Know training, emergency exits, fire extinguishers, and respiratory protection. They were least likely to say they would improve written safety programs, stop routine spraying outside the booth, or provide adequate fire protection for spray areas outside the booth. These baseline results suggest that it may be possible to bring about workplace improvements using targeted assistance from occupational health and safety professionals.

GreenCommute: the Nortel Networks Transportation Demand Management (TDM) Program

Energy Technology Data Exchange (ETDEWEB)

Lewinson, S [Transport Canada, Ottawa, ON (Canada)

2001-07-01

The structural elements and the environmental benefits to the employer, the employees and the community of the 'GreenCommute' program, designed by Nortel Networks and negotiated with the City of Ottawa, the National Capital Commission, and OC Transpo (the regional transportation authority), are described. The program is designed to mitigate congestion, minimize infrastructure requirements, minimize parking area requirements and to act as a pilot program for the region. The Program was designed after extensive consultation with employees. Some 87 per cent of those who responded (40 per cent response rate) expressed willingness to try a commuting alternative, including walking, cycling and car-pooling. A program is complete with a comprehensive 'GreenCoummute' website for up-to-date information, an efficient ride-matching system based on postal code, highly visible support for alternative commuting including lighted signage for all walking, cycling, transit and car-pooling information at the main entrance to the Nortel Campus, and a one-month free pass for transit riders from OC Transpo. Mid-year 2000 results indicated that the GreenCommute program was well on its way to achieve targeted objectives for 2000. Experience to-date indicate that the program is well appreciated by employees, but there is an ongoing need to market the program by varied promotion and positive messaging.

75 FR 28554 - Elimination of Classification Requirement in the Green Technology Pilot Program

Science.gov (United States)

2010-05-21

...] Elimination of Classification Requirement in the Green Technology Pilot Program AGENCY: United States Patent... (USPTO) implemented the Green Technology Pilot Program on December 8, 2009, which permits patent... technologies. However, the pilot program was limited to only applications classified in a number of U.S...

A 3-Year Workplace-Based Intervention Program to Control Noncommunicable Disease Risk Factors in Sousse, Tunisia.

Science.gov (United States)

Bhiri, Sana; Maatoug, Jihene; Zammit, Nawel; Msakni, Zineb; Harrabi, Imed; Amimi, Souad; Mrizek, Nejib; Ghannem, Hassen

2015-07-01

To assess the effectiveness of a 3-year workplace-based intervention program on the control of the main noncommunicable disease risk factors (poor nutrition, physical inactivity, and tobacco use) among the employees of Sousse, Tunisia. We conducted a quasi-experimental study (pre- and postassessments with intervention and control groups) in six companies of the governorate of Sousse in Tunisia.The intervention program consisted of health education programs (eg, workshops, films and open sensitization days). We also scheduled free physical activity sessions and free smoking cessation consultations. Our intervention program showed meaningful improvement among the employees toward dietary and physical activity behaviors but not for tobacco use. Workplace is a crucial setting for health promotion, and future programs should consider a multisectoral approach to control the main noncommunicable disease risk factors.

Partnership in employee health. A workplace health program for British Columbia Public Service Agency (Canada).

Science.gov (United States)

Tarride, J E; Harrington, K; Balfour, R; Simpson, P; Foord, L; Anderson, L; Lakey, W

2011-01-01

To evaluate the My Health Matters! (MHM) program, a multifaceted workplace intervention relying on education and awareness, early detection and disease management with a focus on risk factors for metabolic syndrome. The MHM program was offered to 2,000 public servants working in more than 30 worksites in British Columbia, Canada. The MHM program included a health risk assessment combined with an opportunity to attend an on-site screening and face-to-face call back visits and related on-site educational programs. Clinical and economic outcomes were collected over time in this one-year prospective study coupled with administrative and survey data. Forty three per cent of employees (N=857) completed the online HRA and 23 per cent (N=447) attended the initial clinical visit with the nurse. Risk factors for metabolic syndrome were identified in more than half of those attending the clinical visit. The number of risk factors significantly decreased by 15 per cent over six months (N=141). The cost per employee completing the HRA was $205 while the cost per employee attending the initial clinical visit was $394. Eighty-two per cent of employees would recommend the program to other employers. This study supports that workplace interventions are feasible, sustainable and valued by employees. As such, this study provides a new framework for implementing and evaluating workplace interventions focussing on metabolic disorders.

Parents Working Together: development and feasibility trial of a workplace-based program for parents that incorporates general parenting and health behaviour messages

Directory of Open Access Journals (Sweden)

L. Wilson

2016-11-01

Full Text Available Abstract Background Parenting programs integrating general parenting and health behaviour messaging may be an effective childhood obesity prevention strategy. The current study explored workplaces as an alternate setting to deliver parenting programs. Methods This study involved two phases. The objective of the first phase was to explore interest in and preferred delivery mode of a workplace program that addresses general parenting and health behaviours. The objective of the second phase was to adapt and test the feasibility and acceptability of a pre-existing program that has been successfully run in community settings for parents in their workplace. To achieve the first objective, we conducted 9 individual or small group qualitative interviews with 11 workplace representatives involved in employee wellness/wellness programming from 8 different organizations across Southwestern Ontario. To achieve the second objective, we adapted a pre-existing program incorporating workplace representatives’ suggestions to create Parents Working Together (PWT. We then tested the program using a pre/post uncontrolled feasibility trial with 9 employees of a large manufacturing company located in Guelph, Ontario. Results Results from the qualitative phase showed that a workplace parenting program that addresses general parenting and health behaviour messages is of interest to workplaces. Results from the feasibility trial suggest that PWT is feasible and well received by participants; attendance rates were high with 89 % of the participants attending 5 or more sessions and 44 % attending all 7 sessions offered. All participants stated they would recommend the program to co-workers. Just over half of our parent participants were male (55.6 %, which is a unique finding as the majority of existing parenting programs engage primarily mothers. Impact evaluation results suggest that changes in children’s and parents’ weight-related behaviours, as well as

Parents Working Together: development and feasibility trial of a workplace-based program for parents that incorporates general parenting and health behaviour messages.

Science.gov (United States)

Wilson, L; Lero, Donna; Smofsky, Allan; Gross, Deborah; Haines, Jess

2016-11-10

Parenting programs integrating general parenting and health behaviour messaging may be an effective childhood obesity prevention strategy. The current study explored workplaces as an alternate setting to deliver parenting programs. This study involved two phases. The objective of the first phase was to explore interest in and preferred delivery mode of a workplace program that addresses general parenting and health behaviours. The objective of the second phase was to adapt and test the feasibility and acceptability of a pre-existing program that has been successfully run in community settings for parents in their workplace. To achieve the first objective, we conducted 9 individual or small group qualitative interviews with 11 workplace representatives involved in employee wellness/wellness programming from 8 different organizations across Southwestern Ontario. To achieve the second objective, we adapted a pre-existing program incorporating workplace representatives' suggestions to create Parents Working Together (PWT). We then tested the program using a pre/post uncontrolled feasibility trial with 9 employees of a large manufacturing company located in Guelph, Ontario. Results from the qualitative phase showed that a workplace parenting program that addresses general parenting and health behaviour messages is of interest to workplaces. Results from the feasibility trial suggest that PWT is feasible and well received by participants; attendance rates were high with 89 % of the participants attending 5 or more sessions and 44 % attending all 7 sessions offered. All participants stated they would recommend the program to co-workers. Just over half of our parent participants were male (55.6 %), which is a unique finding as the majority of existing parenting programs engage primarily mothers. Impact evaluation results suggest that changes in children's and parents' weight-related behaviours, as well as parents' reports of family interfering with work were in the

Workplace Literacy Program (WPL) at Chinatown Manpower Project, Inc. Final Evaluation.

Science.gov (United States)

Friedenberg, Joan E.

This document describes the procedures for and results of the external evaluation of the workplace literacy program for underemployed garment industry workers with low English skills at Chinatown Manpower Project, Inc. in Chinatown in New York City. The document describes the evaluation design and methodology as well as the evaluation results,…

Team awareness for workplace substance abuse prevention: the empirical and conceptual development of a training program.

Science.gov (United States)

Bennett, J B; Lehman, W E; Reynolds, G S

2000-09-01

This paper describes the empirical and theoretical development of a workplace training program to help reduce/prevent employee alcohol and drug abuse and enhance aspects of the work group environment that support ongoing prevention. The paper (1) examines the changing social context of the workplace (e.g., teamwork, privacy issues) as relevant for prevention, (2) reviews studies that assess risks and protective factors in employee substance abuse (work environment, group processes, and employee attitudes), (3) provides a conceptual model that focuses on work group processes (enabling, neutralization of deviance) as the locus of prevention efforts, (4) describes an enhanced team-oriented training that was derived from previous research and the conceptual model, and (5) describes potential applications of the program. It is suggested that the research and conceptual model may help prevention scientists to assess the organizational context of any workplace prevention strategy. The need for this team-oriented approach may be greater among employees who experience psychosocial risks such as workplace drinking climates, social alienation, and policies that emphasize deterrence (drug testing) over educative prevention. Limitations of the model are also discussed.

National Workplace Literacy Program (NWL) at Chinatown Manpower Project, Inc. Final Performance Report.

Science.gov (United States)

Tse, Ivy Au

The Chinatown Manpower Workplace Literacy Program was funded by the United States Department from November 1, 1993 to April 30, 1995. The program consisted of three 18-week cycles, each comprised of 50 hours of instruction of garment-related English and English as a Second Language aimed at upgrading the literacy level of Chinese workers;…

U.S. Department of Energy's EV Everywhere Workplace Charging Challenge, Mid-Program Review: Employees Plug In

Energy Technology Data Exchange (ETDEWEB)

2015-12-01

This Program Review takes an unprecedented look at the state of workplace charging in the United States -- a report made possible by U.S. Department of Energy leadership and valuable support from our partners as they share their progress in developing robust workplace charging programs. Through the Workplace Charging Challenge, more than 250 participants are accelerating the development the nation's worksite PEV charging infrastructure and are supporting cleaner, more convenient transportation options within their communities. Challenge partners are currently providing access to PEV charging stations at more than 440 worksites across the country and are influencing countless other organizations to do the same.

Stakeholder evaluation of an online program to promote physical activity and workplace safety for individuals with disability.

Science.gov (United States)

Nery-Hurwit, Mara; Kincl, Laurel; Driver, Simon; Heller, Brittany

2017-08-01

Individuals with disabilities face increasing health and employment disparities, including increased risk of morbidity and mortality and decreased earnings, occupational roles, and greater risk of injury at work. Thus, there is a need to improve workplace safety and health promotion efforts for people with disability. The purpose of this study was to obtain stakeholder feedback about an online program, Be Active, Work Safe, which was developed to increase the physical activity and workplace safety practices of individuals with disability. Eight stakeholders (content experts and individuals with disability) evaluated the 8-week online program and provided feedback on accessibility, usability, and content using quantitative and qualitative approaches. Stakeholders suggested changes to the organization, layout and accessibility, and content. This included making a stronger connection between the physical activity and workplace safety components of the program, broadening content to apply to individuals in different vocational fields, and reducing the number of participant assessments. Engaging stakeholders in the development of health promotion programs is critical to ensure the unique issues of the population are addressed and facilitate engagement in the program. Feedback provided by stakeholders improved the program and provided insight on barriers for adoption of the program. Copyright © 2017 Elsevier Ltd. All rights reserved.

'More effort and more time.' Considerations in the establishment of interprofessional education programs in the workplace.

Science.gov (United States)

Kent, Fiona; Nankervis, Katrina; Johnson, Christina; Hodgkinson, Marisa; Baulch, Julie; Haines, Terry

2018-01-01

The argument for integrating interprofessional education (IPE) activities into the workplace has been made concurrently with the call for collaborative clinical practice. An exploratory case study investigation of existing activities in a large metropolitan health care network was undertaken to inform the development of future IPE initiatives. Purposive sampling invited clinicians involved in the design or delivery of workplace IPE activities to participate in a semi-structured interview to discuss their existing programs and the opportunities and challenges facing future work. Interviews were audiotaped, transcribed and thematically analysed. In total, 15 clinicians were interviewed representing medicine, nursing, occupational therapy, pharmacy, physiotherapy, psychology, social work and speech pathology. The IPE programs identified included one medical and midwifery student workshop, several dedicated new graduate or intern programs combining the professions and multiple continuing professional development programs. Three dominant themes were identified to inform the development of future work: clinician factors, organisational factors and IPE considerations. In addition to the cultural, physical and logistical challenges associated with education that integrates professions in the workplace, the time required for the design and delivery of integrated team training should be accounted for when establishing such programs. Considerations for sustainability include ongoing investment in education skills for clinicians, establishment of dedicated education roles and expansion of existing education activities.

75 FR 8526 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-02-25

... 2105-AD64 Procedures for Transportation Workplace Drug and Alcohol Testing Programs AGENCY: Office of... required method. However, in response to comments requesting additional flexibility in testing methods, the... may increase flexibility and lower costs for employers who choose to use them over more expensive...

75 FR 8528 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-02-25

... OST 2105-AD84 Procedures for Transportation Workplace Drug and Alcohol Testing Programs AGENCY: Office... of small entities, for purposes of the Regulatory Flexibility Act. The Department makes these... necessary for the Department to conduct a regulatory evaluation or Regulatory Flexibility Analysis for this...

Building Capacity for Workplace Health Promotion: Findings From the Work@Health® Train-the-Trainer Program

Science.gov (United States)

Lang, Jason; Cluff, Laurie; Rineer, Jennifer; Brown, Darigg; Jones-Jack, Nkenge

2017-01-01

Small- and mid-sized employers are less likely to have expertise, capacity, or resources to implement workplace health promotion programs, compared with large employers. In response, the Centers for Disease Control and Prevention developed the Work@Health® employer training program to determine the best way to deliver skill-based training to employers of all sizes. The core curriculum was designed to increase employers’ knowledge of the design, implementation, and evaluation of workplace health strategies. The first arm of the program was direct employer training. In this article, we describe the results of the second arm—the program’s train-the-trainer (T3) component, which was designed to prepare new certified trainers to provide core workplace health training to other employers. Of the 103 participants who began the T3 program, 87 fully completed it and delivered the Work@Health core training to 233 other employers. Key indicators of T3 participants’ knowledge and attitudes significantly improved after training. The curriculum delivered through the T3 model has the potential to increase the health promotion capacity of employers across the nation, as well as organizations that work with employers, such as health departments and business coalitions. PMID:28829622

Teacher learning as workplace learning

NARCIS (Netherlands)

Imants, J.; Van Veen, K.

2010-01-01

Against the background of increasing attention in teacher professional development programs for situating teacher learning in the workplace, an overview is given of what is known in general and in educational workplace learning literature on the characteristics and conditions of the workplace.

Workplace wellness programs in Canada: an exploration of key issues.

Science.gov (United States)

Morrison, Erin; MacKinnon, Neil J

2008-01-01

Faced with the reality of rising health costs, Canadian employers are thinking beyond traditional notions of responsibility for employee health and have begun to embrace Workplace Wellness Programs (WWPs). This article investigates the critical issues of WWPs in the Canadian context from the perspective of key stakeholders. Using a combination of literature and key informant interviews, seven key themes are presented along with recommendations for wider implementation of WWPs in Canada.

Robotized workplaces vs. economic impacts on power engineering

International Nuclear Information System (INIS)

Iring, P.; Tothova, M.; Bozek, P.

2012-01-01

Virtual technology is a unique tool for saving energy and environment. The cost for programming real workplace is substantially higher than the programming virtual workplace. The paper deals with the creation and programming of virtual Robotized workplace. In practice of technology workplaces with robots, the computer technology is used. The used technology should be independent on the platform it will be presented on as well as the newest standards in computer technologies should be used. (Authors)

75 FR 8524 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-02-25

... 2105-AD67 Procedures for Transportation Workplace Drug and Alcohol Testing Programs AGENCY: Office of... IFR to mitigate this conflict between the DOT rules and what we view as beneficial State laws by.... It merely eliminated a conflict that would have precluded parties from complying with certain State...

Financial incentives: only one piece of the workplace wellness puzzle comment on "corporate wellness programs: implementation challenges in the modern american workplace".

Science.gov (United States)

Busum, Kristin Van; Mattke, Soeren

2013-11-01

In this commentary, we argue that financial incentives are only one of many key components that employers should consider when designing and implementing a workplace wellness program. Strategies such as social encouragement and providing token rewards may also be effective in improving awareness and engagement. Should employers choose to utilize financial incentives, they should tailor them to the goals for the program as well as the targeted behaviors and health outcomes.

75 FR 13009 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2010-03-18

... DEPARTMENT OF TRANSPORTATION Office of the Secretary 49 CFR Part 40 [Docket DOT-OST-2008-0088] RIN OST 2105-AD84 Procedures for Transportation Workplace Drug and Alcohol Testing Programs Correction In rule document 2010-3731 beginning on page 8528 in the issue of Thursday, February 25, 2010, make the...

76 FR 18072 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Science.gov (United States)

2011-04-01

... Workplace Drug and Alcohol Testing Programs CFR Correction In Title 49 of the Code of Federal Regulations...) * * * (2) * * * (i) Positive, with drug(s)/metabolite(s) noted, with numerical values for the drug(s) or drug metabolite(s). (ii) Positive-dilute, with drug(s)/metabolite(s) noted, with numerical values for...

Employee Perceptions of Workplace Health Promotion Programs: Comparison of a Tailored, Semi-Tailored, and Standardized Approach.

Science.gov (United States)

Street, Tamara D; Lacey, Sarah J

2018-04-28

In the design of workplace health promotion programs (WHPPs), employee perceptions represent an integral variable which is predicted to translate into rate of user engagement (i.e., participation) and program loyalty. This study evaluated employee perceptions of three workplace health programs promoting nutritional consumption and physical activity. Programs included: (1) an individually tailored consultation with an exercise physiologist and dietitian; (2) a semi-tailored 12-week SMS health message program; and (3) a standardized group workshop delivered by an expert. Participating employees from a transport company completed program evaluation surveys rating the overall program, affect, and utility of: consultations ( n = 19); SMS program ( n = 234); and workshops ( n = 86). Overall, participants’ affect and utility evaluations were positive for all programs, with the greatest satisfaction being reported in the tailored individual consultation and standardized group workshop conditions. Furthermore, mode of delivery and the physical presence of an expert health practitioner was more influential than the degree to which the information was tailored to the individual. Thus, the synergy in ratings between individually tailored consultations and standardized group workshops indicates that low-cost delivery health programs may be as appealing to employees as tailored, and comparatively high-cost, program options.

Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism.

Science.gov (United States)

Ammendolia, Carlo; Côté, Pierre; Cancelliere, Carol; Cassidy, J David; Hartvigsen, Jan; Boyle, Eleanor; Soklaridis, Sophie; Stern, Paula; Amick, Benjamin

2016-11-25

Presenteeism is a growing problem in developed countries mostly due to an aging workforce. The economic costs related to presenteeism exceed those of absenteeism and employer health costs. Employers are implementing workplace health promotion and wellness programs to improve health among workers and reduce presenteeism. How best to design, integrate and deliver these programs are unknown. The main purpose of this study was to use an intervention mapping approach to develop a workplace health promotion and wellness program aimed at reducing presenteeism. We partnered with a large international financial services company and used a qualitative synthesis based on an intervention mapping methodology. Evidence from systematic reviews and key articles on reducing presenteeism and implementing health promotion programs was combined with theoretical models for changing behavior and stakeholder experience. This was then systematically operationalized into a program using discussion groups and consensus among experts and stakeholders. The top health problem impacting our workplace partner was mental health. Depression and stress were the first and second highest cause of productivity loss respectively. A multi-pronged program with detailed action steps was developed and directed at key stakeholders and health conditions. For mental health, regular sharing focus groups, social networking, monthly personal stories from leadership using webinars and multi-media communications, expert-led workshops, lunch and learn sessions and manager and employee training were part of a comprehensive program. Comprehensive, specific and multi-pronged strategies were developed and aimed at encouraging healthy behaviours that impact presenteeism such as regular exercise, proper nutrition, adequate sleep, smoking cessation, socialization and work-life balance. Limitations of the intervention mapping process included high resource and time requirements, the lack of external input and viewpoints

MARKETING PROGRAMS FOR GREEN PRODUCTS IN ACHIEVING ECOLOGICAL SUSTAINABILITY

OpenAIRE

Gabriela CĂPĂȚÎNĂ; Roxana-Denisa STOENESCU

2015-01-01

This article explores one dimension of green marketing programs: their potential application as a solution in achieving and maintaining the ecological sustainability on global market. We examine the necessity to develop and launch green products which can respond to environment degradation as a treatment against this phenomenon. This paper is structured in three sections: the first section is related to a clear delimitation and a better understanding of terms; the second one is an overvi...

The Three-Year (1995-1997) Workplace Literacy Program at Chinatown Manpower Project, Inc. Final Evaluation.

Science.gov (United States)

Friedenberg, Joan E.

An external evaluation was conducted of the Workplace Literacy Program at Chinatown Manpower Project, Inc., which provided oral and written job-specific instruction in English as a second language to Chinese garment workers. The program was designed for underemployed garment industry workers with low English proficiency, including seamstresses,…

Designing a workplace return-to-work program for occupational low back pain: an intervention mapping approach

Directory of Open Access Journals (Sweden)

Ammendolia Carlo

2009-06-01

Full Text Available Abstract Background Despite over 2 decades of research, the ability to prevent work-related low back pain (LBP and disability remains elusive. Recent research suggests that interventions that are focused at the workplace and incorporate the principals of participatory ergonomics and return-to-work (RTW coordination can improve RTW and reduce disability following a work-related back injury. Workplace interventions or programs to improve RTW are difficult to design and implement given the various individuals and environments involved, each with their own unique circumstances. Intervention mapping provides a framework for designing and implementing complex interventions or programs. The objective of this study is to design a best evidence RTW program for occupational LBP tailored to the Ontario setting using an intervention mapping approach. Methods We used a qualitative synthesis based on the intervention mapping methodology. Best evidence from systematic reviews, practice guidelines and key articles on the prognosis and management of LBP and improving RTW was combined with theoretical models for managing LBP and changing behaviour. This was then systematically operationalized into a RTW program using consensus among experts and stakeholders. The RTW Program was further refined following feedback from nine focus groups with various stakeholders. Results A detailed five step RTW program was developed. The key features of the program include; having trained personnel coordinate the RTW process, identifying and ranking barriers and solutions to RTW from the perspective of all important stakeholders, mediating practical solutions at the workplace and, empowering the injured worker in RTW decision-making. Conclusion Intervention mapping provided a useful framework to develop a comprehensive RTW program tailored to the Ontario setting.

Designing a workplace return-to-work program for occupational low back pain: an intervention mapping approach

Science.gov (United States)

Ammendolia, Carlo; Cassidy, David; Steensta, Ivan; Soklaridis, Sophie; Boyle, Eleanor; Eng, Stephanie; Howard, Hamer; Bhupinder, Bains; Côté, Pierre

2009-01-01

Background Despite over 2 decades of research, the ability to prevent work-related low back pain (LBP) and disability remains elusive. Recent research suggests that interventions that are focused at the workplace and incorporate the principals of participatory ergonomics and return-to-work (RTW) coordination can improve RTW and reduce disability following a work-related back injury. Workplace interventions or programs to improve RTW are difficult to design and implement given the various individuals and environments involved, each with their own unique circumstances. Intervention mapping provides a framework for designing and implementing complex interventions or programs. The objective of this study is to design a best evidence RTW program for occupational LBP tailored to the Ontario setting using an intervention mapping approach. Methods We used a qualitative synthesis based on the intervention mapping methodology. Best evidence from systematic reviews, practice guidelines and key articles on the prognosis and management of LBP and improving RTW was combined with theoretical models for managing LBP and changing behaviour. This was then systematically operationalized into a RTW program using consensus among experts and stakeholders. The RTW Program was further refined following feedback from nine focus groups with various stakeholders. Results A detailed five step RTW program was developed. The key features of the program include; having trained personnel coordinate the RTW process, identifying and ranking barriers and solutions to RTW from the perspective of all important stakeholders, mediating practical solutions at the workplace and, empowering the injured worker in RTW decision-making. Conclusion Intervention mapping provided a useful framework to develop a comprehensive RTW program tailored to the Ontario setting. PMID:19508728

Hospital Job Skills Enhancement Program: A Workplace Literacy Project. Final Evaluation Report.

Science.gov (United States)

Nurss, Joanne R.

A workplace literacy program was designed to improve the literacy skills of entry-level workers in the housekeeping, food service, and laundry departments of Grady Memorial Hospital in Atlanta. Classes were held twice per week for 36 weeks at the hospital on job time. Literacy was defined as reading, writing, oral communication, and problem…

Workplace wellness programming in low-and middle-income countries: a qualitative study of corporate key informants in Mexico and India.

Science.gov (United States)

Wipfli, Heather; Zacharias, Kristin Dessie; Nivvy Hundal, Nuvjote; Shigematsu, Luz Myriam Reynales; Bahl, Deepika; Arora, Monika; Bassi, Shalini; Kumar, Shubha

2018-05-09

A qualitative study of key informant semi-structured interviews were conducted between March and July 2016 in Mexico and India to achieve the following aims: to explore corporations' and stakeholders' views, attitudes and expectations in relation to health, wellness and cancer prevention in two middle-income countries, and to determine options for health professions to advance their approach to workplace wellness programming globally, including identifying return-on-investment incentives for corporations to implement wellness programming. There is an unmet demand for workplace wellness resources that can be used by corporations in an international context. Corporations in India and Mexico are already implementing a range of health-related wellness programs, most often focused on disease prevention and management. A number of companies indicated interest is collecting return on investment data but lacked the knowledge and tools to carry out return-on-investment analyses. There was widespread interest in partnership with international non-governmental organizations (public health organizations) and a strong desire for follow-up among corporations interviewed, particularly in Mexico. As low-and middle-income countries continue to undergo economic transitions, the workforce and disease burden continue to evolve as well. Evidence suggests a there is a growing need for workplace wellness initiatives in low-and middle-income countries. Results from this study suggest that while corporations in India and Mexico are implementing wellness programming in some capacity, there are three areas where corporations could greatly benefit from assistance in improving wellness programming in the workplace: 1) innovative toolkits for workplace wellness initiatives and technical support for adaptation, 2) assistance with building partnerships to help implement wellness initiatives and build capacity, and 3) tools and training to collect data for surveillance as well as monitoring and

Digital health intervention as an adjunct to a workplace health program in hypertension.

Science.gov (United States)

Senecal, Conor; Widmer, R Jay; Johnson, Matthew P; Lerman, Lilach O; Lerman, Amir

2018-05-30

Hypertension is a common and difficult-to-treat condition; digital health tools may serve as adjuncts to traditional pharmaceutical and lifestyle-based interventions. Using a retrospective observational study we sought to evaluate the effect of a desktop and mobile digital health intervention (DHI) as an adjunct to a workplace health program in those previously diagnosed with hypertension. As part of a workplace health program, 3330 patients were identified as previously diagnosed with hypertension. A DHI was made available to participants providing motivational and educational materials assisting in the management of hypertension. We evaluated changes in blood pressure, weight, and body mass index (BMI) between users and nonusers based on login frequency to the DHI using multivariate regression through the five visits over the course of 1 year. One thousand six hundred twenty-two (49%) participants logged into the application at least once. DHI users had significant greater improvements in systolic blood pressure (SBP; -2.79 mm Hg), diastolic blood pressure (-2.12 mm Hg), and BMI (-0.23 kg/m 2 ) at 1 year. Increased login frequency was significantly correlated with reductions in SBP, diastolic blood pressure, weight, and BMI (P ≤ .014). This large, observational study provides evidence that a DHI as an adjunct to a workplace health program is associated with greater improvement in blood pressure and BMI at 1 year. This study adds to the growing body of evidence that DHIs may be useful in augmenting the treatment of hypertension in addition to traditional management with pharmaceuticals and lifestyle changes. Copyright © 2018 American Heart Association. Published by Elsevier Inc. All rights reserved.

National Workplace Literacy Program (NWLP) at Chinatown Manpower Project, Inc. Final Performance Report.

Science.gov (United States)

Tse, Ivy Au

The Chinatown Manpower Project continued as the education partner in a Workplace Literacy Program (WLP) for the Chinese garment workers in New York City. Local 23-25, Union of Needletrades, Industrial and Textile Employees, was the union partner; the Greater Blouse, Skirt & Undergarment Association, Inc., and the Continental Garment Manufacturers…

Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism

Directory of Open Access Journals (Sweden)

Carlo Ammendolia

2016-11-01

Full Text Available Abstract Background Presenteeism is a growing problem in developed countries mostly due to an aging workforce. The economic costs related to presenteeism exceed those of absenteeism and employer health costs. Employers are implementing workplace health promotion and wellness programs to improve health among workers and reduce presenteeism. How best to design, integrate and deliver these programs are unknown. The main purpose of this study was to use an intervention mapping approach to develop a workplace health promotion and wellness program aimed at reducing presenteeism. Methods We partnered with a large international financial services company and used a qualitative synthesis based on an intervention mapping methodology. Evidence from systematic reviews and key articles on reducing presenteeism and implementing health promotion programs was combined with theoretical models for changing behavior and stakeholder experience. This was then systematically operationalized into a program using discussion groups and consensus among experts and stakeholders. Results The top health problem impacting our workplace partner was mental health. Depression and stress were the first and second highest cause of productivity loss respectively. A multi-pronged program with detailed action steps was developed and directed at key stakeholders and health conditions. For mental health, regular sharing focus groups, social networking, monthly personal stories from leadership using webinars and multi-media communications, expert-led workshops, lunch and learn sessions and manager and employee training were part of a comprehensive program. Comprehensive, specific and multi-pronged strategies were developed and aimed at encouraging healthy behaviours that impact presenteeism such as regular exercise, proper nutrition, adequate sleep, smoking cessation, socialization and work-life balance. Limitations of the intervention mapping process included high resource and time

75 FR 37456 - Green Retrofit Program of Title XII of the American Recovery and Reinvestment Act of 2009

Science.gov (United States)

2010-06-29

... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-55] Green Retrofit Program of... Affordable Housing Preservation must collect certain data to administer the Green Retrofit Program (GRP... Title of Proposal: Green Retrofit Program of Title XII of the American Recovery and Reinvestment Act of...

A workplace intervention program and the increase in HIV knowledge, perceived accessibility and use of condoms among young factory workers in Thailand.

Science.gov (United States)

Chamratrithirong, Aphichat; Ford, Kathleen; Punpuing, Sureeporn; Prasartkul, Pramote

2017-12-01

Vulnerability to Human Immunodeficiency Virus (HIV) infection among factory workers is a global problem. This study investigated the effectiveness of an intervention to increase AIDS knowledge, perceived accessibility to condoms and condom use among young factory workers in Thailand. The intervention was a workplace program designed to engage the private sector in HIV prevention. A cross-sectional survey conducted in 2008 to measure program outcomes in factories in Thailand was used in this study. The workplace intervention included the development of policies for management of HIV-positive employees, training sessions for managers and workers, and distribution of educational materials and condoms. A multi-level analysis was used to investigate the effect of HIV/AIDS prevention program components at the workplace on HIV/AIDS knowledge, perceived accessibility to condoms and condom use with regular sexual partners among 699 young factory workers (aged 18-24 years), controlling for their individual socio-demographic characteristics. Interventions related to the management and services component including workplace AIDS policy formulation, condom services programs and behavioral change campaigns were found to be significantly related to increased AIDS knowledge, perceived accessibility to condoms and condom use with regular partners. The effect of the HIV/AIDS training for managers, peer leaders and workers was positive but not statistically significant. With some revision of program components, scaling up of workplace interventions and the engagement of the private sector in HIV prevention should be seriously considered.

Occupational psychosocial hazards among the emerging U.S. green collar workforce

Science.gov (United States)

Fernandez, Cristina A.; Moore, Kevin; McClure, Laura A.; Caban-Martinez, Alberto J.; LeBlanc, William G.; Fleming, Lora E.; Cifuentes, Manuel; Lee, David J.

2016-01-01

Objective To compare occupational psychosocial hazards in green collar versus non-green collar workers. Methods Standard Occupational Classification codes were used to link the 2010 National Health Interview Survey to the 2010 Occupational Information Network Database. Multivariable logistic regressions were used to predict job insecurity, work-life imbalance, and workplace harassment in green versus non-green collar workers. Results Most participants were white, non-Hispanic, 25–64 years of age, and obtained greater than a high school education. The majority reported not being harassed at work, no work-life imbalance, and no job insecurity. Relative to non-green collar workers (n=12,217), green collar workers (n=2,588) were more likely to report job insecurity (OR=1.13; 95% CI=1.02–1.26) and work-life imbalance (1.19; 1.05–1.35), but less likely to experience workplace harassment (0.77; 0.62–0.95). Conclusions Continuous surveillance of occupational psychosocial hazards is recommended in this rapidly emerging workforce. PMID:28045790

Do workplace wellness programs reduce medical costs? Evidence from a Fortune 500 company.

Science.gov (United States)

Liu, Hangsheng; Mattke, Soeren; Harris, Katherine M; Weinberger, Sarah; Serxner, Seth; Caloyeras, John P; Exum, Ellen

2013-05-01

The recent passage of the Affordable Care Act has heightened the importance of workplace wellness programs. This paper used administrative data from 2002 to 2007 for PepsiCo's self-insured plan members to evaluate the effect of its wellness program on medical costs and utilization. We used propensity score matching to identify a comparison group who were eligible for the program but did not participate. No significant changes were observed in inpatient admissions, emergency room visits, or per-member per-month (PMPM) costs. The discrepancy between our findings and those of prior studies may be due to the difference in intervention intensity or program implementation.

The effect of state renewable portfolio standards on consumer participation in green pricing programs

Science.gov (United States)

Maltese, James L.

In the last several years, two mechanisms for increasing the supply of renewable electricity have become increasingly popular: renewable portfolio standards, a state policy of mandating increased production of green power; and green pricing programs, which allow customers to purchase green power through their utilities. These mechanisms have been effective in increasing the adoption of renewable energy; however, it is unclear whether they interact in a way that is mutually beneficial or counterproductive. It is important to understand the effect of renewable portfolio standards on the voluntary market for green energy, especially as Congress considers a nationwide portfolio standard. The effectiveness of a renewable portfolio standard may be undercut if it leads customers to purchase less green power. This study analyzes the relationship between the passage and implementation of a renewable portfolio standard and two measures of enrollment in utility green pricing programs. Using eight years of data for all fifty states, the study utilizes multiple regression analysis with fixed-effects estimation. The results indicate that the passage of a renewable portfolio standard has a positive and statistically significant effect on green pricing enrollment within the state. At the same time, the rate at which states increase the stringency of the renewable portfolio standard is found to have no effect on enrollment. Although further study is needed to determine if additional factors are responsible for the observed increase in green pricing enrollment, this study provides evidence that such programs do not harm, and may in fact encourage, voluntary purchases of green power.

An evaluation of an aggression management training program to cope with workplace violence in the healthcare sector

NARCIS (Netherlands)

J.K. Oostrom (Janneke); H. van Mierlo (Heleen)

2008-01-01

textabstractWorkplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal

Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs: Results of the 2015 Harris Poll Nielsen Survey.

Science.gov (United States)

McCleary, Katherine; Goetzel, Ron Z; Roemer, Enid Chung; Berko, Jeff; Kent, Karen; Torre, Hector De La

2017-03-01

The aim of this study was to provide a current picture of the state of workplace health promotion (wellness) programs in the U.S. from both employer and employee perspectives. We analyzed data from two independent surveys of employers (N = 1500) and the general population (N = 4611). Employers reported offering wellness programs at almost twice the rate of employees who reported having these programs available to them. Most (59.4%) employees felt employers should play a role in improving worker health and nearly three-fourths (72.1%) thought that lower insurance premiums should be offered for participation in wellness programs. However, fewer than half felt that their work environment allows them to maintain good health. Although wellness programs are offered at the majority of workplaces in the U.S., employees are unlikely to be aware of these efforts and would like employers to be forthcoming in providing programs promoting good health.

75 FR 21016 - Notice of Proposed Information Collection: Comment Request; The Green Retrofit Program of the...

Science.gov (United States)

2010-04-22

... Information Collection: Comment Request; The Green Retrofit Program of the American Recovery and... Retrofit Program authorized by the American Recovery and Revitalization Act of 2009. The legislation.... The Green Retrofit Program is detailed in HUD Notice H 09-02 issued on May 13, 2009. This Notice is...

Implementation of a National Workplace Wellness Program for Health Workers in Botswana

OpenAIRE

Ledikwe, Jenny H.; Semo, Bazghina-werq; Sebego, Miram; Mpho, Maureen; Mothibedi, Heather; Mawandia, Shreshth; O?Malley, Gabrielle

2017-01-01

The Botswana workplace wellness program (WWP) for health care workers (HCWs) was initiated in 2007. WWP implementation was assessed using a sequential, explanatory, mixed methods design including a national implementation assessment (27 health districts) and in-depth interviews (n?=?38). Level of implementation varied across districts with health screening, therapeutic recreation, and health promotion implemented more frequently than occupational health activities and psychosocial services. F...

Voices from the Workplace.

Science.gov (United States)

Benseman, John, Comp.

This publication focuses on the stories of learners in workplace literacy programs in New Zealand. Nine adults give their perspectives on the changing nature of work, their attitude toward and experience of formal schooling, and the impetus that led them to participate in literacy learning opportunities established in their workplace. They talk…

Reaching Residents of Green Communities: Evaluation of a Unique Environmental Education Program

Science.gov (United States)

Hostetler, Mark; Swiman, Elizabeth; Prizzia, Anna; Noiseux, Krystal

2008-01-01

Often in green communities, homeowner understanding is left out of the project. We evaluated the impact of a new environmental education program installed in a green community, Town of Harmony, Florida. Consisting of educational kiosks, website, and brochure, we evaluated whether Harmony residents' environmental knowledge, attitudes, and behaviors…

Organizational leadership, health risk screening, individually tailored programs, and supportive workplace culture might reduce presenteeism

NARCIS (Netherlands)

E. Steultjens; E. Baker; N. Aas; W. Randi

2012-01-01

To determine if Workplace Health Promotion programs (WHPs) are effective in improving presenteeism. The secondary objective was to identify characteristics of successful programmes and potential risk factors for presenteeism. The Cochrane Library, Medline and other electronic databases were searched

Adapting principles of chronic pain self-management to the workplace.

Science.gov (United States)

Shaw, William S; Tveito, Torill H; Geehern-Lavoie, Mary; Huang, Yueng-Hsiang; Nicholas, Michael K; Reme, Silje E; Wagner, Gregory; Pransky, Glenn

2012-01-01

To evaluate the extent to which the principles of chronic pain or illness self-management (SM) programs might be adapted to focus on the workplace concerns of adults with persistent or recurrent pain and lead to new workplace intervention opportunities. Eight SM programs were selected as representative evidence-based programs and then compared to extract common instructional elements. Elements were analyzed for potential application to four workplace problem domains identified by workers with pain: activity interference, negative self-perceptions, interpersonal challenges, and the inflexibility of work. Of 24 instructional elements, 17 were shared by at least half of the SM programs. Instructional elements judged to be best suited for dealing with workplace concerns included those focused on reducing pain and discomfort, making informed decisions, communicating effectively, and dealing with thoughts and feelings. However, aspects of the workplace that may alter the feasibility or effectiveness of SM strategies include the level of physical demands and limitations, job leeway, and the nature of workplace roles and relationships. Principles and methods of SM intervention programs are generally well suited to address pain-related problems in the workplace, but tailoring of messages may be necessary to incorporate the unique organizational, physical, and social aspects of work into psycho-educational programs.

Programs and resources for control of job stress in the Federal workplace

Science.gov (United States)

Joice, Wendell

1993-01-01

A couple of weeks ago, the American Psychological Association and the National Institute of Occupational Safety and Health held a conference in Washingtion, D.C. entitled 'Stress in the 90's'. At this conference the Office of Personnel Management (OPM) conducted a session on 'Programs and Resources for the Control of Job Stress in the Federal Workplace'. I am going to present an overview of that three-hour session and some related information from the conference. My discussion covers stress terminology and models, selected programs and resources, evaluation research, some concerns about our progress, and plans to expand our efforts at OPM.

Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes

NARCIS (Netherlands)

Hendriksen, I.J.M.; Snoijer, M.; Kok, B.P. de; Vlisteren, J. van; Hofstetter, H.

2016-01-01

Objective: Evaluation of the effectiveness of a workplace health promotion program on employees’ vitality, health, and work-related outcomes, and exploring the influence of organizational support and the supervisors’ role on these outcomes. Methods: The 5-month intervention included activities at

Change in well-being amongst participants in a four-month pedometer-based workplace health program

NARCIS (Netherlands)

R.L. Freak-Poli (Rosanne La); R. Wolfe (R.); E. Wong (Evelyn); A. Peeters (Andrea)

2014-01-01

textabstractBackground: There is increasing uptake of workplace physical activity programs to prevent chronic disease. While they are frequently evaluated for improvement in biomedical risk factors there has been little evaluation of additional benefits for psychosocial health. We aimed to evaluate

[Cost-benefit analysis of primary prevention programs for mental health at the workplace in Japan].

Science.gov (United States)

Yoshimura, Kensuke; Kawakami, Norito; Tsusumi, Akizumi; Inoue, Akiomi; Kobayashi, Yuka; Takeuchi, Ayano; Fukuda, Takashi

2013-01-01

To determine the cost-benefits of primary prevention programs for mental health at the workplace, we conducted a meta-analysis of published studies in Japan. We searched the literature, published as of 16 November 2011, using the Pubmed database and relevant key words. The inclusion criteria were: conducted in the workplace in Japan; primary prevention focus; quasi-experimental studies or controlled trials; and outcomes including absenteeism or presenteeism. Four studies were identified: one participatory work environment improvement, one individual-oriented stress management, and two supervisor education programs. Costs and benefits in yen were estimated for each program, based on the description of the programs in the literature, and additional information from the authors. The benefits were estimated based on each program's effect on work performance (measured using the WHO Health and Work Performance Questionnaire in all studies), as well as sick leave days, if available. The estimated relative increase in work performance (%) in the intervention group compared to the control group was converted into labor cost using the average bonus (18% of the total annual salary) awarded to employees in Japan as a base. Sensitive analyses were conducted using different models of time-trend of intervention effects and 95% confidence limits of the relative increase in work performance. For the participatory work environment improvement program, the cost was estimated as 7,660 yen per employee, and the benefit was 15,200-22,800 yen per employee. For the individual-oriented stress management program, the cost was 9,708 yen per employee, and the benefit was 15,200-22,920 yen per employee. For supervisor education programs, the costs and benefits were respectively 5,209 and 4,400-6,600 yen per employee, in one study, 2,949 and zero yen per employee in the other study. The 95% confidence intervals were wide for all these studies. For the point estimates based on these cases, the

Corporate Wellness Programs: Implementation Challenges in the Modern American Workplace

Directory of Open Access Journals (Sweden)

Bahaudin G. Mujtaba

2013-01-01

Full Text Available Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate “wellness” efforts in the American workplace and the concomitant challenges which employers will confront in implementing these programs. Consequently, employers and managers must reflect upon wellness policies and objectives, consult with professionals, and discuss the ramifications thereof prior to implementation. The authors herein explore how employers are implementing policies that provide incentives to employees who lead “healthy” lifestyles as well as ones that impose costs on employees who lead “unhealthy” lifestyles.The distinctive contribution of this article is that it proactively explores wellness program implementation challenges and also supplies “best practices” in the modern workplace, so employers can be better prepared when they promulgate wellness policies, and then take practical steps to help their employees become healthier and thereby help to reduce insurance costs. The article, moreover, addresses how wellness policy incentives—in the form of “carrots” as well as penalties—in the form of “sticks” could affect employees, especially “non-healthy” employees, as well as employers, particularly legally. Based on the aforementioned challenges, the authors make practical recommendations for employers and managers, so that they can fashion and implement wellness policies that are deemed to be legal, ethical, and efficacious.

Evaluation of the implementation of Get Healthy at Work, a workplace health promotion program in New South Wales, Australia.

Science.gov (United States)

Khanal, Santosh; Lloyd, Beverley; Rissel, Chris; Portors, Claire; Grunseit, Anne; Indig, Devon; Ibrahim, Ismail; McElduff, Sinead

2016-02-01

Issue addressed Get Healthy at Work (GHaW) is a statewide program to reduce chronic disease risk among NSW workers by helping them make small changes to modifiable lifestyle chronic disease risk factors and create workplace environments that support healthy lifestyles. It has two primary components: a workplace health program (WHP) for businesses and online or face-to-face Brief Health Checks (BHCs) for workers. In this paper, we discuss our evaluation to identify areas for improvement in the implementation of WHP and to assess the uptake of BHCs by workers. Methods Routinely collected WHP and BHC program data between July 2014 and February 2016 were analysed. A baseline online survey regarding workplace health promotion was conducted with 247 key contacts at registered GHaW worksites and a control group of 400 key contacts from a range of businesses. Seven telephone interviews were conducted with service provider key contacts. Results As at February 2016, 3133 worksites (from 1199 businesses) across NSW had registered for GHaW, of which 36.8% started the program. Similar proportions of GHaW (34.0%) and control (31.7%) businesses had existing WHPs. BHCs were completed by 12740 workers, and of those whose risks were assessed, 78.9% had moderate or high risk of diabetes and 33.6% had increased or high risk of cardiovascular disease. Approximately half (50.6%) of eligible BHC participants were referred to Get Healthy Information and Coaching Service (GHS) and 37.7% to Quitline. The uptake of face-to-face BHCs compared with online was significantly higher for males, people aged over 35 years, those undertaking less physical activity and those less likely to undertake active travel to work. Service providers suggested that the program's structured five-step pathway did not offer adequate flexibility to support worksites' progress through the program. Conclusions During the evaluation period, a substantial number of NSW worksites registered for GHaW but their progress

Workplace violence prevention policies in home health and hospice care agencies.

Science.gov (United States)

Gross, Nathan; Peek-Asa, Corinne; Nocera, Maryalice; Casteel, Carri

2013-01-31

Workplace violence in the home health industry is a growing concern, but little is known about the content of existing workplace violence prevention programs. The authors present the methods for this study that examined workplace violence prevention programs in a sample of 40 California home health and hospice agencies. Data was collected through surveys that were completed by the branch managers of participating facilities. Programs were scored in six different areas, including general workplace violence prevention components; management commitment and employee involvement; worksite analysis; hazard prevention and control; safety and health training; and recordkeeping and program evaluation. The results and discussion sections consider these six areas and the important gaps that were found in existing programs. For example, although most agencies offered workplace violence training, not every worker performing patient care was required to receive the training. Similarly, not all programs were written or reviewed and updated regularly. Few program differences were observed between agency characteristics, but nonetheless several striking gaps were found.

An evaluation of an aggression management training program to cope with workplace violence in the healthcare sector.

Science.gov (United States)

Oostrom, Janneke K; van Mierlo, Heleen

2008-08-01

Workplace violence is a major occupational hazard for healthcare workers, generating a need for effective intervention programs. The purpose of this study was to evaluate the effectiveness of an aggression management training program. The evaluation design was based on the internal referencing strategy, an unobtrusive and applicable evaluation method that rules out some major threats to internal validity without the need for a control group. On three occasions, training participants completed a questionnaire containing experimental and control variables. As hypothesized, there was a significant improvement in the experimental variables that was larger than the non-significant change in the control variable. We conclude that aggression management training may be an effective instrument in the fight against workplace violence. 2008 Wiley Periodicals, Inc

Workplace Literacy Teacher Training: Strategies for Instruction.

Science.gov (United States)

Harrington, Lois G.; And Others

These four learning guides comprise one of four packages in the Workplace Literacy Teacher Training series that provides information and skills necessary for the user to become a successful instructor in an effective workplace literacy program. The guides in this package focus on the skills at the heart of such programs--communication, reading,…

Development and Deployment of the Purdue TAP Green Enterprise Development Program

Science.gov (United States)

Rogers, Ethan A.

2013-01-01

Purdue University--Mechanical, Engineering, and Technology (MET) faculty and Purdue Technical Assistance Program (TAP) staff partnered with the Society of Manufacturing Engineers (SME) to create a new workforce training program and certificate exam in the field of green manufacturing. This article describes how the body of knowledge for the…

Workplace exercise and educational program for improving fitness outcomes related to health in workers: a randomized controlled trial.

Science.gov (United States)

Vilela, Bianca Lima; Benedito Silva, Ana Amélia; de Lira, Claudio Andre Barbosa; Andrade, Marília dos Santos

2015-03-01

To investigate the effects of a workplace fitness and education program intervention on physical fitness of workers. Employees from a chemical plant (n = 60) participated in a 4-month longitudinal study. They were randomly distributed in control and experimental groups. The experimental group had 4 months of exercise training in 15-minute sessions. The following evaluations were performed before and after the training period: body composition, localized muscle strength, and flexibility. The experimental group showed a significant decrease in body fat (24.7%) and a significant increase in lean mass (6.1%), flexibility (17.9%), sit-up test performance (39.8%), and push-up test performance (29.8%) after the workplace fitness and education program compared with initial values. A structured program of physical exercise was effective in improving body composition, abdominal strength, upper limb strength, and flexibility in workers.

HIV / AIDS, STDs and the workplace.

Science.gov (United States)

Jackson, H

1995-01-01

Even though the workplace is ideal for promoting HIV/STD (sexually transmitted disease) prevention to benefit workers and employers, many workplaces are not convinced that they should be involved in HIV/AIDS and STD education, prevention, and support. They do not realize that time and money spent on health programs save them money. Perhaps they do not feel obligated to protect the health of their employees. The AIDS epidemic adversely affects society and the economy at both the macro and micro level. AIDS tends to strike the productive age group, thereby seriously affecting the workplace. In many Sub-Saharan African countries, at least 20% of the urban workforce may be infected with HIV. Persons living with HIV include top management, skilled professionals, general hands, and farm laborers. HIV/AIDS costs for formal employment are assumed through reduced productivity; increased costs of occupational benefits and social security measures; loss of skilled labor, professionals, and managerial expertise as well as the experience among workers; increased costs of training and recruitment; and low morale from stigmatization, discrimination, and subsequent industrial relation problems. Needed are comprehensive HIV/AIDS and STD workplace programs that ensure the rights of persons with HIV and compassionate treatment of these persons. Trade union or other labor representatives, management, and appropriate government departments should work together and build on existing health legislation and policy to bring about effective negotiation and policy development concerning AIDS and employment. Training of peer educators, support services (counseling, STD referral and/or treatment), community action, management commitment, monitoring and evaluation, and supportive workplace conditions make for effective comprehensive workplace programs. Successful programs operate in fishing villages in Tanzania, tea plantations in India, the University of Papua New Guinea, and Ugandan army

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

Science.gov (United States)

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…

A visit to Cornell University, Ithaca, USA : Notes on the International Workplace Studies Program IWSP

NARCIS (Netherlands)

van der Voordt, Theo

2004-01-01

In October 2004 I had the opportunity to visit Cornell University in Ithaca, New York. The purpose of my visit was to learn more about the International Workplace Studies Program (IWSP) that was launched in 1989 by Franklin Becker and William (Bill) Sims. Frank is the present chair (Bill the former)

Alpena Community College Workplace Partnership Project. Final Report.

Science.gov (United States)

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…

Strengthening health promotion in Australian workplaces.

Science.gov (United States)

Fisher, K J; Deeds, S; Siebel, R; Allen, J

1997-01-01

The Australian workplace has emerged as an important venue for influencing the health of employees through regulations and behaviour change programs. Recent surveys have highlighted a growth in this activity but the effectiveness of these programs in changing unhealthy work practices and policies is questionable. The need for strengthening programs by stronger designs and evaluation, and addressing organisational factors and employee participation in planning and implementation processes is documented. Efforts in that direction in Queensland are cited, Building on these existing foundations, redirecting existing resources, and building intersectoral cooperation in public-private partnerships hold a creative, exemplary vision of the future for Australian workplace programming.

Making the Workplace Work

Centers for Disease Control (CDC) Podcasts

2007-11-01

This podcast demonstrates the importance of workplace support in managing diabetes in a corporate diabetes program.  Created: 11/1/2007 by National Diabetes Education Program (NDEP), a joint program of the Centers for Disease Control and Prevention and the National Institutes of Health.   Date Released: 11/8/2007.

Green Marine: An environmental program to establish sustainability in marine transportation.

Science.gov (United States)

Walker, Tony R

2016-04-15

European maritime companies have adopted programs to limit operational impacts on the environment. For maritime companies in North America, the Green Marine Environmental Program (GMEP) offers a framework to establish and reduce environmental footprints. Green Marine (GM) participants demonstrate annual improvements of specific environmental performance indicators (e.g., reductions in air pollution emissions) to maintain certification. Participants complete annual self-evaluations with results determining rankings for performance indicators on a 1-to-5 scale. Self-evaluations are independently verified every two years to ensure rigor and individual results are made publicly available annually to achieve transparency. GM benefits the marine industry across North America by encouraging sustainable development initiatives. GM's credibility is reflected through a diverse network of environmental groups and government agencies that endorse and help shape the program. Merits of this relatively new maritime certification (not previously described in the academic literature), are discussed. Copyright © 2016 Elsevier Ltd. All rights reserved.

A Case Study to Explore the Impact of Knowledge Management Systems on Workplace Diversity Programs

Science.gov (United States)

Gautier, Michael

2012-01-01

The ongoing debate over the definition and application of workplace diversity policies results in a wide range of viewpoints. There are a number of theoreticians who feel that if diversity is more than avoidance of discrimination, that the traditional body of anti-discrimination programs such as the Equal Employment Opportunity (EEO) efforts…

Participant characteristics associated with greater reductions in waist circumference during a four-month, pedometer-based, workplace health program.

Science.gov (United States)

Freak-Poli, Rosanne L A; Wolfe, Rory; Walls, Helen; Backholer, Kathryn; Peeters, Anna

2011-10-25

Workplace health programs have demonstrated improvements in a number of risk factors for chronic disease. However, there has been little investigation of participant characteristics that may be associated with change in risk factors during such programs. The aim of this paper is to identify participant characteristics associated with improved waist circumference (WC) following participation in a four-month, pedometer-based, physical activity, workplace health program. 762 adults employed in primarily sedentary occupations and voluntarily enrolled in a four-month workplace program aimed at increasing physical activity were recruited from ten Australian worksites in 2008. Seventy-nine percent returned at the end of the health program. Data included demographic, behavioural, anthropometric and biomedical measurements. WC change (before versus after) was assessed by multivariable linear and logistic regression analyses. Seven groupings of potential associated variables from baseline were sequentially added to build progressively larger regression models. Greater improvement in WC during the program was associated with having completed tertiary education, consuming two or less standard alcoholic beverages in one occasion in the twelve months prior to baseline, undertaking less baseline weekend sitting time and lower baseline total cholesterol. A greater WC at baseline was strongly associated with a greater improvement in WC. A sub-analysis in participants with a 'high-risk' baseline WC revealed that younger age, enrolling for reasons other than appearance, undertaking less weekend sitting time at baseline, eating two or more pieces of fruit per day at baseline, higher baseline physical functioning and lower baseline body mass index were associated with greater odds of moving to 'low risk' WC at the end of the program. While employees with 'high-risk' WC at baseline experienced the greatest improvements in WC, the other variables associated with greater WC improvement

The workplace and alcohol problem prevention.

Science.gov (United States)

Roman, Paul M; Blum, Terry C

2002-01-01

Workplace programs to prevent and reduce alcohol-related problems among employees have considerable potential. For example, because employees spend a lot of time at work, coworkers and supervisors may have the opportunity to notice a developing alcohol problem. In addition, employers can use their influence to motivate employees to get help for an alcohol problem. Many employers offer employee assistance programs (EAPs) as well as educational programs to reduce employees' alcohol problems. However, several risk factors for alcohol problems exist in the workplace domain. Further research is needed to develop strategies to reduce these risk factors.

77 FR 60318 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs: 6-acetylmorphine (6-AM...

Science.gov (United States)

2012-10-03

... 2105-AE14 Procedures for Transportation Workplace Drug and Alcohol Testing Programs: 6-acetylmorphine... 12866 and Regulatory Flexibility Act This Final Rule is not significant for purposes of Executive Order... certify, under the Regulatory Flexibility Act, that this rule does not have a significant economic impact...

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

Science.gov (United States)

Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

2018-02-01

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

Following the trend for a comprehensive healthy workplace in Taiwan.

Science.gov (United States)

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.

DoD Needs a Comprehensive Approach to Address Workplace Violence

Science.gov (United States)

2015-10-15

respond to an act of workplace violence, which could jeopardize their safety during a workplace violence threat or incident. Workplace Violence Prevention... Management Command (IMCOM) Prevention of Workplace Violence Program (U),” September 21, 2012. 18 OPORD 14-091, “U.S. Army Installation Management ... Safety and Health Administration’s definition of workplace violence25 and applies to military, civilian, and contractor personnel. 22 SECNAVINST

Using a wellness program to promote a culture of breastfeeding in the workplace: Oregon Health & Science University's experience.

Science.gov (United States)

Magner, Antoinette; Phillipi, Carrie Anne

2015-02-01

In the United States, many women stop breastfeeding within the first month that they return to work. Working mothers experience challenges in maintaining milk supply and finding the time and space to express breast milk or feed their babies in workplace settings. Changing attitudes and culture within the workplace may be accomplished in conjunction with ensuring compliance with state and federal laws regarding breastfeeding to improve breastfeeding rates after return to work. Employee wellness programs can be 1 avenue to promote breastfeeding and human milk donation as healthy behaviors. © The Author(s) 2014.

Workplace Literacy Teacher Training: The Context.

Science.gov (United States)

Harrington, Lois G.; And Others

These three learning guides comprise one of four packages in the Workplace Literacy Teacher Training series that provides information and skills necessary for the user to become a successful instructor in an effective workplace literacy program. The guides in this package look at the unique environment and culture involved in providing education…

Empowering Workplace Students: A Practitioner's Challenge.

Science.gov (United States)

Lessard, Richard

For the past 4 years, Alpena Community College, in Michigan, has participated in the Workplace Partnership Project (WPP), a federally funded grant program designed to provide literacy skills to individuals currently employed but lacking the background to keep pace with the changes of the modern workplace. The process for establishing classes at a…

Worker-Centered Learning: A Union Guide to Workplace Literacy.

Science.gov (United States)

Sarmiento, Anthony R.; Kay, Ann

This guide examines organized labor's views on adult literacy. It also describes several union-sponsored workplace education programs and suggests how a union can plan and operate a worker-centered literacy program. The book is organized in three parts. The first part examines workplace literacy in four chapters that cover the following: the…

The alternative workplace: changing where and how people work.

Science.gov (United States)

Apgar, M

1998-01-01

Today many organizations, including AT&T and IBM, are pioneering the alternative workplace--the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. This is not a fad. Although estimates vary widely, it is safe to say that some 30 million to 40 million people in the United States are now either telecommuters or home-based workers. What motivates managers to examine how people spend their time at the office and where else they might do their work? Among the potential benefits for companies are reduced costs, increased productivity, and an edge in vying for and keeping talented employees. They can also capture government incentives and avoid costly sanctions. But at the same time, alternative workplace programs are not for everyone. Indeed, such programs can be difficult to adopt, even for those organizations that seem to be most suited to them. Ingrained behaviors and practical hurdles are hard to overcome. And the challenges of managing both the cultural changes and systems improvements required by an alternative workplace initiative are substantial. How should senior managers think about alternative workplace programs? What are the criteria for determining whether the alternative workplace is right for a given organization? What are the most common pitfalls in implementing alternative workplace programs? The author provides the answers to these questions in his examination of this new frontier of where and how people work.

Green Vinca - Vinca Institute nuclear decommissioning program

International Nuclear Information System (INIS)

Pesic, M.; Subotic, K.; Ljubenov, V.; Sotic, O.

2003-01-01

Current conditions related to the nuclear and radiation safety in the Vinca Institute of Nuclear Sciences, Belgrade, Serbia and Montenegro are the result of the previous nuclear programs in the former Yugoslavia and strong economic crisis during the previous decade. These conditions have to be improved as soon as possible. The process of establishment and initialisation of the Vinca Institute Nuclear Decommissioning (VIND) Program, known also as the 'Green Vinca' Program supported by the Government of the Republic Serbia, is described in this paper. It is supposed to solve all problems related to the accumulated spent nuclear fuel, radioactive waste and decommissioning of RA research reactor. Particularly, materials associated to the RA reactor facility and radioactive wastes from the research, industrial, medical and other applications, generated in the previous period, which are stored in the Vinca Institute, are supposed to be proper repackaged and removed from the Vinca site to some other disposal site, to be decided yet. Beside that, a research and development program in the modern nuclear technologies is proposed with the aim to preserve experts, manpower and to establish a solid ground for new researchers in field of nuclear research and development. (author)

Airflow patterns in complex workplaces

International Nuclear Information System (INIS)

Mishima, J.; Selby, J.M.; Lynch, T.P.; Langer, G.; Vallario, E.J.

1987-01-01

There are many considerations in obtaining an accurate evaluation of aerosols. One aspect that has been neglected is the study of airflow patterns within the workplace. In many nuclear facilities, the operations performed required extensive equipment (e.g., glove boxes, piping) that create complex arrangements of physical barriers to flow. To provide samples of the airborne materials, particularly particles, knowledge of these complex airflow patterns is required for sampler placement. Recent studies have shown that materials introduced into the air flow within a workplace act as plumes embedded in major airflow streams. Portions of the plumes can recycle through the ventilated area, be lost to dead air pockets, or exhaust through unusual, unexpected outlets. Unusual flow patterns are observed even in relatively uncomplicated arrangements of equipment. This behavior must be factored into sampling/monitoring programs for evaluation of the airborne hazard to personnel within the workplace consistent with the objective of the program. Other factors that also must be considered to provide valid samples of airborne particulate materials are objectives of the sampling program, characteristics of the airborne particulate materials, nonsegregatory transport for the extracted materials, and requirements for the measurement techniques used

[Elaboration of Criteria and Indicators to Develop and Evaluate Programs of Healthy Aging in the Workplace].

Science.gov (United States)

Mateo Rodríguez, Inmaculada; Daponte Codina, Antonio; Bernal Solano, Mariola; Sánchez Pérez, M José

2015-10-01

In the actual context of population ageing and extension of working age, programs for health promotion at the workplace are a key and necessary tool to promote an active and healthy ageing. This work presents the methodological process followed to elaborate a checklist tool, within the framework of the European project Progress, that contributes to orientate planning, implementation and evaluation of good practices in this field, to be applicable to a variety of programs, countries and workplaces. A Delphi technique has been applied in three rounds in which experts in the area from five European countries participated. A questionnaire created from a list of criteria and indicators was adapted throughout the rounds, with the use of webmail, to the evaluation of interventions in the field of interest. Through processes of assessment and consensus, criteria and indicators most relevant were prioritized. From the nine starting criteria and after the implementation of the technique, four key criteria were prioritized: relevance: 62, adequacy to objective: 57, innovation: 50 and guarantee of quality: 41. Using this group of criteria and indicators, a checklist was designed containing the key information that should be collected for planning, implementation and evaluation of good practices in interventions in this field. The checklist tool helps to systematize the global methodology for the implementation of interventions which could be very useful for persons responsible of programmes to promote active and healthy ageing in the workplace.

The Green Experiment: Cities, Green Stormwater Infrastructure, and Sustainability

Directory of Open Access Journals (Sweden)

Christopher M. Chini

2017-01-01

Full Text Available Green infrastructure is a unique combination of economic, social, and environmental goals and benefits that requires an adaptable framework for planning, implementing, and evaluating. In this study, we propose an experimental framework for policy, implementation, and subsequent evaluation of green stormwater infrastructure within the context of sociotechnical systems and urban experimentation. Sociotechnical systems describe the interaction of complex systems with quantitative and qualitative impacts. Urban experimentation—traditionally referencing climate change programs and their impacts—is a process of evaluating city programs as if in a laboratory setting with hypotheses and evaluated results. We combine these two concepts into a singular framework creating a policy feedback cycle (PFC for green infrastructure to evaluate municipal green infrastructure plans as an experimental process within the context of a sociotechnical system. After proposing and discussing the PFC, we utilize the tool to research and evaluate the green infrastructure programs of 27 municipalities across the United States. Results indicate that green infrastructure plans should incorporate community involvement and communication, evaluation based on project motivation, and an iterative process for knowledge production. We suggest knowledge brokers as a key resource in connecting the evaluation stage of the feedback cycle to the policy phase. We identify three important needs for green infrastructure experimentation: (i a fluid definition of green infrastructure in policy; (ii maintenance and evaluation components of a green infrastructure plan; and (iii communication of the plan to the community.

Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

Science.gov (United States)

Barker, Kathryn Chang

The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

Participant characteristics associated with greater reductions in waist circumference during a four-month, pedometer-based, workplace health program

Directory of Open Access Journals (Sweden)

Freak-Poli Rosanne LA

2011-10-01

Full Text Available Abstract Background Workplace health programs have demonstrated improvements in a number of risk factors for chronic disease. However, there has been little investigation of participant characteristics that may be associated with change in risk factors during such programs. The aim of this paper is to identify participant characteristics associated with improved waist circumference (WC following participation in a four-month, pedometer-based, physical activity, workplace health program. Methods 762 adults employed in primarily sedentary occupations and voluntarily enrolled in a four-month workplace program aimed at increasing physical activity were recruited from ten Australian worksites in 2008. Seventy-nine percent returned at the end of the health program. Data included demographic, behavioural, anthropometric and biomedical measurements. WC change (before versus after was assessed by multivariable linear and logistic regression analyses. Seven groupings of potential associated variables from baseline were sequentially added to build progressively larger regression models. Results Greater improvement in WC during the program was associated with having completed tertiary education, consuming two or less standard alcoholic beverages in one occasion in the twelve months prior to baseline, undertaking less baseline weekend sitting time and lower baseline total cholesterol. A greater WC at baseline was strongly associated with a greater improvement in WC. A sub-analysis in participants with a 'high-risk' baseline WC revealed that younger age, enrolling for reasons other than appearance, undertaking less weekend sitting time at baseline, eating two or more pieces of fruit per day at baseline, higher baseline physical functioning and lower baseline body mass index were associated with greater odds of moving to 'low risk' WC at the end of the program. Conclusions While employees with 'high-risk' WC at baseline experienced the greatest improvements in

Are workplace health promotion programs effective at improving presenteeism in workers? A systematic review and best evidence synthesis of the literature.

Science.gov (United States)

Cancelliere, Carol; Cassidy, J David; Ammendolia, Carlo; Côté, Pierre

2011-05-26

Presenteeism is highly prevalent and costly to employers. It is defined as being present at work, but limited in some aspect of job performance by a health problem.Workplace health promotion (WHP) is a common strategy used to enhance on-the-job productivity. The primary objective is to determine if WHP programs are effective in improving presenteeism. The secondary objectives are to identify characteristics of successful programs and potential risk factors for presenteeism. The Cochrane Library, Medline, and other electronic databases were searched from 1990 to 2010. Reference lists were examined, key journals were hand-searched and experts were contacted. Included studies were original research that contained data on at least 20 participants (≥ 18 years of age), and examined the impacts of WHP programs implemented at the workplace. The Effective Public Health Practice Project Tool for Quantitative Studies was used to rate studies. 'Strong' and 'moderate' studies were abstracted into evidence tables, and a best evidence synthesis was performed. Interventions were deemed successful if they improved the outcome of interest. Their program components were identified, as were possible risk factors contributing to presenteeism. After 2,032 titles and abstracts were screened, 47 articles were reviewed, and 14 were accepted (4 strong and 10 moderate studies). These studies contained preliminary evidence for a positive effect of some WHP programs. Successful programs offered organizational leadership, health risk screening, individually tailored programs, and a supportive workplace culture. Potential risk factors contributing to presenteeism included being overweight, a poor diet, a lack of exercise, high stress, and poor relations with co-workers and management. This review is limited to English publications. A large number of reviewed studies (70%) were inadmissible due to issues of bias, thus limiting the amount of primary evidence. The uncertainties surrounding

Are workplace health promotion programs effective at improving presenteeism in workers? a systematic review and best evidence synthesis of the literature

Directory of Open Access Journals (Sweden)

Cassidy J David

2011-05-01

Full Text Available Abstract Background Presenteeism is highly prevalent and costly to employers. It is defined as being present at work, but limited in some aspect of job performance by a health problem. Workplace health promotion (WHP is a common strategy used to enhance on-the-job productivity. The primary objective is to determine if WHP programs are effective in improving presenteeism. The secondary objectives are to identify characteristics of successful programs and potential risk factors for presenteeism. Methods The Cochrane Library, Medline, and other electronic databases were searched from 1990 to 2010. Reference lists were examined, key journals were hand-searched and experts were contacted. Included studies were original research that contained data on at least 20 participants (≥ 18 years of age, and examined the impacts of WHP programs implemented at the workplace. The Effective Public Health Practice Project Tool for Quantitative Studies was used to rate studies. 'Strong' and 'moderate' studies were abstracted into evidence tables, and a best evidence synthesis was performed. Interventions were deemed successful if they improved the outcome of interest. Their program components were identified, as were possible risk factors contributing to presenteeism. Results After 2,032 titles and abstracts were screened, 47 articles were reviewed, and 14 were accepted (4 strong and 10 moderate studies. These studies contained preliminary evidence for a positive effect of some WHP programs. Successful programs offered organizational leadership, health risk screening, individually tailored programs, and a supportive workplace culture. Potential risk factors contributing to presenteeism included being overweight, a poor diet, a lack of exercise, high stress, and poor relations with co-workers and management. Limitations: This review is limited to English publications. A large number of reviewed studies (70% were inadmissible due to issues of bias, thus limiting

Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

Science.gov (United States)

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

National Workplace Literacy Program. Garment-Related Bilingual (English and Chinese) Broadcast Lessons. Book 1 and 2.

Science.gov (United States)

Chan, Ha Yin

A compilation of transcripts of 100 bilingual English/Chinese broadcast lessons for workers in the garment industry is presented. The lessons are part of the New York Chinatown Manpower Project's Workplace Literacy Program. With the support of the Sino Radio Broadcast Corporation, the lessons are broadcast daily in the morning and again after the…

Federal Workplace Literacy Project. Internal Evaluation Report.

Science.gov (United States)

Matuszak, David J.

This report describes the following components of the Nestle Workplace Literacy Project: six job task analyses, curricula for six workplace basic skills training programs, delivery of courses using these curricula, and evaluation of the process. These six job categories were targeted for training: forklift loader/checker, BB's processing systems…

Not enough time? Individual and environmental implications for workplace physical activity programming among women with and without young children.

Science.gov (United States)

Tavares, Leonor S; Plotnikoff, Ronald C

2008-03-01

This study sets out to determine the main issues employed women with and without young children voice as influencing their physical activity behaviors, and to identify the environmental dimensions (e.g., physical, social, cultural, organizational, policy) within and outside of the workplace surrounding physical activity promotion that are most pertinent to employed women in Canada. Thirty employed women participated in focus groups, and four senior personnel were interviewed. Worksite observations were carried out and a Workplace Physical Activity Audit Tool was administered. Results indicate that time constraints and demands of personal and work life are barriers to achieving more activity. The issues surrounding family obligations and pressures for women with young children illustrate the main differences between groups. Key environmental factors are addressed and considered for future workplace physical activity programming goals.

Improving Transfer of Learning: An Innovative Comentoring Program to Enhance Workplace Implementation After an Occupational Therapy Course on Autism Spectrum Disorders.

Science.gov (United States)

Ashburner, Jill; Ziviani, Jenny; Rodger, Sylvia; Hinder, Elizabeth A; Cartmill, Linda; White, Jessica; Vickerstaff, Sandy

2015-01-01

Research suggests that learning gained through training is infrequently implemented in the workplace. A short-term postcourse comentoring program was developed with the aim of facilitating workplace implementation of learning after a 3-day course for occupational therapists. The program was evaluated for usefulness, successes, challenges, recommended improvements, and associations with changes in self-rated knowledge and confidence. Two months after the course, 42 participants completed an evaluation of the comentoring program with closed- and open-ended questions addressing usefulness, successes, challenges, pairing preferences, and recommendations. They also completed a record on whether or not they had worked on goals nominated in their comentoring contract. Before and 2 months after the course, they completed a self-rated questionnaire on knowledge and confidence. The comentoring program was recommended by 80% of participants. Benefits included opportunities for information and resource sharing, debriefing, problem solving, reassurance, and implementation of ideas. Ninety-five percent of participants worked on some or all their comentoring goals. Although there were significant improvements in knowledge (P < 0.001) and confidence (P < 0.001), the total comentoring evaluation score was not significantly associated with these changes. It is therefore possible that these improvements related to the course itself rather than the comentoring program. Challenges related to time, scheduling, distance, and pairing of comentors. Reported benefits of the program included enhanced psychosocial support and prompting to trial newly learned strategies. Effectiveness may be improved by setting aside time for comentoring in the workplace and better matching of comentors.

Healthy eating strategies in the workplace

DEFF Research Database (Denmark)

Quintiliani, Lisa; Poulsen, Signe; Sorensen, Glorian

2010-01-01

through research examples. Findings - Through case studies and published research, it is found that workplace dietary interventions are generally effective, especially fruit and vegetable interventions. There is less consistent evidence on the long-term effectiveness of workplace weight management...... interventions, underscoring the need for further research in this area. This paper also reports evidence that changes in the work environment, including through health and safety programs, may contribute to enhancing the effectiveness of workplace health promotion, including dietary interventions...... of workplace influences on workers' dietary patterns. Design/methodology/approach - The paper reviews the evidence of the effectiveness of dietary health promotion, and provides a brief overview of appropriate theoretical frameworks to guide intervention design and evaluation. The findings are illustrated...

General practitioners' views and experiences of counselling for physical activity through the New Zealand Green Prescription program

Directory of Open Access Journals (Sweden)

Patel Asmita

2011-11-01

Full Text Available Abstract Background Regular physical activity is beneficial in both the prevention and management of chronic health conditions. A large proportion of adult New Zealanders, however, are insufficiently active. To help increase population levels of physical activity in New Zealand the Green Prescription, a primary care physical activity scripting program, was developed. The primary aim of this study was to identify why general practitioners (GPs counsel for physical activity and administer Green Prescriptions. A secondary aim was to examine GPs' views and experiences of Green Prescription counselling for the management of depression. Methods Individual face-to-face interviews were conducted with 15 GPs. All interviews were audio-taped and transcribed. Data were analysed using an inductive thematic approach. Results Several themes and sub-themes emerged from the data. Notably, GPs counselled for physical activity and prescribed Green Prescriptions for both primary preventive (e.g., weight control and secondary management (e.g., diabetes management purposes. GPs reported the benefits of the Green Prescription centred around two main themes: (i a non-medication approach to a healthier lifestyle and (ii the support benefits of physical activity. Time constraints within the consultation was the only main theme that emerged regarding the barriers GPs perceived to Green Prescription use. Physical activity in general, and physical activity prescribed through the Green Prescription, were also viewed by GPs as beneficial for the management of depression. Conclusions The results of this study suggest that New Zealand GPs view the Green Prescription program as beneficial for their patients with pre-existing conditions and/or weight problems. While this is encouraging, the Green Prescription may also be used to promote physical activity in currently healthy but low-active and sedentary individuals. Such individuals are currently disease free, but are at risk

[Evaluation of a workplace health promotion program].

Science.gov (United States)

Forette, Françoise; Brieu, Marie-Anne; Lemasson, Hervé; Salord, Jean-Claude; Le Pen, Claude

2014-01-01

Some studies suggest that a workplace prevention programme could reduce health inequalities related to education level and improve the health status of the employees. The objective of the study was to demonstrate the advantages for a company to implement a health prevention programme in the workplace in order to: 1-improve health literacy 2 - change health-related behaviours 3-improve the company image. A "before - after" methodology was used in a population of 2153 employees of three companies. Three areas of prevention were considered: nutrition, physical activity and prevention of back pain. The successive steps of the EBS programme included general communication, group workshops and individual coaching. Data collection was carried out using anonymous questionnaires sent by e-mail. A global assessment was performed based on the companies' pooled data, with separate analysis according to the steps of the programme. The programme mobilized employees with participation rates ranging from 25% to 45.5%. After completion of the full programme, 77.5% of respondents reported an improvement of their health knowledge versus 50.3% of those who only received general communication. Behavioural modification was observed, especially in the fields of nutrition and back pain.. EBS can be considered to be a vector of the company image for almost 7 out of 10 employees. A health prevention education programme provided by the company in the workplace mobilizes employees and contributes to improvement of health knowledge and behaviour change. All approaches tested were important and applicable to various types of companies or workers.

Level 1 Electric Vehicle Charging Stations at the Workplace

Energy Technology Data Exchange (ETDEWEB)

Smith, Margaret [Energetics Incorporated, Columbia, MD (United States)

2016-07-29

Level 1 charging (110-120 V) can be a good fit for many workplace charging programs. This document highlights the experiences of a selection of Workplace Charging Challenge partners that use Level 1 charging.

Workplace Learning in Dual Higher Professional Education

Science.gov (United States)

Poortman, Cindy L.; Reenalda, Marloes; Nijhof, Wim J.; Nieuwenhuis, Loek F. M.

2014-01-01

Workplace learning is considered an effective strategy for the development of vocation, career and professional identity. Dual training programs, in which learning at a vocational school and learning at work in a company are combined, are seen as strong carriers for skill formation processes. In this study we explore workplace learning in dual…

Green Power Partnership 100 Green Power Users

Science.gov (United States)

EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. Partners on this list use green power to meet 100 of their U.S. organization-wide electricity use.

GREEN: A program package for docking studies in rational drug design

Science.gov (United States)

Tomioka, Nobuo; Itai, Akiko

1994-08-01

A program package, GREEN, has been developed that enables docking studies between ligand molecules and a protein molecule. Based on the structure of the protein molecule, the physical and chemical environment of the ligand-binding site is expressed as three-dimensional grid-point data. The grid-point data are used for the real-time evaluation of the protein-ligand interaction energy, as well as for the graphical representation of the binding-site environment. The interactive docking operation is facilitated by various built-in functions, such as energy minimization, energy contribution analysis and logging of the manipulation trajectory. Interactive modeling functions are incorporated for designing new ligand molecules while considering the binding-site environment and the protein-ligand interaction. As an example of the application of GREEN, a docking study is presented on the complex between trypsin and a synthetic trypsin inhibitor. The program package will be useful for rational drug design, based on the 3D structure of the target protein.

A workplace physical activity program at a public university in Mexico can reduce medical costs associated with type 2 diabetes and hypertension.

Science.gov (United States)

Méndez-Hernández, Pablo; Dosamantes-Carrasco, Darina; Siani, Carole; Flores, Yvonne N; Arredondo, Armando; Lumbreras-Delgado, Irma; Granados-García, Víctor M; Denova-Gutiérrez, Edgar; Gallegos-Carrillo, Katia; Salmerón, Jorge

2012-01-01

To assess the impact of a workplace leisure physical activity program on healthcare expenditures for type 2 diabetes and hypertension treatment. We assessed a workplace program's potential to reduce costs by multiplying the annual healthcare costs of patients with type 2 diabetes and hypertension by the population attributable risk fraction of non-recommended physical activity levels. Feasibility of a physical activity program was assessed among 425 employees of a public university in Mexico. If 400 sedentary employees engaged in a physical activity program to decrease their risk of diabetes and hypertension, the potential annual healthcare cost reduction would be 138 880 US dollars. Each dollar invested in physical activity could reduce treatment costs of both diseases by 5.3 dollars. This research meets the call to use health economics methods to re-appraise health priorities, and devise strategies for optimal allocation of financial resources in the health sector.

Design of a study evaluating the effects, health economics, and stakeholder perspectives of a multi-component occupational rehabilitation program with an added workplace intervention - a  study protocol.

Science.gov (United States)

Rise, Marit B; Skagseth, Martin; Klevanger, Nina E; Aasdahl, Lene; Borchgrevink, Petter; Jensen, Chris; Tenggren, Hanne; Halsteinli, Vidar; Jacobsen, Trym N; Løland, Svein B; Johnsen, Roar; Fimland, Marius S

2018-02-05

Recent research has suggested that interventions at the workplace might be the most potent ingredient in return to work interventions, but few studies have investigated the different effects of workplace interventions as part of occupational rehabilitation programs. The comprehensive design described in this article includes effect (on return to work and health outcomes), and health economic evaluations of a workplace intervention added to a multicomponent rehabilitation program. Qualitative and mixed method studies will investigate sick-listed persons', rehabilitation therapists' and employers' perspectives on the usability and outcomes of the rehabilitation program and the workplace intervention. The program and intervention are provided to patients with musculoskeletal, psychological or general and unspecified diagnoses. The program is multi-component and includes Acceptance and Commitment Therapy, physical exercise, patient education and creating a plan for increased work participation. Persons who are employed, aged from 18 to 60 years, with a current sick leave status of 50% or more and a diagnosis within the musculoskeletal, psychological or general and unspecified chapters of International Classification of Primary Care-2 (ICPC-2) will be recruited to a researcher-blinded parallel-group randomized controlled trial. All participants take part in an in-patient occupational rehabilitation program, while the intervention group also takes part in an intervention at the workplace. The effect and economic evaluation will investigate the effect of the added workplace intervention. The primary outcome measures will be time until full sustainable return to work and total number of sickness absence days in the 12 months after inclusion. Health economic evaluations will investigate the cost-effectiveness and cost-utility. Qualitative studies will investigate rehabilitation therapists' experiences with working towards return to work within an ACT-approach and

From Quality Control to Labor Protection: ISO 9001 and Workplace Safety‚ 1993-2012

NARCIS (Netherlands)

Lim, S.; Prakash, A.

Workplace safety is an important issue in global public policy. Given the failure of many governments to enforce their workplace safety laws, might voluntary programs help in this regard? Most studies on the effectiveness of voluntary programs focus on their first-order effects reflecting program

Associations between psychological distress, workplace accidents, workplace failures and workplace successes.

Science.gov (United States)

Hilton, Michael F; Whiteford, Harvey A

2010-12-01

This study investigates associations between psychological distress and workplace accidents, workplace failures and workplace successes. The Health and Work Performance Questionnaire (HPQ) was distributed to employees of 58 large employers. A total of 60,556 full-time employees were eligible for analysis. The HPQ probed whether the respondent had, in the past 30-days, a workplace accident, success or failure ("yes" or "no"). Psychological distress was quantified using the Kessler 6 (K6) scale and categorised into low, moderate and high psychological distress. Three binomial logistic regressions were performed with the dependent variables being workplace accident, success or failure. Covariates in the models were K6 category, gender, age, marital status, education level, job category, physical health and employment sector. Accounting for all other variables, moderate and high psychological distress significantly (P work failures and decrease the OR of workplace successes at similar levels. As the prevalence of moderate psychological distress is approximately double that of high psychological distress moderate distress consequentially has a greater workplace impact.

Building Envelope Thermal Performance Assessment Using Visual Programming and BIM, based on ETTV requirement of Green Mark and GreenRE

Directory of Open Access Journals (Sweden)

Taki Eddine Seghier

2017-09-01

Full Text Available Accomplishment of green building design requirements and the achievement of the targeted credit points under a specific green rating system are known to be a task that is very challenging. Building Information Modeling (BIM design process and tools have already made considerable advancements in green building design and performance analysis. However, Green building design process is still lack of tools and workflows that can provide real-time feedback of building sustainability and rating during the design stage. In this paper, a new workflow of green building design assessment and rating is proposed based on the integration of Visual Programing Language (VPL and BIM. Thus, the aim of this study is to develop a BIM-VPL based tool for building envelope design and assessment support. The focus performance metric in this research is building Envelope Thermal Transfer Value (ETTV which is an Energy Efficiency (EE prerequisite requirement (up to 15 credits in both Green Mark and GreenRE rating systems. The development of the tool begins first by creating a generic integration framework between BIM-VPL functionalities and ETTV requirements. Then, data is extracted from the BIM 3D model and managed using Revit, Excel and Dynamo for visual scripting. A sample project consisting of a hypothetical residential building is run and its envelope ETTV performance and rating score are obtained for the validation of the tool. This tool will support project team in building envelope design and assessment by allowing them to select the most appropriate façade configuration according to its performance efficiency and the green rating. Furthermore, this tool serves as proof of concept that building sustainability rating and compliance checking can be automatically processed through customized workflows developed based on BIM and VPL technologies.

7 CFR 550.35 - Rules of the workplace.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Rules of the workplace. 550.35 Section 550.35 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL RESEARCH SERVICE, DEPARTMENT... Agreements Program Management § 550.35 Rules of the workplace. Cooperator employees, while engaged in work at...

The Effects of Workplace Physical Activity Programs on Musculoskeletal Pain: A Systematic Review and Meta-Analysis.

Science.gov (United States)

Moreira-Silva, Isabel; Teixeira, Pedro M; Santos, Rute; Abreu, Sandra; Moreira, Carla; Mota, Jorge

2016-05-01

This article reviews the effectiveness of physical activity (PA) interventions at the workplace to reduce musculoskeletal pain among employees and assesses the effect size of these programs using meta-analysis. Four databases (i.e., PubMed, EBSCO, Web of Science, and Cochrane) were searched for research trials, which included comparison groups of employees that assessed PA programs, musculoskeletal pain, and health-related behaviors, published between January 1990 and March 2013. The meta-analysis estimates of standardized mean differences (Hedges' g) present significant evidence of less general pain (g = -.40 with a 95% confidence interval [CI] = [-0.78, -0.02]) and neck and shoulder pain (g = -.37 with a 95% CI = [-0.63, -0.12]) in intervention groups. The few studies of low back pain and arm, elbow, wrist, hand, or finger pain did not present sufficient statistically significant evidence. Consistent evidence demonstrates that workplace PA interventions significantly reduce general musculoskeletal pain and neck and shoulder pain. More studies are needed to determine the effectiveness of work-related PA interventions for arm, elbow, wrist, hand or finger, and low back pain. © 2016 The Author(s).

Predicting Workplace Transfer of Learning: A Study of Adult Learners Enrolled in a Continuing Professional Education Training Program

Science.gov (United States)

Nafukho, Fredrick Muyia; Alfred, Mary; Chakraborty, Misha; Johnson, Michelle; Cherrstrom, Catherine A.

2017-01-01

Purpose: The primary purpose of this study was to predict transfer of learning to workplace among adult learners enrolled in a continuing professional education (CPE) training program, specifically training courses offered through face-to-face, blended and online instruction formats. The study examined the predictive capacity of trainee…

National Workplace Literacy Program. Garment-Related Bilingual (English & Chinese) T.V. Broadcast Lessons. Book I: Episodes 1-15.

Science.gov (United States)

Chinatown Manpower Project, Inc., New York, NY.

This publication contains a series of 15 garment-related bilingual (English and Chinese) television broadcast lessons produced by the National Workplace Literacy Program of Chinatown Manpower Project, Inc. (Other partners were the Union of Needletrades, Industrial and Textile Employees and the Greater Blouse, Skirt and Undergarment Association in…

Resistance training program for fatigue management in the workplace: exercise protocol in a cluster randomized controlled trial

Directory of Open Access Journals (Sweden)

Hélio Gustavo Santos

2016-12-01

Full Text Available Abstract Background Fatigue is a multifactorial condition that leads to disease and loss in production, and it affects a large number of workers worldwide. This study aims to demonstrate a resistance exercise protocol that individuals will perform during the work schedule, and to evaluate the effectiveness of this exercises program for fatigue control. Methods/Design This is a cluster randomized controlled trial with two arms and is assessor blinded. A total of 352 workers of both sexes, aged 18–65 years, from a medium-sized dairy plant were enrolled in this study. Participants will be recruited from 13 production sectors according to the eligibility criteria and will be randomized by clusters to either the Progressive Resistance Exercise (PRE intervention group or the Compensatory Workplace Exercise (CWE comparative group. A resistance exercise program will be implemented for both groups. The groups will receive instructions on self-management, breaks, adjustments to workstations, and the benefits of physical exercise. The PRE group will perform resistance exercises with gradual loads in an exercise room, and the CWE group will perform exercise at their workstations using elastic bands. The exercise sessions will be held 3 times a week for 20 min. The primary outcome measures will be symptoms of physical and mental fatigue, and muscular fatigue based on a one-repetition maximum (1RM. The secondary outcome measures will be level of physical activity, musculoskeletal symptoms, physical condition, perceived exposure, and productivity. The workers will be assessed at baseline and after a 4-month program. A linear mixed model will be applied on an intention-to-treat basis. Discussion This intervention is expected to reduce symptoms of fatigue in the workers. The exercise program is indicating in the workplace, although there are few studies describing the effects of exercise on the control of fatigue in the workplace. Emphasis will be placed on

Resistance training program for fatigue management in the workplace: exercise protocol in a cluster randomized controlled trial.

Science.gov (United States)

Santos, Hélio Gustavo; Chiavegato, Luciana Dias; Valentim, Daniela Pereira; da Silva, Patricia Rodrigues; Padula, Rosimeire Simprini

2016-12-22

Fatigue is a multifactorial condition that leads to disease and loss in production, and it affects a large number of workers worldwide. This study aims to demonstrate a resistance exercise protocol that individuals will perform during the work schedule, and to evaluate the effectiveness of this exercises program for fatigue control. This is a cluster randomized controlled trial with two arms and is assessor blinded. A total of 352 workers of both sexes, aged 18-65 years, from a medium-sized dairy plant were enrolled in this study. Participants will be recruited from 13 production sectors according to the eligibility criteria and will be randomized by clusters to either the Progressive Resistance Exercise (PRE) intervention group or the Compensatory Workplace Exercise (CWE) comparative group. A resistance exercise program will be implemented for both groups. The groups will receive instructions on self-management, breaks, adjustments to workstations, and the benefits of physical exercise. The PRE group will perform resistance exercises with gradual loads in an exercise room, and the CWE group will perform exercise at their workstations using elastic bands. The exercise sessions will be held 3 times a week for 20 min. The primary outcome measures will be symptoms of physical and mental fatigue, and muscular fatigue based on a one-repetition maximum (1RM). The secondary outcome measures will be level of physical activity, musculoskeletal symptoms, physical condition, perceived exposure, and productivity. The workers will be assessed at baseline and after a 4-month program. A linear mixed model will be applied on an intention-to-treat basis. This intervention is expected to reduce symptoms of fatigue in the workers. The exercise program is indicating in the workplace, although there are few studies describing the effects of exercise on the control of fatigue in the workplace. Emphasis will be placed on adherence to the program, which may result in significant and

The relationship between return on investment and quality of study methodology in workplace health promotion programs.

Science.gov (United States)

Baxter, Siyan; Sanderson, Kristy; Venn, Alison J; Blizzard, C Leigh; Palmer, Andrew J

2014-01-01

To determine the relationship between return on investment (ROI) and quality of study methodology in workplace health promotion programs. Data were obtained through a systematic literature search of National Health Service Economic Evaluation Database (NHS EED), Database of Abstracts of Reviews of Effects (DARE), Health Technology Database (HTA), Cost Effectiveness Analysis (CEA) Registry, EconLit, PubMed, Embase, Wiley, and Scopus. Included were articles written in English or German reporting cost(s) and benefit(s) and single or multicomponent health promotion programs on working adults. Return-to-work and workplace injury prevention studies were excluded. Methodological quality was graded using British Medical Journal Economic Evaluation Working Party checklist. Economic outcomes were presented as ROI. ROI was calculated as ROI = (benefits - costs of program)/costs of program. Results were weighted by study size and combined using meta-analysis techniques. Sensitivity analysis was performed using two additional methodological quality checklists. The influences of quality score and important study characteristics on ROI were explored. Fifty-one studies (61 intervention arms) published between 1984 and 2012 included 261,901 participants and 122,242 controls from nine industry types across 12 countries. Methodological quality scores were highly correlated between checklists (r = .84-.93). Methodological quality improved over time. Overall weighted ROI [mean ± standard deviation (confidence interval)] was 1.38 ± 1.97 (1.38-1.39), which indicated a 138% return on investment. When accounting for methodological quality, an inverse relationship to ROI was found. High-quality studies (n = 18) had a smaller mean ROI, 0.26 ± 1.74 (.23-.30), compared to moderate (n = 16) 0.90 ± 1.25 (.90-.91) and low-quality (n = 27) 2.32 ± 2.14 (2.30-2.33) studies. Randomized control trials (RCTs) (n = 12) exhibited negative ROI, -0.22 ± 2.41(-.27 to -.16). Financial returns become

Shaping the future: ten years of the occupational health internship program.

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Delp, Linda; Riley, Kevin; Jacobs, Sarah; Bush, Diane; Kirkland, Katherine; Denis, Ingrid; London, Matt; Harrison, Robert

2013-01-01

The Occupational Health Internship Program (OHIP) was initiated in 2003 to recruit a new, diverse generation of occupational safety and health (OSH) professionals and to advance OSH within union and community-based initiatives. It retains the principles of the original OCAW/Montefiore internship program while adapting to the changed landscape of the 21st-century workplace. Case studies of OHIP projects illustrate how students have contributed to key OSH policies-to regulate silica exposure among construction workers, apply principles of green chemistry with Vietnamese nail salon workers, and integrate OSH into "green" jobs in the recycling industry. They have supported innovative campaigns with immigrant workers in contingent jobs-from taxi drivers to warehouse workers. The students, in turn, have been inspired to enter the OSH arena as professionals and worker advocates with the potential to contribute new energy to an OSH movement.

Occupational therapists' experience of workplace fatigue: Issues and action.

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Brown, Cary A; Schell, Jennifer; Pashniak, Lisa M

2017-01-01

Occupational therapists (OTs) work in all areas of health and wellbeing. The work is physically and psychologically demanding, but OTs are often not diligent about recognizing and attending to the workplace health and safety issue of fatigue in their own work settings. The purpose of this paper is to determine current issues and the evidence-base as presented in the literature so as to develop awareness and best practice interventions for fatigue reduction and management in occupational therapists' workplace. A comprehensive search strategy was carried out by the medical librarian on the study team and themes were extracted from the relevant literature by the study team. The literature revealed little research directly addressing occupational therapy workplace fatigue and we expanded our review of the evidence-base across all healthcare workers to identify publications of particular relevance to occupational therapists. This background paper is an important first step to raising awareness among OTs, guide key stakeholders regarding contributing factors to, and consequences of, OTs' workplace fatigue, and set research direction. Knowing which factors influencing workplace fatigue are shared across healthcare professionals and which are unique to OTs can also help organizations develop more tailored workplace fatigue risk reduction programs. This review concludes with a list of existing guidelines and tools for developing workplace fatigue risk assessment and management programs relevant to occupational therapists.

Arlington/Alexandria 1990-1991 REEP Workplace Literacy Training Project. Final Evaluation Report.

Science.gov (United States)

Peterson, Morris

As part of the National Workplace Literacy Program, the 1990-1991 Arlington Education and Employment Program (REEP) served 333 functionally illiterate limited English proficient (LEP) adults working in Virginia hotels at entry level jobs in housekeeping, food and beverage service, and maintenance. Training in workplace literacy and…

Cost-benefit analysis of comprehensive mental health prevention programs in Japanese workplaces: a pilot study.

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Iijima, Sachiko; Yokoyama, Kazuhito; Kitamura, Fumihiko; Fukuda, Takashi; Inaba, Ryoichi

2013-01-01

We examined the implementation of mental health prevention programs in Japanese workplaces and the costs and benefits. A cross-sectional survey targeting mental health program staff at 11 major companies was conducted. Questionnaires explored program implementation based on the guidelines of the Japanese Ministry of Health, Labor and Welfare. Labor, materials, outsourcing costs, overheads, employee mental discomfort, and absentee numbers, and work attendance were examined. Cost-benefit analyses were conducted from company perspectives assessing net benefits per employee and returns on investment. The surveyed companies employ an average of 1,169 workers. The implementation rate of the mental health prevention programs was 66% for primary, 51% for secondary, and 60% for tertiary programs. The program's average cost was 12,608 yen per employee and the total benefit was 19,530 yen per employee. The net benefit per employee was 6,921 yen and the return on investment was in the range of 0.27-16.85. Seven of the 11 companies gained a net benefit from the mental health programs.

Reducing musculoskeletal discomfort: effects of an office ergonomics workplace and training intervention.

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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.

Revisiting Employee Assistance Programs and Substance Use Problems in the Workplace: Key Issues and a Research Agenda

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Levy Merrick, Elizabeth S.; Volpe-Vartanian, Joanna; Horgan, Constance M.; McCann, Bernard

2012-01-01

This column describes employee assistance program (EAPs) and identifies key issues for contemporary EAPs. These programs began as occupational alcohol programs and have evolved into more comprehensive resources. To better understand contemporary EAPs, the authors suggest a research agenda at includes descriptive studies to provide an up-to-date picture of services; investigations of how contemporary EAPs address substance use problems, including management consultation for early identification; further study of EAPs’ effects on outcomes, such as productivity and work group outcomes; examination of the relationship between EAPs and other workplace resources; further examination of influences on EAP utilization; and development and testing of EAP performance measures. PMID:17914000

Case Study of Analysis and Targets Setting in Workplace Health Promotion: Pilot Implementation of Health Environment and Safety Management in Enterprises (HESME) Program in the Republic of Macedonia

OpenAIRE

Risteska-Kuc, Snezana; Karadzinska-Bislimovska, Jovanka; Stoleski, Saso; Mijakoski, Dragan

2008-01-01

HESME program concept is based on building and strengthening existing national structures and practices for health promotion at workplace, occupational health and safety, and environmental health. As part of the global HESME program, which includes different activities in the Republic of Macedonia, HESME pilot projects in two enterprises in 2003/2004 were aimed at analysis and setting targets of workplace health promotion. The analysis was made by the Institute of Occupational Health, WHO Col...

Workplace threats to health and job turnover among women workers.

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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.

Final Progress Report: Developing Ethical Practices for Genetics Testing in the Workplace

Energy Technology Data Exchange (ETDEWEB)

Laura Roberts, MD; Teddy Warner, PhD

2008-05-14

Our multidisciplinary research team for this project involved collaboration between the Department of Psychiatry and Behavioral Medicine at the Medical College of Wisconsin (MCW) and the Department of Family and Community Medicine at the University of New Mexico Health Sciences Center (UNM HSC). Our research team in Wisconsin was led by Laura Roberts, M.D., Principal Investigator, and included Scott Helberg, MLS (Project Coordinator), Kate Green Hammond, Ph.D. (Consultant), Krisy Edenharder (Research Coordinator), and Mark Talatzko (Research Assistant). Our New Mexico-based team was led by Teddy Warner, Ph.D., Co-Principal Investigator and UNM Site Principal Investigator, and included Suzanne Roybal (Project Assistant), Darlyn Mabon (Project Assistant), Kate Green Hammond, PhD (Senior Research Scientist on the UNM team from 2004 until January, 2007), and Paulette Christopher (Research Assistant). In addition, computer technical and web support for the web-based survey conducted on a secure server at the University of New Mexico was provided by Kevin Wiley and Kim Hagen of the Systems and Programming Team of the Health Sciences Center Library and Information Center. We stated 3 aims in the grant proposal: (1) To collect web survey reports of the ethical perspectives, concerns, preferences and decision-making related to genetic testing using surveys from employees at: (a) Los Alamos National Laboratory (LANL); (b) Sandia National Laboratories (SNL); and (c) the University of New Mexico Health Sciences Center (UNMHSC); (2) To perform an extensive literature search and the extant survey data to develop evidence-based policy recommendations for ethically sound genetic testing associated with research and occupational health activities in the workplace; and, (3) To host a conference at the Medical College of Wisconsin to provide employers, workers, health professionals, researchers, the public, and the media an opportunity to consider ethical issues involved in genetic

Healthy and productive workers:using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism

OpenAIRE

Ammendolia, Carlo; Côté, Pierre; Cancelliere, Carol; Cassidy, J David; Hartvigsen, Jan; Boyle, Eleanor; Soklaridis, Sophie; Stern, Paula; Amick, Benjamin

2016-01-01

Background Presenteeism is a growing problem in developed countries mostly due to an aging workforce. The economic costs related to presenteeism exceed those of absenteeism and employer health costs. Employers are implementing workplace health promotion and wellness programs to improve health among workers and reduce presenteeism. How best to design, integrate and deliver these programs are unknown. The main purpose of this study was to use an intervention mapping approach to develop a workpl...

Antecedents, consequences and interventions for workplace bullying.

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Kemp, Vivien

2014-09-01

The issue of workplace bullying has become an area of research interest in the last 3 decades. Much of the extant literature is published in the business management journals. This is problematic as the targets of workplace bullying may need psychiatric treatment; as a discipline, therefore psychiatrists may benefit from a deeper understanding of the nature of workplace bullying and its sequelae. There is still no agreed upon definition, although most definitions include similar criteria. Managers and human resources personnel frequently have difficulty identifying and effectively managing workplace bullying. The consequences for the targets of bullying can be severe; they may need psychiatric treatment and it can have a lifelong impact. There is a paucity of research into effective prevention and intervention programs. Preventive measures that focus on the whole workplace culture or on targets alone have mixed results. Workplace policies and procedures may lessen the prevalence and incidence of bullying, but often competing interests of senior management, human resources personnel, supervisors and workers may mitigate any antibullying interventions. Although psychiatrists are likely to treat the targets of bullying, bullying has yet to attract much attention as a research topic in psychiatry. Although the consequences of bullying can be severe for both targets and workplaces, prevention strategies are hampered by competing interests.

A workplace modified duty program for employees in an oncology center.

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Soteriades, Elpidoforos S

2017-01-01

Workplace modified duty programs may provide reasonable accommodations to employees who have partial temporary job disability and could work on duty accommodations until they fully recover. However, little is known about the implementation barriers and effectiveness of such programs. This study is aimed at evaluating the implementation of a modified duty program for employees in an oncology center. A modified duty program for employees working at the Bank of Cyprus Oncology Center, a non profit organization with 200 employees located in the Republic of Cyprus was evaluated based on the health records of the occupational medicine department. Employees' participation in the program was 3%. A total of 12 employees participated (6 each year). The participants were all women and the mean participation period was 21.6 days (range 10 - 65 days). The two most frequent reasons for a modified duty assignment were pregnancy and back pain. Employees were assigned either on limited duties or on a combination of limited duties and reduced work hours. Employees reported being very satisfied with their participation based on a follow-up narrative oral assessment. The small participation rate does not allow for advanced statistical analyses. Further studies from larger organizations are urgently needed to evaluate the effectiveness of modified duty programs. The development of a legal framework for such modified duty programs in Cyprus as well as internationally may promote their implementation in order to facilitate the effective management of temporary partial job disability for the benefit of both employees and businesses.

Learn to Lead: Mapping Workplace Learning of School Leaders

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Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

2016-01-01

In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

Mental Health in the Workplace: A Call to Action Proceedings from the Mental Health in the Workplace: Public Health Summit

Science.gov (United States)

Goetzel, Ron Z.; Roemer, Enid Chung; Holingue, Calliope; Fallin, M. Daniele; McCleary, Katherine; Eaton, William; Agnew, Jacqueline; Azocar, Francisca; Ballard, David; Bartlett, John; Braga, Michael; Conway, Heidi; Crighton, K. Andrew; Frank, Richard; Jinnett, Kim; Keller-Greene, Debra; Rauch, Sara Martin; Safeer, Richard; Saporito, Dick; Schill, Anita; Shern, David; Strecher, Victor; Wald, Peter; Wang, Philip; Mattingly, C. Richard

2018-01-01

Objective To declare a call to action to improve mental health in the workplace. Methods We convened a public health summit and assembled an Advisory Council consisting of experts in the field of occupational health and safety, workplace wellness, and public policy to offer recommendations for action steps to improve health and well-being of workers. Results The Advisory Council narrowed the list of ideas to four priority projects. Conclusions The recommendations for action include developing a Mental Health in the Workplace 1) “How to” Guide, 2) Scorecard, 3) Recognition Program, and 4) Executive Training. PMID:29280775

[Quality and effectiveness of smoking cessation interventions in workplaces sites].

Science.gov (United States)

Iwanowicz, Eliza

2008-01-01

According to the survey carried out by the National Centre for Workplace Health Promotion at the Nofer Institute of Occupational Medicine, the level and quality of smoking cessation interventions implemented in Polish enterprises are insufficient. Therefore, the dissemination of good practices in this field is needed. The paper presents (on the basis of the literature review) chosen outcomes of the research focused on the effectiveness of workplace smoking cessation interventions. These are mostly methods influencing the turnout in such programs as well as reduction of smoking in the workplace. According to the papers in question, partnership relationships between the organizers of the program and its participants as well as ensuring the employees in the process of quitting various forms of social support are factors, which may contribute to effective reduction of smoking in the workplace. It seems necessary to increase awareness of this issue among Polish managers.

Countering workplace aggression: an urban tertiary care institutional exemplar.

Science.gov (United States)

Phillips, Susan

2007-01-01

The purpose of this process improvement project was to provide nursing staff with evidence-based knowledge and skills to manage patients and/or visitors with the potential for violence. Current statistics describing workplace violence in healthcare settings are alarming. Workplace violence significantly impacts nursing practice and may contribute to physical injuries, psychological trauma, decreased productivity, and low morale among nurses. This is particularly germane to those nurses who have been inadequately trained to manage aggressive patients and/or family behaviors. Following a series of disruptive episodes on the pulmonary-medical service that occurred at our facility in the winter of 2006, an employee safety team was formed to address the issue of workplace violence. Around this same time frame, a team comprising system hospital representatives was also initiated to globally address workplace violence. A Workplace Violence Education Program was devised to equip nurses with information, skills, and practical tools that will empower them when encountering clinical situations characterized by disruptive or abusive patient and/or family behaviors. The ultimate goal was to diffuse progressive, escalating aggressive behaviors in the clinical setting. FINDINGS/OUTCOMES: Evidence-based approaches formed the basis of an educational offering focusing on workplace violence prevention and management. This informational intervention was devised to empower clinical nursing staff with knowledge to enhance judgment, decision making, and implementation of behavioral strategies to reduce the likelihood of patient/family behaviors escalating to aggression. Interdisciplinary collaboration that included clinical experience, expertise, and knowledge generated from current literature reviews contributed to a successful educational program for nurses focusing on a historically neglected topic--workplace violence.

Defining and certifying green power

International Nuclear Information System (INIS)

1998-02-01

Studies have shown that as electric utilities restructure from monopolistic utilities to competitive open access retailers, there is an increasing demand by individual and institutional customers for green power. In the United States, 17 electricity suppliers have offered customers the opportunity to buy energy generated from renewable sources such as photovoltaic panels, wind turbines and biomass. Twenty other utilities are conducting market research in preparation for offering a similar program. It was suggested that in order to help the customers make their choice based on accurate information, generating facilities should be obligated to provide credible information about the environmental performance of electricity supply through standardized environmental profile labels. A list of agreed upon environmental indicators and performance levels must be established so that the 'environmental friendliness' of different generating facilities can be measured. One of the problems in tackling this issue is that there is disagreement about what constitutes green power. Opinions range from wind and solar generation being the only two forms of green power, to including even natural gas and nuclear energy (i.e. under the right conditions). The two programs that are used for the certification of green power in Canada and the United States are Canada's Environmental Choice Program and California's Green-e Renewable Electricity Branding Program. This report describes the two programs and summarizes the results of interviews conducted on the definition and certification of green power. 15 refs

Corporate financial decision-makers' perceptions of workplace safety.

Science.gov (United States)

Huang, Yueng-Hsiang; Leamon, Tom B; Courtney, Theodore K; Chen, Peter Y; DeArmond, Sarah

2007-07-01

This study, through a random national survey, explored how senior financial executives or managers (those who determined high-level budget, resource allocation, and corporate priorities) of medium-to-large companies perceive important workplace safety issues. The three top-rated safety priorities in resource allocation reported by the participants (overexertion, repetitive motion, and bodily reaction) were consistent with the top three perceived causes of workers' compensation losses. The greatest single safety concerns reported were overexertion, repetitive motion, highway accidents, falling on the same level and bodily reaction. A majority of participants believed that the indirect costs associated with workplace injury were higher than the direct costs. Our participants believed that money spent improving workplace safety would have significant returns. The perceived top benefits of an effective workplace safety program were increased productivity, reduced cost, retention, and increased satisfaction among employees. The perceived most important safety modification was safety training. The top reasons senior financial executives gave for believing their safety programs were better than those at other companies were that their companies paid more attention to and emphasized safety, they had better classes and training focused on safety, and they had teams/individuals focused specifically on safety.

Disability management practices in Ontario workplaces: employees' perceptions.

Science.gov (United States)

Westmorland, Muriel G; Williams, Renee M; Amick, Ben C; Shannon, Harry; Rasheed, Farah

2005-07-22

The purpose of this study was to obtain employees' perceptions about disability management (DM) at their workplaces. Data were obtained from focus group interviews and individual telephone interviews with 58 employees who had sustained a work-related injury or disability in Ontario, Canada. Participants also completed a 22-item Organizational Policies and Practices (OPP) Questionnaire that asked questions about workplace DM practices. Respondents emphasized the need for job accommodation, the importance of open and clear communication and the necessity of job retraining. The provision of ergonomic modifications to their worksites and the development of meaningful and specific DM policies and procedures were seen as key to a comprehensive workplace DM program. Education about health and safety also was identified as an important component of creating a supportive workplace environment. The OPP questionnaire showed good internal consistency (Cronbach's alpha=0.95) and discriminant validity. This study demonstrates the importance of workplaces communicating with their employees and respecting their opinions when establishing and carrying out DM policies and practices. The OPP Questionnaire is useful in determining how DM is managed in the workplace.

Hotel & Food Service Industries. Workforce & Workplace Literacy Series.

Science.gov (United States)

BCL Brief, 1992

1992-01-01

This brief gives an overview of the topic of workplace literacy for the hotel and food service industries and lists program contacts. The following organizations operate employee basic skills programs for hotel and food service employees, provide technical assistance, or operate grant programs: Essential Skills Resource Center; Language Training…

Effectiveness of physical activity intervention at workplace

Directory of Open Access Journals (Sweden)

Marzena Malińska

2017-04-01

Full Text Available A physical activity is a key factor contributing to the improvement and maintenance of one’s general health. Although this issue is by no means limited to the workplace, it is precisely the work environment that can provide the basis for keeping and reinforcing more health-conscious attitudes and lifestyles, including programs promoting a physical activity. The paper presents an analysis of the literature on the effectiveness of physical activity intervention at the workplace. Particular attention is paid to the impact of the physical activity programs on musculoskeletal disorders, absenteeism, work ability, physical capacity and body weight of the participants. Given a marginal extent of programs of this kind in Poland, the authors’ intention was to show the benefits resulting from implementation of and participation in such initiatives. Med Pr 2017;68(2:277–301

Workplace design: Conceptualizing and measuring workplace characteristics for motivation

OpenAIRE

Karanika-Murray, M.; Michaelides, George

2015-01-01

PURPOSE – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire.\\ud \\ud DESIGN/METHODOLOGY/APPROACH – The model is configured as nine workplace attributes desc...

The Impact of Employer Attitude to Green Commuting Plans on Reducing Car Driving: A Mixed Method Analysis

Directory of Open Access Journals (Sweden)

Chuan Ding

2014-04-01

Full Text Available Reducing car trips and promoting green commuting modes are generally considered important solutions to reduce the increase of energy consumption and transportation CO2 emissions. One potential solution for alleviating transportation CO2 emissions has been to identify a role for the employer through green commuter programs. This paper offers an approach to assess the effects of employer attitudes towards green commuting plans on commuter mode choice and the intermediary role car ownership plays in the mode choice decision process. A mixed method which extends the traditional discrete choice model by incorporating latent variables and mediating variables with a structure equation model was used to better understand the commuter mode choice behaviour. The empirical data were selected from Washington-Baltimore Regional Household Travel Survey in 2007-2008, including all the trips from home to workplace during the morning hours. The model parameters were estimated using the simultaneous estimation approach and the integrated model turns out to be superior to the traditional multinomial logit (MNL model accounting for the impact of employer attitudes towards green commuting. The direct and indirect effects of socio-demographic attributes and employer attitudes towards green commuting were estimated. Through the structural equation modelling with mediating variable, this approach confirmed the intermediary nature of car ownership in the choice process. The results found in this paper provide helpful information for transportation and planning policymakers to test the transportation and planning policies effects and encourage green commuting reducing transportation CO2 emissions.

Impact of a Comprehensive Workplace Hand Hygiene Program on Employer Health Care Insurance Claims and Costs, Absenteeism, and Employee Perceptions and Practices.

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Arbogast, James W; Moore-Schiltz, Laura; Jarvis, William R; Harpster-Hagen, Amanda; Hughes, Jillian; Parker, Albert

2016-06-01

The aim of this study was to determine the efficacy of a multimodal hand hygiene intervention program in reducing health care insurance claims for hygiene preventable infections (eg, cold and influenza), absenteeism, and subjective impact on employees. A 13.5-month prospective, randomized cluster controlled trial was executed with alcohol-based hand sanitizer in strategic workplace locations and personal use (intervention group) and brief hand hygiene education (both groups). Four years of retrospective data were collected for all participants. Hygiene-preventable health care claims were significantly reduced in the intervention group by over 20% (P Employee survey data showed significant improvements in hand hygiene behavior and perception of company concern for employee well-being. Providing a comprehensive, targeted, yet simple to execute hand hygiene program significantly reduced the incidence of health care claims and increased employee workplace satisfaction.

The "Total Worker Health" Concept: A Case Study in a Rural Workplace.

Science.gov (United States)

Watkins, Cecilia; Macy, Gretchen; Golla, Vijay; Lartey, Grace; Basham, Jacqueline

2018-05-01

This case study was conducted to identify barriers of integration of health protection and health promotion in rural workplaces with tailored interventions that address the identified barriers. Data on a workplace's ability to integrate wellness programs and health protection programs were collected through a questionnaire along with a seven-question interview. Descriptive statistics were used to analyze the quantitative data. Qualitative measures were assessed using thematic analysis. Based off the results of the assessments, the company received tailored training sessions. The largest hindrance to organizational support was time. However, improved knowledge about the need and importance of integration helped the participants to conceptualize and plan for more collaboration between departments. New ways to increase integration at workplaces, especially rural workplaces are needed. More comprehensive interventions that include management are also needed.

Measuring Best Practices for Workplace Safety, Health, and Well-Being: The Workplace Integrated Safety and Health Assessment.

Science.gov (United States)

Sorensen, Glorian; Sparer, Emily; Williams, Jessica A R; Gundersen, Daniel; Boden, Leslie I; Dennerlein, Jack T; Hashimoto, Dean; Katz, Jeffrey N; McLellan, Deborah L; Okechukwu, Cassandra A; Pronk, Nicolaas P; Revette, Anna; Wagner, Gregory R

2018-05-01

To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches.

A classification of components of workplace disability management programs: results from a systematic review.

Science.gov (United States)

Gensby, U; Labriola, M; Irvin, E; Amick, B C; Lund, T

2014-06-01

This paper presents results from a Campbell systematic review on the nature and effectiveness of workplace disability management programs (WPDM) promoting return to work (RTW), as implemented and practiced by employers. A classification of WPDM program components, based on the review results, is proposed. Twelve databases were searched between 1948 to July 2010 for peer-reviewed studies of WPDM programs provided by employers to re-entering workers with occupational or non-occupational illnesses or injuries. Screening of articles, risk of bias assessment and data extraction were conducted in pairs of reviewers. Studies were clustered around various dimensions of the design and context of programs. 16,932 records were identified by the initial search. 599 papers were assessed for relevance. Thirteen studies met inclusion criteria. Twelve peer reviewed articles (two non-randomized studies, and ten single group experimental before and after studies), including ten different WPDM programs informed the synthesis of results. Narrative descriptions of the included program characteristics provided insight on program scope, components, procedures and human resources involved. However, there were insufficient data on the characteristics of the sample and the effect sizes were uncertain. A taxonomy classifying policies and practices around WPDM programs is proposed. There is insufficient evidence to draw conclusions on the effectiveness of employer provided WPDM programs promoting RTW. It was not possible to determine if specific program components or specific sets of components are driving effectiveness. The proposed taxonomy may guide future WPDM program evaluation and clarify the setup of programs offered to identify gaps in existing company strategies.

Building Effective Green Energy Programs in Community Colleges

Science.gov (United States)

Bozell, Maureen R.; Liston, Cynthia D.

2010-01-01

Community colleges across the country are engaged in large-scale federal and state initiatives to train low-income individuals for the nascent field that's become known as "green jobs." Many green economy advocates believe that green jobs training can be part of career pathways that help move unemployed and disconnected individuals--who are often…

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

Science.gov (United States)

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.

Bibliotherapy-based Wellness Program for Healthcare Providers: Using Books and Reading to Create a Healthy Workplace

Directory of Open Access Journals (Sweden)

Natalia Tukhareli

2017-08-01

Full Text Available Within the context of benefits of a healthy workplace, bibliotherapy is seen as an effective way of promoting health and wellness to hospital employees. The paper will present a detailed description of an innovative informational and recreational bibliotherapy-based reading program for healthcare providers developed and implemented by a Health Sciences library, in collaboration with the Occupational Health department. The methodology involved an extensive review of the bibliotherapy research and best practices in the UK and North America. The mechanics, benefits, and challenges of the program will be discussed. The program evaluation included an internal survey to the hospital employees. The evaluation results show that the bibliotherapy program has provided a new venue to address work-related stress and promote health, well-being, and resilience within the organization. Moreover, it helped to expand opportunities for collaborative projects and partnerships for the library as well as increase visibility of the library within the organization.

The Role of Small Enterprise in School Students' Workplace Learning.

Science.gov (United States)

Mulraney, James; Turner, Peter; Wyatt, Frank; Harris, Roger; Gibson, Terri

The role of small enterprise in Australian school students' workplace learning was examined. First, the literature on structured workplace learning in Australia, Europe, and North America was reviewed. Next, four structured learning programs in South Australia and four in New South Wales were studied. Interviews were conducted with a total of 41…

Impact of a workplace physical activity tracking program on biometric health outcomes.

Science.gov (United States)

Yu, Jiani; Abraham, Jean M; Dowd, Bryan; Higuera, Lucas F; Nyman, John A

2017-12-01

Wellness programs are a popular strategy utilized by large U.S. employers. As mobile health applications and wearable tracking devices increase in prevalence, many employers now offer physical activity tracking applications. This longitudinal study evaluates the impact of engagement with a web-based, physical activity tracking program on changes in individuals' biometric outcomes in an employer population. The study population includes active employees and adult dependents continuously enrolled in an eligible health plan and who have completed at least two biometric screenings (n=36,882 person-years with 11,436 unique persons) between 2011 and 2014. Using difference-in-differences (DID) regression, we estimate the effect of participation in the physical activity tracking application on BMI, total cholesterol, and blood pressure. Participation was significantly associated with a reduction of 0.275 in BMI in the post-period, relative to the comparison group, representing a 1% change from baseline BMI. The program did not have a statistically significant impact on cholesterol or blood pressure. Sensitivity checks revealed slightly larger BMI reductions among participants with higher intensity of tracking activity and in the period following the employer's shift to an outcomes-based incentive design. Results are broadly consistent with the existing literature on changes in biometric outcomes from workplace initiatives promoting increased physical activity. Employers should have modest expectations about the potential health benefits of such programs, given current designs and implementation in real-world settings. Copyright © 2017 Elsevier Inc. All rights reserved.

Opinions of Polish occupational medicine physicians on workplace health promotion.

Science.gov (United States)

Puchalski, Krzysztof; Korzeniowska, Elzbieta; Pyzalski, Jacek; Wojtaszczyk, Patrycja

2005-01-01

According to the current Polish legislation on occupational health services, occupational medicine physicians should perform workplace health promotion (WHP) activities as a part of their professional work. The concept of workplace health promotion or health promotion programs, however, has not been defined in this legislation in any way. Therefore, two essential questions arise. First, what is the physicians' attitude towards workplace health issues and second, what is actually carried out under the label of health promotion? The main objective of the research described in this paper was to answer these questions. The survey was carried out by the National Center for Workplace Health Promotion in 2002. A questionnaire prepared by the Center for the purpose of this survey was sent to a random sample of occupational medicine physicians. The results of the survey showed that 53% of occupational medicine physicians consider WHP just as a new name for prophylactics. On the other hand almost all of the respondents (94%) agree that occupational medicine physicians should perform WHP activities and find them useful in improving patients' health (78%). The main obstacle for the development of this activity in the perception of physicians is the lack of interest in workplace health promotion among employers (86%). In the modern understanding of workplace health promotion concept this type of intervention includes not only safety measures and health education, but also a profound organizational change that allows employers, employees and social partners to improve wellbeing of people at work. Each of such projects should facilitate changes necessary to create a health promoting workplace. It also needs a skilled leader--well trained and aware of a multidisciplinary dimension of WHP interventions. Occupational medicine specialists should become natural partners of employers and employees. The majority of the occupational medicine physicians, however, are not sufficiently

Incivility and Sexual Harassment at the Workplace: Occupational Health Impact

Directory of Open Access Journals (Sweden)

Liliana Díaz G

2011-11-01

Full Text Available In recent years, interest and research on workplace aggression have increased, since it is a serious occupational health problem with negative consequences for both employees and organizations. Objective: to analyze the relationships between different forms of workplace aggression (incivility and sexual harassment, counterproductive work behaviors, and job satisfaction. Methodology: a cross-sectional study, involving 460 employees from the services sector of Madrid, Spain. Self-report questionnaires were used to assess the employees’ potential exposure to workplace aggression, as well as their level of job satisfaction, and the manifestation of negative behaviors towards the organization. Results: a significant negative association was found between the studied forms of workplace aggression and job satisfaction. Likewise, a significant positive association between the forms of workplace aggression and counterproductive work behaviors was also found. Conclusions: workplace aggression may have negative consequences for a company. It can affect employee satisfaction and encourage counterproductive behaviors. Therefore, it is important, within the field of occupational health, to implement programs that prevent workplace aggression as well as clear intervention protocols to address it whenever it occurs.

Integrating between Malay culture and conservation in Green campus program: Best practices from Universitas Riau, Indonesia

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Suwondo, Darmadi, Yunus, Mohd.

2017-11-01

Green campus program (GCP) is a policy to optimize the role of the University of Riau in implementing sustainable development. Green campus development is done by integrating Malay culture and conservation in every implementation of the program. We identify the biophysical, economic and socio-cultural characteristics as well as the problems encountered in the campus environment. This study uses desk study, survey, and focus group discussion (FGD). GCP analysis is divided into several stages, namely assess problem, design, implementation, monitor, evaluate and adjust. Bina Widya Campus of Universitas Riau has a good biodiversity of flora and fauna with species characteristics in lowland tropical forest ecosystems. Plant species of the Dipterocarpaceae family are the dominant species, whereas fauna is from reptile, leaves, and mammals. Efforts to maintain and enhance species diversity are undertaken by designing and constructing Arboretum and Ecoedupark for the ex situ conservation of flora and fauna. The enrichment of species is carried out by planting vegetation types that are closely related to Malay culture. On the other hand, the management of the green campus faces challenges in the diverse perceptions of stakeholders with low levels of academic participation. Economically the existence of the campus provides a multiplier effect on the emergence of various economic activities of the community around the campus. Implementation of green university campus of Riau University by integrating Melayu culture and conservation contributes to the creation of green open space which is increasingly widespread and able to support sustainable development, especially in Pekanbaru City.

Workplace exercise for changing health behavior related to physical activity.

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Grande, Antonio José; Cieslak, Fabrício; Silva, Valter

2015-01-01

Physical Activity in the workplace has received special attention from researchers who are looking to promote lifelong health and well-being. The workplace is being investigated as a possible place to assess and create strategies to help people to become healthier. The transtheoretical model and stages of change has been adapted as a tool to assess the stages of behavioral change towards exercising. To assess the change in health behavior following a three-month exercise program based in the workplace. A quasi-experimental study design was used in which 165 employees participated in the study. An intervention program of workplace exercise was applied for three months. Participants were assessed through the transtheoretical model and stages of change questionnaire before and after intervention to understand changes in their position on the behavioral change continuum. The number of employees who were physically active increased after the workplace exercise intervention (13.9% , 95% CI 9.5 to 20.1; P = 0.009). There was a significant decrease in the proportion of employees in the pre-contemplation stage (-6.1% , 95% CI 3.3 to 10.8; P = 0.045) and contemplation stage (-11.5% , 95% CI 7.5 to 17.3; P = 0.017), and a significant increase in the action stage (10.9% , 95% CI 7.0 to 16.6; P = 0.003). Engaging in workplace exercise has a significant positive effect on health behavior and willingness to become more physically active.

Cautions: Implementing Interpersonal Interaction in Workplace E-Learning

Science.gov (United States)

Githens, Rod P.

2006-01-01

E-learning programs in workplaces have been slow to incorporate social and collaborative methods. Although these programs provide flexibility and cost savings, poor learning outcomes and low completion rates have caused some organizations to transition to approaches that include interpersonal interaction. In reviewing studies of e-learning…

Workplace violence in hospitals: safe havens no more.

Science.gov (United States)

Warren, Bryan

2011-01-01

Healthcare presents many security challenges, particularly when it comes to workplace violence prevention. With a staff population that is approximately 80% female, 24-hour operations, numerous points of ingress and egress, and the high tension environment that exists in today's hospitals and urgent care centers, the stage is set for the "perfect storm" of workplace violence, the author points out. He cites statistics that healthcare workers are at a much higher risk of victimization than workers in other industries. The best strategy to prevent workplace violence in the healthcare environment, he says, is to develop a corporate culture that supports respect, open communication, employee involvement and participation and an effective training program.

Breastfeeding policies and breastfeeding support programs in the mother's workplace.

Science.gov (United States)

Bettinelli, Maria Enrica

2012-10-01

Women should never be forced to make a choice between mother-work and other work. Many women mistakenly think they cannot breastfeed if they plan to return to work, and thus they may not talk with their employers about their intention to breastfeed or how breastfeeding might be supported at their workplace. All breastfeeding policies and strategies underline the importance of providing support for lactating mothers and highlight the need to promote specific interventions in the workplace. Possible strategies for working mothers include having the mother keep the baby with her while she works, allowing the mother to go to the baby to breastfeed during the workday, telecommuting, offering flexible work schedules, maintaining part-time work schedules, and using on-site or nearby child care centres.

[Effectiveness of physical activity intervention at workplace].

Science.gov (United States)

Malińska, Marzena

2017-03-24

A physical activity is a key factor contributing to the improvement and maintenance of one's general health. Although this issue is by no means limited to the workplace, it is precisely the work environment that can provide the basis for keeping and reinforcing more health-conscious attitudes and lifestyles, including programs promoting a physical activity. The paper presents an analysis of the literature on the effectiveness of physical activity intervention at the workplace. Particular attention is paid to the impact of the physical activity programs on musculoskeletal disorders, absenteeism, work ability, physical capacity and body weight of the participants. Given a marginal extent of programs of this kind in Poland, the authors' intention was to show the benefits resulting from implementation of and participation in such initiatives. Med Pr 2017;68(2):277-301. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Green pricing: A Colorado case study

Energy Technology Data Exchange (ETDEWEB)

Blank, E.; Udall, J.R.

1996-12-31

A model program for green pricing targeted primarily at large customers is proposed in this paper. The program would create a partnership between a local community group, a renewables advocacy group, and several Colorado utilities. The first part of the paper summarizes pertinent background issues, including utility experience with green pricing programs. The rest of the paper outlines the program proposal, focusing primarily on organizational structure.

Implementation of a National Workplace Wellness Program for Health Workers in Botswana.

Science.gov (United States)

Ledikwe, Jenny H; Semo, Bazghina-Werq; Sebego, Miram; Mpho, Maureen; Mothibedi, Heather; Mawandia, Shreshth; O'Malley, Gabrielle

2017-09-01

: The Botswana workplace wellness program (WWP) for health care workers (HCWs) was initiated in 2007. WWP implementation was assessed using a sequential, explanatory, mixed methods design including a national implementation assessment (27 health districts) and in-depth interviews (n = 38). Level of implementation varied across districts with health screening, therapeutic recreation, and health promotion implemented more frequently than occupational health activities and psychosocial services. Facilitators to WWP implementation included establishment of a dedicated, diverse WWP committee; provision of administrative support, and integration of activities into organizational culture. Barriers included competing priorities related to delivery of health services to clients, limited technical ability to deliver occupation health activities and psychosocial support, receipt of health services from colleagues, and limited appreciation for personal wellness by some HCWs. Ensuring the well-being of HCWs is critical in reaching international health goals.

Implementation of a National Workplace Wellness Program for Health Workers in Botswana

Science.gov (United States)

Ledikwe, Jenny H.; Semo, Bazghina-werq; Sebego, Miram; Mpho, Maureen; Mothibedi, Heather; Mawandia, Shreshth; O’Malley, Gabrielle

2017-01-01

The Botswana workplace wellness program (WWP) for health care workers (HCWs) was initiated in 2007. WWP implementation was assessed using a sequential, explanatory, mixed methods design including a national implementation assessment (27 health districts) and in-depth interviews (n = 38). Level of implementation varied across districts with health screening, therapeutic recreation, and health promotion implemented more frequently than occupational health activities and psychosocial services. Facilitators to WWP implementation included establishment of a dedicated, diverse WWP committee; provision of administrative support, and integration of activities into organizational culture. Barriers included competing priorities related to delivery of health services to clients, limited technical ability to deliver occupation health activities and psychosocial support, receipt of health services from colleagues, and limited appreciation for personal wellness by some HCWs. Ensuring the well-being of HCWs is critical in reaching international health goals. PMID:28742763

Impact Research Report and Site Summaries for Project ALERT. Workplace Education.

Science.gov (United States)

Brandenburg, Dale C.

In order to evaluate the Project ALERT (Adult Literacy Enhanced & Redefined through Training) Workplace Literacy Project, data were collected to gauge the impact of the program on individual participants, the organizations in which they were employed, and to provide the use of whole language and multimedia techniques in workplace literacy…

Effect of components of a workplace lactation program on breastfeeding duration among employees of a public-sector employer.

Science.gov (United States)

Balkam, Jane A Johnston; Cadwell, Karin; Fein, Sara B

2011-07-01

The purpose of this study was to evaluate the impact of the individual services offered via a workplace lactation program of one large public-sector employer on the duration of any breastfeeding and exclusive breastfeeding. Exclusive breastfeeding was defined as exclusive feeding of human milk for the milk feeding. A cross-sectional mailed survey approach was used. The sample (n = 128) consisted of women who had used at least one component of the lactation program in the past 3 years and who were still employed at the same organization when data were collected. Descriptive statistics included frequency distributions and contingency table analysis. Chi-square analysis was used for comparison of groups, and both analysis of variance (ANOVA) and univariate analysis of variance from a general linear model were used for comparison of means. The survey respondents were primarily older, white, married, well-educated, high-income women. More of the women who received each lactation program service were exclusively breastfeeding at 6 months of infant age in all categories of services, with significant differences in the categories of telephone support and return to work consultation. After adjusting for race and work status, logistic regression analysis showed the number of services received was positively related to exclusive breastfeeding at 6 months and participation in a return to work consultation was positively related to any breastfeeding at 6 months. The study demonstrated that the workplace lactation program had a positive impact on duration of breastfeeding for the women who participated. Participation in the telephone support and return to work consultation services, and the total number of services used were related to longer duration of exclusive and/or any breastfeeding.

Perceived workplace health support is associated with employee productivity.

Science.gov (United States)

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.

Green Power Partner List

Science.gov (United States)

The U.S. EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. There are thousands of Green Power Partners, all listed on this page.

Workplace violence

NARCIS (Netherlands)

Bossche, S. van den

2014-01-01

Workplace violence refers to incidents where workers are abused, threatened or assaulted, either by people from within or outside their workplace. Workplace violence may have severe negative consequences for the workers affected, their co-workers and families; as well as for organisations and the

Evaluation of the New York City Green Carts program

Directory of Open Access Journals (Sweden)

Shannon M Farley

2015-12-01

Full Text Available Access to fresh fruits and vegetables is a concern, particularly among low-income populations. Mobile vending is one strategy to expand produce availability and access to increase consumption. In 2008, New York City launched a mobile vending initiative, Green Carts. We report on the evaluation. Three waves of cross-sectional observational surveys of produce availability, variety, and quality were conducted during the summers of 2008, 2009, and 2011 in a stratified random sample of stores and carts comparing establishments in Green Cart neighborhoods (n = 13 with comparison neighborhoods (n = 3. Bivariate analyses for availability, variety, and quality comparing Green Cart and comparison neighborhoods were presented across years, and logistic and negative binomial regressions were used to test whether fruit and vegetable availability, variety, and quality increased in Green Cart compared with comparison neighborhoods, adjusting for clustering and neighborhood demographics. Establishments selling fruits and vegetables in Green Cart neighborhoods increased between 2008 and 2011 (50% to 69%, p <0.0001; there was no comparable increase in comparison neighborhoods. Establishments selling more than 10 fruits and vegetables types increased from 31% to 38% (p = 0.0414 in Green Cart neighborhoods; there was no change in comparison neighborhoods. Produce quality was high among comparison establishments, with 95% and 94% meeting the quality threshold in 2008 and 2011, while declining in Green Cart neighborhood establishments from 96% to 88% (p < 0.0001. Sustained produce availability was found in Green Cart neighborhoods between 2008–2011. Green Carts are one strategy contributing to improving produce access among New Yorkers.

A green roof grant program for Washington DC

International Nuclear Information System (INIS)

Johnson, P.A.

2007-01-01

The Chesapeake Bay Foundation (CBF) began its green roof demonstration project with $300,000 in funding provided by the DC Water and Sewer Authority. This paper reviewed the history of the project, its goals and early findings. The main objective was to demonstrate the technical, policy and economic feasibility of installing green roofs on commercial buildings in Washington DC and to promote green roofs as a means to manage storm water and improve water quality through the reduction of excessive runoff. The CBF has issued grants for the installation of 7 green roofs varying in size, design, location, and use. The projects included both new and existing structures designed to improve storm-water management in an urban area with significant pollution stress on the adjacent rivers. This paper provided technical, cost, and performance evaluations of each roof. A public outreach segment provided information to decision-makers to encourage more widespread replication of green roof technology throughout the metropolitan area. Much of the District of Columbia is served by a combined sewer system that becomes overloaded and discharges raw sewage into adjacent rivers during even moderately heavy rains. An average of 75 overflow events each year result in 1.5 billion gallons discharged into the Anacostia River. The installation of green roofs on buildings in the combined sewer area would retain storm water during these heavy rains and reduce the amount of overflow discharges. Apartments, as well as commercial and government buildings with mostly flat roofs are the most likely candidates for green roofs. The demonstration roofs are intended to become models, which all building owners could use as a guide for future plans for construction or re-construction to expand green roof coverage in Washington DC. It was emphasized that although such large-scale replication will take time and financial investments, it is achievable given enough political will and commercial awareness of

The role of mediation in resolving workplace relationship conflict.

Science.gov (United States)

McKenzie, Donna Margaret

2015-01-01

Stress triggered by workplace-based interpersonal conflict can result in damaged relationships, loss of productivity, diminished job satisfaction and increasingly, workers' compensation claims for psychological injury. This paper examined the literature on the role and effectiveness of mediation, as the most common method of Alternative Dispute Resolution, in resolving workplace relationship conflict. Available evidence suggests that mediation is most effective when supported by organisational commitment to ADR strategies, policies and processes, and conducted by independent, experienced and qualified mediators. The United States Postal Service program REDRESS™ is described as an illustration of the successful use of mediation to resolve conflict in the workplace. Copyright © 2015 Elsevier Ltd. All rights reserved.

Workplace Mental Health Training in Health Care: Key Ingredients of Implementation.

Science.gov (United States)

Moll, Sandra E; VandenBussche, Jessica; Brooks, Katelyn; Kirsh, Bonnie; Stuart, Heather; Patten, Scott; MacDermid, Joy C

2018-01-01

Despite growing awareness of the importance of workplace mental health training and an increasing number of educational resources, there is a gap in knowledge regarding what shapes training effectiveness. The purpose of this study was to compare and describe the active ingredients of 2 workplace mental health education programs for health care workers. Within the context of a randomized clinical trial, a multimethod process evaluation was conducted to explore key process elements shaping implementation outcomes: the innovation, service recipients, service providers, and the organizational context. Data collection included descriptive statistics regarding program participation, postprogram interviews with a purposive sample of 18 service recipients, 182 responses to open-ended questions on postgroup and follow-up surveys, and field journal reflections on the process of implementation. Data analysis was informed by an interpretive description approach, using a process evaluation framework to categorize responses from all data sources, followed by within and cross-case comparison of data from both programs. Five key forces shaped the implementation and perceived outcomes of both programs: a contact-based education approach, information tailored to the workplace context, varied stakeholder perspectives, sufficient time to integrate and apply learning, and organizational support. The Beyond Silence program provided more opportunity for contact-based education, health care-specific content, and in-depth discussion of diverse perspectives. To increase mental health literacy and reduce stigma, workplace training should be based on best practice principles of contact-based education, with contextually relevant examples and support from all levels of the organization.

Moral issues in workplace health promotion

NARCIS (Netherlands)

S.J.W. Robroek (Suzan); S. van de Vathorst (Suzanne); M.T. Hilhorst (Medard); A. Burdorf (Alex)

2012-01-01

textabstractPurpose: There is debate to what extent employers are entitled to interfere with the lifestyle and health of their workers. In this context, little information is available on the opinion of employees. Within the framework of a workplace health promotion (WHP) program, moral

Information Brief on Green Power Marketing, 2nd Edition

Energy Technology Data Exchange (ETDEWEB)

Sweezey, B.; Houston, A.

1998-02-01

This document is the second in a series of information briefs on green power marketing activity in the United States. It includes descriptions of utility green pricing programs, green power marketing activity, retail access legislation and pilot programs, and other data and information supporting the development of green power markets.

Alcohol & drug abuse: Revisiting employee assistance programs and substance use problems in the workplace: key issues and a research agenda.

Science.gov (United States)

Merrick, Elizabeth S Levy; Volpe-Vartanian, Joanna; Horgan, Constance M; McCann, Bernard

2007-10-01

This column describes employee assistance program (EAPs) and identifies key issues for contemporary EAPs. These programs began as occupational alcohol programs and have evolved into more comprehensive resources. To better understand contemporary EAPs, the authors suggest a research agenda that includes descriptive studies to provide an up-to-date picture of services; investigations of how contemporary EAPs address substance use problems, including management consultation for early identification; further study of EAPs' effects on outcomes, such as productivity and work group outcomes; examination of the relationship between EAPs and other workplace resources; further examination of influences on EAP utilization; and development and testing of EAP performance measures.

A randomized controlled trial of the therapeutic workplace for community methadone patients: a partial failure to engage.

Science.gov (United States)

Knealing, Todd W; Wong, Conrad J; Diemer, Karly N; Hampton, Jacqueline; Silverman, Kenneth

2006-08-01

The Therapeutic Workplace is an employment-based treatment for drug addiction that uses wages for work to reinforce drug abstinence. The Therapeutic Workplace has promoted abstinence from heroin and cocaine in treatment-resistant mothers in methadone treatment. This study attempted to replicate that effect in crack cocaine users recruited from community-based methadone programs. Participants were randomly assigned to a Therapeutic Workplace (n=22) or usual care control (n=25) group. Therapeutic Workplace participants were invited to work in the workplace and earn vouchers every weekday for 9 months contingent on documented opiate and cocaine abstinence. The two groups did not differ significantly on measures of cocaine or opiate use collected during study participation. Daily attendance and urinalysis results of the Therapeutic Workplace group were analyzed, and only 7 of the 22 participants initiated consistent periods of abstinence and workplace attendance. Two individuals gained access to the workplace on a few days, and 9 participants attempted to gain access to the workplace but never provided a drug-negative urine sample. Possible reasons for differences between the current study and the previous Therapeutic Workplace study are considered. Procedures that increase participant contact with the Therapeutic Workplace and its reinforcement contingencies might increase the likelihood of these individuals being successful in the treatment program.

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

Science.gov (United States)

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

Technical assessment of compliance with workplace air sampling requirements in the 300 Area

International Nuclear Information System (INIS)

Olsen, P.A.

1995-01-01

The purpose of this Technical Work Document is to satisfy HSRCM-1, the ''Hanford Site Radiological Control Manual.'' Article 551.4 of that manual states a requirement for a documented study of facility workplace air sampling programs (WPAS). This first revision of the original Supporting Document covers the period from January 1, 1995 to December 31, 1995. HSRCM-1 is the primary guidance for radiological control at Westinghouse Hanford Company (WHC). It was written to implement DOE/EH-0256T ''US Department of Energy Radiological Control Manual'' as it applies to programs at Hanford. As such, it complies with Title 10, Part 835 of the Code of Federal Regulations. There are also several Department of Energy (DOE) Orders, national consensus standards, and reports that provide criteria, standards, and requirements for workplace air sampling programs. This document provides a summary of these, as they apply to WHC facility workplace air sampling programs. This document also provides an evaluation of the compliance of 300 Areas' workplace air sampling program to the criteria, standards, and requirements and documents compliance with the requirements where appropriate. Where necessary, it also indicates changes needed to bring specific locations into compliance. The areas evaluated were the 340 Facility, the Advanced Reactor Operations Division Facilities, the N Reactor Fuels Supply Facility, and The Geotechnical Engineering Laboratory

From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

Science.gov (United States)

Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

2013-01-01

The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

Technical assessment of workplace air sampling requirements at tank farm facilities. Revision 1

International Nuclear Information System (INIS)

Olsen, P.A.

1994-01-01

WHC-CM-1-6 is the primary guidance for radiological control at Westinghouse Hanford Company (WHC). It was written to implement DOE N 5480.6 ''US Department of Energy Radiological Control Manual'' as it applies to programs at Hanford which are now overseen by WHC. As such, it complies with Title 10, Part 835 of the Code of Federal Regulations. In addition to WHC-CM-1-6, there is HSRCM-1, the ''Hanford Site Radiological Control Manual'' and several Department of Energy (DOE) Orders, national consensus standards, and reports that provide criteria, standards, and requirements for workplace air sampling programs. This document provides a summary of these, as they apply to WHC facility workplace air sampling programs. This document also provides an evaluation of the compliance of Tank Farms' workplace air sampling program to the criteria, standards, and requirements and documents compliance with the requirements where appropriate. Where necessary, it also indicates changes needed to bring specific locations into compliance

Case studies of green roof policy from Canada

Energy Technology Data Exchange (ETDEWEB)

Marshall, S. [Canada Mortgage and Housing Corp., Ottawa, ON (Canada)

2006-07-01

In order to overcome environmental, economic, and social challenges, such as stormwater management, heat island effects, reducing energy use in buildings and increasing amenity space, green roof technology has been a key approach used in many European countries and is gaining acceptance throughout North America as knowledge of the environmental benefits and green roof technology grows. While the conditions, benefits and market forces that have driven green roof development in Europe are not identical to Canada's, lessons can be learned from their experiences. Canadian municipalities that are looking to develop and implement green roof policies and programs will need information on how to tailor policies and programs for specific climate conditions, environmental concerns and regulatory realities. In order to provide Canadian municipal decision-makers with an overview of international and local green roof policies and programs, a green roof policy infrastructure manual was recently completed for the Canada Mortgage and Housing Corporation. Decision-makers can be better informed about which policies may be best suited to meet their specific policy needs by reviewing the motivators and other factors behind existing programs around the world. The manual describes green roof policies in each of 12 different jurisdictions from Canada, the United States, Germany, Switzerland, Singapore, and Japan in terms of local green roof motivators and the steps taken along the continuum of establishing policy. This paper described the progress of some Canadian cities that are moving through six phases of establishing appropriate green roof policies and programs. The six phases were introductory and awareness; community engagement; action plan development and implementation; technical research; program and policy development and continuous improvement.

School and work status, drug-free workplace protections, and prescription drug misuse among Americans ages 15-25.

Science.gov (United States)

Miller, Ted; Novak, Scott P; Galvin, Deborah M; Spicer, Rebecca S; Cluff, Laurie; Kasat, Sandeep

2015-03-01

We assessed the prevalence and characteristics of prescription drug misuse among youth ages 15-25 to examine differences by student and employment status, and associations with workplace antidrug policies and programs. Multivariate logistic regressions analyzed associations in weighted data on the 20,457 young adults in the combined 2004-2008 National Surveys on Drug Use and Health. Demographic controls included sex, race, community size, and age group. After we accounted for demographic controls, at ages 15-25, students were less likely than nonstudents to misuse prescription drugs. Segmenting student from nonstudent groups, working consistently was associated with a further reduction in misuse for those ages 18-25. When we controlled for demographics and substance use history, both Employee Assistance Program (EAP) services and awareness that one's employer had a drug-free workplace policy were associated with significantly lower misuse of prescription drugs (OR = 0.85 for each program, 95% CI [0.73, 1.00] and [0.72, 1.00]). Associations of workplace antidrug policies and programs with marijuana use and with Diagnostic and Statistical Manual for Mental Disorders, Fourth Edition, criteria for alcohol abuse and dependence contrasted sharply with these patterns. All four aspects were significantly associated with lower marijuana use. None was associated with problem drinking. Protective effects of drug-free workplace policy and EAPs persist after other substance use was controlled for. Comparing the effects of workplace programs on illicit drug use and problem drinking versus prescription misuse suggests that those protective associations do not result from selection bias. Thus, drug-free workplace policies and EAPs appear to help protect younger workers against prescription misuse. If workplace substance use disorder programs focused prevention messages and interventions on prescription drug misuse, their impact on misuse might increase.

Culturally tailored diabetes prevention in the workplace: focus group interviews with Hispanic employees.

Science.gov (United States)

Brown, Sharon A; García, Alexandra A; Steinhardt, Mary A; Guevara, Henry; Moore, Claire; Brown, Adama; Winter, Mary A

2015-04-01

The purpose was to conduct focus groups with Hispanic employees to obtain input into adaptation of previous DSME interventions for use as a workplace diabetes prevention program. From a list of interested Hispanic employees who attended a local health fair (n = 68), 36 were randomly selected to participate in focus groups held during supper mealtime breaks. An experienced bilingual moderator directed the sessions, using interview guidelines developed by the research team. Participants' ages ranged from 22 to 65 years (mean = 50.4, n = 36, SD = 10.7), 7 males and 29 females attended, and 53% had type 2 diabetes mellitus (T2DM). Employees expressed a keen interest in diabetes classes and recommended a focus on preparing healthier Hispanic foods. Primary barriers to promoting healthier lifestyles were work schedules; many employees worked 2 part-time or full-time jobs. Administrators and direct supervisors of the employees were highly supportive of a workplace diabetes prevention program. The consistent message was that a workplace program would be the ideal solution for Hispanic employees to learn about diabetes and healthy behaviors, given their busy schedules, family responsibilities, and limited resources. If found to be effective, such a workplace program would be generalizable to other service employees who have disproportionate diabetes rates. © 2015 The Author(s).

Expedited patent examination for green inventions: Developing countries' policy choices

International Nuclear Information System (INIS)

Lu, Bingbin

2013-01-01

Innovation in green technology is important. Patent rights can provide incentives for green technology research and development. Expedited patent examination for green inventions has emerged as a policy instrument to provide such incentives. Developing countries were never opposed to patents for green technologies. China and Brazil have led the way by offering expedited examinations for green patent applications. More developing countries are expected to follow. Expedited examination for green technologies is consistent with the intellectual property system objectives and is justified by the clear social benefit from green technologies. Introducing such expedited programs in developing countries has sufficient advantages. Existing models of expedited programs for green technologies are analyzed to generalize key issues and to discern suitable policy choices for developing countries. When introducing such programs, a balanced definition for green technology is preferred; a special classification requirement is premature and is not recommended; a pre-examination search requirement is generally recommended to balance patent office workloads, and a green patent database is recommended. - Highlights: • There is no north–south divide in promoting green technologies. • Earlier issuance of green patents has its great social benefit. • Green patent application should receive expedited examination. • Developing countries should introduce such expedited programs. • A suitable approach for developing countries is searched and recommended

The New Hampshire retail competition pilot program and the role of green marketing

Energy Technology Data Exchange (ETDEWEB)

Holt, E.A. [Ed Holt and Associates, Inc. (United States); Fang, J.M. [National Renewable Energy Lab., Golden, CO (United States)

1997-11-01

Most states in the US are involved in electric industry restructuring, from considering the pros and cons in regulatory dockets to implementing legislative mandates for full restructuring and retail access for all consumers. Several states and utilities have initiated pilot programs in which multiple suppliers or service providers may compete for business and some utility customers can choose among competing suppliers. The State of New Hampshire has been experimenting with a pilot program, mandated by the State Legislature in 1995 and implemented by the New Hampshire Public Utilities Commission (NHPUC), before it implements full retail access. Green marketing, an attempt to characterize the supplier or service provider as environmentally friendly without referring to the energy resource used to generate electricity, was used by several suppliers or service providers to attract customers. This appeal to environmental consumerism was moderately successful, but it raised a number of consumer protection and public policy issues. This issue brief examines the marketing methods used in New Hampshire and explores what green marketing might mean for the development of renewable energy generation. It also addresses the issues raised and their implications.

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

Science.gov (United States)

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

2016-12-01

, 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.

Meteorologic and Geographic Barriers to Physical Activity in a Workplace Wellness Program.

Science.gov (United States)

Smith, Karen C; Michl, Griffin L; Katz, Jeffrey N; Losina, Elena

2018-02-01

Inclement weather and home environment can act as barriers to physical activity. However, it is unclear if they reduce the activity of persons participating in activity-promoting programs. Data from a 6-month workplace financial incentives program were used to establish the association between meteorologic (temperature, rain, snow, and wind) and geographic factors (urban/nonurban home location and distance between home and work) and moderate to vigorous physical activity (MVPA). Multivariable models were built to estimate mean weekly minutes of MVPA adjusting for demographic factors, clinical factors, and impulsivity. The 292 participants had a mean age of 38 (SD = 11) years. Eighty-three percent were female and 62% were white. Twenty-nine percent lived within 3 miles of work, and 35% lived in urban areas. Participants who lived more than 3 miles from work averaged 75 [95% confidence interval (CI), 65-84] minutes of weekly MVPA compared with 105 (95% CI, 88-122) minutes for those who lived within 3 miles of work. Urban participants averaged 70 (95% CI, 57-83) minutes of MVPA compared with 91 (95% CI, 80-102) minutes for nonurban participants. Colder temperatures were associated with decreased MVPA, and impulsivity modified the effect. Colder temperatures, greater distance from work, and an urban residence are associated with fewer minutes of MVPA.

Employee and employer support for workplace-based smoking cessation: results from an international survey.

Science.gov (United States)

Halpern, Michael T; Taylor, Humphrey

2010-01-01

Workplace smoking cessation programs can increase smoking cessation rates, improve employee health, reduce exposure to second-hand smoke, and decrease costs. To assist with the development of such programs, we conducted a Global Workplace Smoking Survey to collect information on workplace attitudes towards smoking cessation programs. Data were collected from 1,403 employers (smoking and non-smoking) and 3,525 smoking employees participating in surveys in 14 countries in Asia, Europe, and South America in 2007. Results were weighted to ensure that they were representative of smokers and employers at companies with the specified number of employees. More than two-thirds of employers (69%) but less than half of employees (48%) indicated that their company should help employees with smoking cessation. Approximately two-thirds of employees and 81% of employers overall felt that smoke-free policies encourage cessation, but fewer individuals from Europe (vs. from Asia or South America) agreed with this. In companies with a smoke-free policy, 76% of employees and 80% of employers felt that their policy had been somewhat, very, or extremely effective in motivating employees to quit or reduce smoking. Employers and employees differed substantially regarding appropriate methods for encouraging cessation, with more employees favouring financial incentives and more employers favouring education. Both employees and employers value smoke-free workplace programs and workplace cessation support activities, although many would like their companies to offer more support. These results will be useful for organizations exploring means of facilitating smoking cessation amongst employees.

HySTAR: the hydrogen safety training and risk workplace

International Nuclear Information System (INIS)

Hay, R.

2006-01-01

This paper shows the output of the software package HySTAR, the Hydrogen Safety, Training and Risk Workplace. This is the software output of the CTFA, Canadian Hydrogen Safety Program projects. It shows the Hydrogen Virtual Interactive Expert Workplace, a guide for permitting and code enforcement for officials and other parties involved in approving hydrogen energy facilities. It also shows the Hydrogen Codes and Standards Report (Site Level) as well as Hydrogen Distances and Clearances Report

Utilities Power Change: Engaging Commercial Customers in Workplace Charging

Energy Technology Data Exchange (ETDEWEB)

Lommele, Stephen; Dafoe, Wendy

2016-06-01

As stewards of an electric grid that is available almost anywhere people park, utilities that support workplace charging are uniquely positioned to help their commercial customers be a part of the rapidly expanding network of charging infrastructure. Utilities understand the distinctive challenges of their customers, have access to technical information about electrical infrastructure, and have deep experience modeling and managing demand for electricity. This case study highlights the experiences of two utilities with workplace charging programs.

Financial Incentives: Only One Piece of the Workplace Wellness Puzzle; Comment on “Corporate Wellness Programs: Implementation Challenges in the Modern American Workplace”

Directory of Open Access Journals (Sweden)

Kristin Van Busum

2013-11-01

Full Text Available In this commentary, we argue that financial incentives are only one of many key components that employers should consider when designing and implementing a workplace wellness program. Strategies such as social encouragement and providing token rewards may also be effective in improving awareness and engagement. Should employers choose to utilize financial incentives, they should tailor them to the goals for the program as well as the targeted behaviors and health outcomes.

City of Austin: Green habitat learning project. A green builder model home project

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-12-01

The purpose of the Year 14 UCETF project was to design and construct a residential structure that could serve as a demonstration facility, training site, and testing and monitoring laboratory for issues related to the implementation of sustainable building practices and materials. The Model Home Project builds on the previous and existing efforts, partially funded by the UCETF, of the City of Austin Green Builder Program to incorporate sustainable building practices into mainstream building activities. The Green Builder Program uses the term {open_quotes}green{close_quotes} as a synonym for sustainability. In the research and analysis that was completed for our earlier reports in Years 12 and 13, we characterized specific elements that we associate with sustainability and, thus, green building. In general, we refer to a modified life cycle assessment to ascertain if {open_quotes}green{close_quotes} building options reflect similar positive cyclical patterns found in nature (i.e. recyclability, recycled content, renewable resources, etc.). We additionally consider economic, human health and synergistic ecological impacts associated with our building choices and characterize the best choices as {open_quotes}green.{close_quotes} Our ultimate goal is to identify and use those {open_quotes}green{close_quotes} materials and processes that provide well for us now and do not compromise similar benefits for future generations. The original partnership developed for this project shifted during the year from a project stressing advanced (many prototypical) {open_quotes}green{close_quotes} building materials and techniques in a research and demonstration context, to off-the-shelf but underutilized {open_quotes}green{close_quotes} materials in the practical social context of using {open_quotes}green{close_quotes} technologies for low income housing. That project, discussed in this report, is called the Green Habitat Learning Project.

Should we be worried about the green paradox? Announcement effects of the Acid Rain Program

NARCIS (Netherlands)

Maria, di C.; Lange, Ian; Werf, van der E.

2014-01-01

This paper presents the first empirical test of the green paradox hypothesis, according to which well-intended but imperfectly implemented environmental policies may lead to detrimental outcomes due to supply side responses. We use the introduction of the Acid Rain Program in the U.S. as a case

Workplace Bullying

Directory of Open Access Journals (Sweden)

Devi Akella

2016-02-01

Full Text Available Previous research on workplace bullying has narrowed its subjective boundaries by drawing heavily from psychological and social-psychological perspectives. However, workplace bullying can also be understood as an endemic feature of capitalist employment relationship. Labor process theory with its core characteristics of power, control, and exploitation of labor can effectively open and allow further exploration of workplace bullying issues. This article aims to make a contribution by examining workplace bullying from the historical and political contexts of society to conceptualize it as a control tool to sustain the capitalist exploitative regime with empirical support from an ethnographic case study within the health care sector.

Benefits of Green Power Partnership

Science.gov (United States)

The U.S. EPA's Green Power Partnership is a voluntary partnership program designed to reduce the environmental impact of electricity generation by promoting renewable energy. Learn about the benefits of becoming a Green Power Partner.

Effects of a Cognitive Rehearsal Program on Interpersonal Relationships, Workplace Bullying, Symptom Experience, and Turnover Intention among Nurses: A Randomized Controlled Trial.

Science.gov (United States)

Kang, Jiyeon; Kim, Jeung Im; Yun, Seonyoung

2017-10-01

This research aimed to investigate the effects of a cognitive rehearsal program (CRP) on workplace bullying among nurses. A randomized controlled trial was performed. Participants were 40 nurses working in different university hospitals in B city, South Korea. The experimental group was provided with a 20-hour CRP comprising scenarios on bullying situations, standard communication, and role-playing. To evaluate effects of the CRP, we measured interpersonal relationships, workplace bullying, symptom experience, and turnover intention at preand post-intervention. Follow-up effect was measured in the experimental group only at 4 weeks after the intervention. After the intervention, there were significant differences in interpersonal relationships (F=6.21, p=.022) and turnover intention (F=5.55, p=.024) between experimental and wait-list groups. However, there was no significant difference in workplace bullying or symptom experience between the 2 groups. The beneficial effects on interpersonal relationships and turnover intention lasted at least up to 4 weeks after CRP. The CRP for workplace bullying improves interpersonal relationships and decreases turnover intention. So it can be utilized as one of the personal coping strategies to reduce the the turnover among nurses. Further studies on the effects of unit- or hospital-based CRP and on the long-term effects of CRP are necessary. © 2017 Korean Society of Nursing Science

Economic Cost of the Therapeutic Workplace Intervention Added to Methadone Maintenance

Science.gov (United States)

Knealing, Todd W.; Roebuck, M. Christopher; Wong, Conrad J.; Silverman, Kenneth

2008-01-01

The therapeutic workplace is a novel intervention that uses access to paid training and employment to reinforce drug abstinence within the context of standard methadone maintenance. We used the Drug Abuse Treatment Cost Analysis Program as a standard method of estimating the economic costs of this intervention. Over a one-year period, the therapeutic workplace served 122 methadone maintenance clients who had a median length of stay of 22 weeks. The workplace maintained a mean daily census of 48 clients. The combined cost of methadone maintenance and the therapeutic workplace was estimated at $362 per week. This cost is less than other treatments that might be used to promote abstinence in individuals who continue to use drugs during methadone treatment. Given prior evidence of effectiveness, these cost data may be useful to policymakers, social service agencies, and researchers interested in using or further developing the therapeutic workplace intervention. PMID:17614239

Risk Assessment: Factors Contributing to Discomfort for Menopausal Women in Workplace.

Science.gov (United States)

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.

Building the green way.

Science.gov (United States)

Lockwood, Charles

2006-06-01

Just five or six years ago, the term "green building" evoked visions of barefoot, tie-dyed, granola-munching denizens. There's been a large shift in perception. Of course, green buildings are still known for conserving natural resources by, for example, minimizing on-site grading, using alternative materials, and recycling construction waste. But people now see the financial advantages as well. Well-designed green buildings yield lower utility costs, greater employee productivity, less absenteeism, and stronger attraction and retention of workers than standard buildings do. Green materials, mechanical systems, and furnishings have become more widely available and considerably less expensive than they used to be-often cheaper than their standard counterparts. So building green is no longer a pricey experiment; just about any company can do it on a standard budget by following the ten rules outlined by the author. Reliable building-rating systems like the U.S. Green Building Council's rigorous Leadership in Energy and Environmental Design (LEED) program have done much to underscore the benefits of green construction. LEED evaluates buildings and awards points in several areas, such as water efficiency and indoor environmental quality. Other rating programs include the UK's BREEAM (Building Research Establishment's Environmental Assessment Method) and Australia's Green Star. Green construction is not simply getting more respect; it is rapidly becoming a necessity as corporations push it fully into the mainstream over the next five to ten years. In fact, the author says, the owners of standard buildings face massive obsolescence. To avoid this problem, they should carry out green renovations. Corporations no longer have an excuse for eschewing environmental and economic sustainability. They have at their disposal tools proven to lower overhead costs, improve productivity, and strengthen the bottom line.

Leak testing. Environment and workplaces

International Nuclear Information System (INIS)

1984-01-01

Workplaces specified for leak testing are divided into clean workplaces of the 1st degree, clean workplaces of the second degree, clean workplaces of the third degree and semi-clean workplaces. Clean workplaces are further subdivided into permanent and temporary workplaces. For all said types of workplaces the standard sets the following provisions: basic equipment, machines and instrumentation, permitted and prohibited working activities and principles for maintenance and inspection. (E.S.)

Insights into workplace bullying: psychosocial drivers and effective interventions

Directory of Open Access Journals (Sweden)

Escartín J

2016-06-01

Full Text Available Jordi Escartín Department of Social Psychology, Facultad de Psicologia, Universitat de Barcelona, Passeig de la Vall d’Hebrón, Barcelona, Spain Abstract: Research on effectiveness of workplace bullying interventions has lagged behind descriptive studies on this topic. The literature on bullying intervention research has only recently expanded to a point that allows for synthesis of findings across empirical studies. This study addresses the question of whether workplace bullying can be reduced in prevalence and consequences, if so to what extent and by which strategies and interventions. It opens with a brief overview of the nature of bullying at work and discussion of some precursors and existing interventions. However, its principal focus is on the findings obtained from selected (quasi- experimental longitudinal studies on antibullying interventions, drawing together the results of studies conducted in Europe, USA, and Australia, including several economic sectors, and concerned about primary, secondary, and tertiary prevention programs and strategies. Additional emphasis is considered from the psychosocial drivers highlighted both from prescriptive and cross-sectional studies and factual empirical studies. One randomized control study and seven quasiexperimental longitudinal studies were identified by searching electronic databases and bibliographies and via contact with experts. The majority of outcomes evidenced some level of change, mostly positive, suggesting that workplace bullying interventions are more likely to affect knowledge, attitudes, and self-perceptions, but actual bullying behaviors showed much more mixed results. In general, growing effectiveness was stated as the level of intervention increased from primary to tertiary prevention. However, methodological problems relating to the evaluation designs in most studies do not allow direct attribution of these findings to the interventions. Overall, the evaluation of

Using hazard maps to identify and eliminate workplace hazards: a union-led health and safety training program.

Science.gov (United States)

Anderson, Joe; Collins, Michele; Devlin, John; Renner, Paul

2012-01-01

The Institute for Sustainable Work and Environment and the Utility Workers Union of America worked with a professional evaluator to design, implement, and evaluate the results of a union-led system of safety-based hazard identification program that trained workers to use hazard maps to identify workplace hazards and target them for elimination. The evaluation documented program implementation and impact using data collected from both qualitative interviews and an on-line survey from worker trainers, plant managers, and health and safety staff. Managers and workers reported that not only were many dangerous hazards eliminated as a result of hazard mapping, some of which were long-standing, difficult-to-resolve issues, but the evaluation also documented improved communication between union members and management that both workers and managers agreed resulted in better, more sustainable hazard elimination.

Workplace-Based Practicum: Enabling Expansive Practices

Science.gov (United States)

Pridham, Bruce A.; Deed, Craig; Cox, Peter

2013-01-01

Effective pre-service teacher education integrates theoretical and practical knowledge. One means of integration is practicum in a school workplace. In a time of variable approaches to, and models of, practicum, we outline an innovative model of school immersion as part of a teacher preparation program. We apply Fuller and Unwin's (2004) expansive…

Different workplace-related strains and different workplace-related anxieties in different professions.

Science.gov (United States)

Muschalla, Beate; Linden, Michael

2013-08-01

Similar to the spectrum of the traditional anxiety disorders, there are also different types of workplace-related anxieties. The question is whether in different professional settings different facets of workplace-related anxieties are predominant. A convenience sample of 224 inpatients (71% women) from a department of psychosomatic medicine was investigated. They were assessed with a structured diagnostic interview concerning anxiety disorders and specific workplace-related anxieties. Office workers suffer relatively most often from specific social anxiety, insufficiency, and workplace phobia. Service workers suffer predominantly from unspecific social anxiety. Health care workers are characterized by insufficiency, adjustment disorders, posttraumatic stress disorder, and workplace phobia. Persons in production and education are least often affected by workplace-related anxieties. Different types of anxiety are seen in different professional domains, parallel to workplace characteristics.

Workplace Learning in Dual Higher Professional Education

NARCIS (Netherlands)

Poortman, Cindy Louise; Reenalda, Marloes; Nijhof, W.J.; Nieuwenhuis, Loek

2014-01-01

Workplace learning is considered an effective strategy for the development of vocation, career and professional identity. Dual training programs, in which learning at a vocational school and learning at work in a company are combined, are seen as strong carriers for skill formation processes. In

Workplace Learning in Dual Higher Professional Education

NARCIS (Netherlands)

Reenalda, Marloes; Poortman, Cindy; Nijhof, Wim; Nieuwenhuis, Loek

2018-01-01

Workplace learning is considered an effective strategy for the development of vocation, career and professional identity. Dual training programs, in which learning at a vocational school and learning at work in a company are combined, are seen as strong carriers for skill formation processes. In

Workplace learning through peer groups in medical school clerkships.

Science.gov (United States)

Chou, Calvin L; Teherani, Arianne; Masters, Dylan E; Vener, Margo; Wamsley, Maria; Poncelet, Ann

2014-01-01

When medical students move from the classroom into clinical practice environments, their roles and learning challenges shift dramatically from a formal curricular approach to a workplace learning model. Continuity among peers during clinical clerkships may play an important role in this different mode of learning. We explored students' perceptions about how they achieved workplace learning in the context of intentionally formed or ad hoc peer groups. We invited students in clerkship program models with continuity (CMCs) and in traditional block clerkships (BCs) to complete a survey about peer relationships with open-ended questions based on a workplace learning framework, including themes of workplace-based relationships, the nature of work practices, and selection of tasks and activities. We conducted qualitative content analysis to characterize students' experiences. In both BCs and CMCs, peer groups provided rich resources, including anticipatory guidance about clinical expectations of students, best practices in interacting with patients and supervisors, helpful advice in transitioning between rotations, and information about implicit rules of clerkships. Students also used each other as benchmarks for gauging strengths and deficits in their own knowledge and skills. Students achieve many aspects of workplace learning in clerkships through formal or informal workplace-based peer groups. In these groups, peers provide accessible, real-time, and relevant resources to help each other navigate transitions, clarify roles and tasks, manage interpersonal challenges, and decrease isolation. Medical schools can support effective workplace learning for medical students by incorporating continuity with peers in the main clinical clerkship year.

Transfer of communication skills to the workplace during clinical rounds: impact of a program for residents.

Science.gov (United States)

Liénard, Aurore; Merckaert, Isabelle; Libert, Yves; Bragard, Isabelle; Delvaux, Nicole; Etienne, Anne-Marie; Marchal, Serge; Meunier, Julie; Reynaert, Christine; Slachmuylder, Jean-Louis; Razavi, Darius

2010-08-26

Communication with patients is a core clinical skill in medicine that can be acquired through communication skills training. Meanwhile, the importance of transfer of communication skills to the workplace has not been sufficiently studied. This study aims to assess the efficacy of a 40-hour training program designed to improve patients' satisfaction and residents' communication skills during their daily clinical rounds. Residents were randomly assigned to the training program or to a waiting list. Patients' satisfaction was assessed with a visual analog scale after each visit. Transfer of residents' communication skills was assessed in audiotaped actual inpatient visits during a half-day clinical round. Transcripted audiotapes were analyzed using content analysis software (LaComm). Training effects were tested with Mann-Whitney tests and generalized linear Poisson regression models. Eighty-eight residents were included. First, patients interacting with trained residents reported a higher satisfaction with residents' communication (Median=92) compared to patients interacting with untrained residents (Median=88) (p=.046). Second, trained residents used more assessment utterances (Relative Risk (RR)=1.17; 95% Confidence intervals (95%CI)=1.02-1.34; p=.023). Third, transfer was also observed when residents' training attendance was considered: residents' use of assessment utterances (RR=1.01; 95%CI=1.01-1.02; p=.018) and supportive utterances (RR=0.99; 95%CI=0.98-1.00; p=.042) (respectively 1.15 (RR), 1.08-1.23 (95%CI), ptransfer of residents' communication skills learning to the workplace. Transfer was directly related to training attendance but remained limited. Future studies should therefore focus on the improvement of the efficacy of communication skills training in order to ensure a more important training effect size on transfer.

Towards green loyalty: the influences of green perceived risk, green image, green trust and green satisfaction

Science.gov (United States)

Chrisjatmiko, K.

2018-01-01

The paper aims to present a comprehensive framework for the influences of green perceived risk, green image, green trust and green satisfaction to green loyalty. The paper also seeks to account explicitly for the differences in green perceived risk, green image, green trust, green satisfaction and green loyalty found among green products customers. Data were obtained from 155 green products customers. Structural equation modeling was used in order to test the proposed hypotheses. The findings show that green image, green trust and green satisfaction has positive effects to green loyalty. But green perceived risk has negative effects to green image, green trust and green satisfaction. However, green perceived risk, green image, green trust and green satisfaction also seems to be a good device to gain green products customers from competitors. The contributions of the paper are, firstly, a more complete framework of the influences of green perceived risk, green image, green trust and green satisfaction to green loyalty analyses simultaneously. Secondly, the study allows a direct comparison of the difference in green perceived risk, green image, green trust, green satisfaction and green loyalty between green products customers.

Transfer of communication skills to the workplace during clinical rounds: impact of a program for residents.

Directory of Open Access Journals (Sweden)

Aurore Liénard

2010-08-01

Full Text Available Communication with patients is a core clinical skill in medicine that can be acquired through communication skills training. Meanwhile, the importance of transfer of communication skills to the workplace has not been sufficiently studied. This study aims to assess the efficacy of a 40-hour training program designed to improve patients' satisfaction and residents' communication skills during their daily clinical rounds.Residents were randomly assigned to the training program or to a waiting list. Patients' satisfaction was assessed with a visual analog scale after each visit. Transfer of residents' communication skills was assessed in audiotaped actual inpatient visits during a half-day clinical round. Transcripted audiotapes were analyzed using content analysis software (LaComm. Training effects were tested with Mann-Whitney tests and generalized linear Poisson regression models.Eighty-eight residents were included. First, patients interacting with trained residents reported a higher satisfaction with residents' communication (Median=92 compared to patients interacting with untrained residents (Median=88 (p=.046. Second, trained residents used more assessment utterances (Relative Risk (RR=1.17; 95% Confidence intervals (95%CI=1.02-1.34; p=.023. Third, transfer was also observed when residents' training attendance was considered: residents' use of assessment utterances (RR=1.01; 95%CI=1.01-1.02; p=.018 and supportive utterances (RR=0.99; 95%CI=0.98-1.00; p=.042 (respectively 1.15 (RR, 1.08-1.23 (95%CI, p<.001 for empathy and 0.95 (RR, 0.92-0.99 (95%CI, p=.012 for reassurance was proportional to the number of hours of training attendance.The training program improved patients' satisfaction and allowed the transfer of residents' communication skills learning to the workplace. Transfer was directly related to training attendance but remained limited. Future studies should therefore focus on the improvement of the efficacy of communication skills

Workplace learning

DEFF Research Database (Denmark)

Warring, Niels

2005-01-01

In November 2004 the Research Consortium on workplace learning under Learning Lab Denmark arranged the international conference “Workplace Learning – from the learner’s perspective”. The conference’s aim was to bring together researchers from different countries and institutions to explore...... and discuss recent developments in our understanding of workplace and work-related learning. The conference had nearly 100 participants with 59 papers presented, and among these five have been selected for presentation is this Special Issue....

Basic Skills in the Hotel & Food Service Industries. Workforce & Workplace Literacy Series. Revised.

Science.gov (United States)

BCEL Brief, 1993

1993-01-01

This report contains a list of 21 contacts and 9 references concerned with workplace literacy programs in the hotel and food service industries. Each listing includes addresses and telephone numbers, prices if applicable, and a brief description of the resource or materials. The materials listed are mostly reports of workplace literacy projects in…

The Cutting Edge: Workplace English. Section I: Project Handbook.

Science.gov (United States)

El Paso Community Coll., TX. Literacy Center.

A model workplace literacy program of El Paso Community College (Texas), in cooperation with Levi Strauss and Company, is described. The partnership designed a three-part, job-specific, video-based curriculum in English as a Second Language (ESL) for garment industry workers, implemented in seven local plants. The 18-month program had these goals:…

Interactive effects of work psychosocial factors on participation in workplace wellness programs.

Science.gov (United States)

Sangachin, Mahboobeh Ghesmaty; Cavuoto, Lora A

2018-01-01

This study explored concurrent effects of six work psychosocial factors on current participation and the self-reported likelihood of future participation in workplace wellness programs using a cross-sectional survey, an ad hoc focus group, and structured interviews. Classification and regression tree analysis was used to analyze survey responses from 343 employees (194 nonparticipants, 95 participants, and 54 engaged participants). A thematic analysis of focus group ( n = 7) and interview ( n = 5) narratives was also undertaken. In combination with high work control, high superior support was associated with an engaged participant profile. Job demand was the third important variable with low and very high levels associated with participation. With regard to high likelihood of future participation, among respondents with age older than 50, high predictability of occupational activities and control were identified as a significant factor, and among others, high superior support and control. The analysis of narratives revealed peer relations and flexible working hours to be positively linked to participation and general job stress was identified as having a bidirectional relationship. Employees stated that stress led them to take advantage of these programs as a source of relief and that their availability/participation has contributed to lowering their stress. These findings inform practitioners about the importance of addressing poor psychosocial factors as a participation barrier and having a holistic approach to employee well-being.

40 CFR 721.72 - Hazard communication program.

Science.gov (United States)

2010-07-01

..., processed, or used in the employer's workplace, the employer must add the new information to the MSDS before... implement a written hazard communication program for the substance in each workplace. The written program... the workplace or for individual work areas. (2) The methods the employer will use to inform employees...

In It Together: A Qualitative Evaluation of Participant Experiences of a 10-Week, Group-Based, Workplace HIIT Program for Insufficiently Active Adults.

Science.gov (United States)

Kinnafick, Florence-Emilie; Thøgersen-Ntoumani, Cecilie; Shepherd, Sam O; Wilson, Oliver J; Wagenmakers, Anton J M; Shaw, Christopher S

2018-02-01

Using guidance from the reach, efficacy, adoption, implementation, and maintenance evaluation framework, we aimed to qualitatively evaluate the participant experiences of a workplace high-intensity interval training (HIIT) intervention. Twelve previously insufficiently active individuals (four males and eight females) were interviewed once as part of three focus groups. Perceptions of program satisfaction, barriers to and facilitators of adherence, and persistence to exercise were explored. HIIT initiates interest because of its novelty, provides a sense of accomplishment, and overcomes the barriers of perceived lack of time. The feeling of relatedness between the participants can attenuate negative unpleasant responses during the HIIT sessions. HIIT, in this workplace setting, is an acceptable intervention for physically inactive adults. However, participants were reluctant to maintain the same mode of exercise, believing that HIIT sessions were for the very fit.

Effectiveness of a multi-country workplace intervention in sub-Saharan Africa.

Science.gov (United States)

Richter, Kerry; Phillips, Steven C; McInnis, Amy M; Rice, Debora A

2012-01-01

This paper examines whether a multi-country workplace peer education HIV prevention program is effective in influencing knowledge, attitudes and behavior in a highly educated and technically skilled workforce. Self-administered surveys were used to measure change among N=993 male and female workers exposed to a comprehensive and culturally-appropriate program. Most knowledge indicators and all attitude indicators showed significant improvement between baseline and post-intervention. The odds ratio was 2.48 for reporting confidence in using condoms correctly after exposure to the program compared with the baseline survey. The results on changes in practice were mixed; while respondents were more likely to report being tested for HIV post-intervention, they were also more likely to self-report risky behavior. The findings suggest that peer education prevention programs in the workplace may create a climate of open discussion about sexual issues that increases self-reporting of risk behavior. Reinforcement of the messages contained in the program is therefore extremely important for influencing future behavior change.

Workplace Energy Conservation at Michigan State University

Science.gov (United States)

Allen, Summer; Marquart-Pyatt, Sandra T.

2018-01-01

Purpose: This research contributes to the literature on workplace energy conservation by examining the predictors of individual employee behaviors and policy support in a university. The purpose of this research is to better understand what factors influence energy conservation behaviors in this setting to inform programs and interventions.…

Workplace Violence

Science.gov (United States)

... to reduce workplace violence. Management Commitment: Provides the motivation and resources to deal effectively with workplace violence ... physical health of the employee. Appropriate allocation of authority and resources to responsible parties. Equal commitment to ...

Moral issues in workplace health promotion.

Science.gov (United States)

Robroek, Suzan J W; van de Vathorst, Suzanne; Hilhorst, Medard T; Burdorf, Alex

2012-04-01

There is debate to what extent employers are entitled to interfere with the lifestyle and health of their workers. In this context, little information is available on the opinion of employees. Within the framework of a workplace health promotion (WHP) program, moral considerations among workers were investigated. Employees from five companies were invited to participate in a WHP program. Both participants (n = 513) and non-participants (n = 205) in the program filled in a questionnaire on individual characteristics, lifestyle, health, and opinions regarding WHP. Nineteen percent of the non-participants did not participate in the WHP program because they prefer to arrange it themselves, and 13% (also) preferred to keep private life and work separate. More participants (87%) than non-participants (77%) agreed with the statement that it is good that employers try to improve employees' health (χ(2) = 12.78, p = 0.002), and 26% of the non-participants and 21% of the participants think employer interference with their health is a violation of their privacy. Employees aged 50 year and older were more likely to agree with the latter statement than younger workers (OR = 1.56, 95% CI 1.02-2.39). This study showed that most employees support the importance of WHP, but in a modest group of employees, moral considerations may play a role in their decision whether or not to participate in WHP. Older workers were more likely to resist employer interference with their health. Therefore, special attention on such moral considerations may be needed in the communication, design, and implementation of workplace health promotion programs.

Radon in workplaces

International Nuclear Information System (INIS)

Reichelt, A.; Lehmann, K.-H.; Reineking, A.; Porstendoerfer, J.; Schwedt, J.; Streil, T.

2000-01-01

The radiological assessment of the results of radon measurements in dwellings is not automatically applicable to workplaces due to different forms of utilization, constructional conditions, time of exposure, heating and ventilation conditions, additional aerosol sources, aerosol parameters, chemical substances, etc. In order to investigate the peculiarities of the radon situation in workplaces located inside buildings compared with that in dwellings, long-time recordings of radon, attached radon progeny and unattached radon progeny concentrations ( 218 Po, 214 Pb, 214 Bi) are carried out at several categories of workplaces (e.g. offices, social establishments, schools, production rooms, workshops, kitchens, agricultural facilities). 36 workplaces have been investigated. There have been carried out at least 2-3 long-time recordings for each workplace during different seasons. At the same time the gamma dose rate, meteorological conditions, aerosol particle concentrations have been registered. Many special dates from the workplaces and the buildings have been recorded. Activity size distribution of the aerosol-attached and unattached fraction of short-lived radon decay products have been determinated in 20 workplaces. Mainly the following measurement systems were used: Radon- and Radon Progeny Monitor EQF 3020, SARAD GmbH, Germany. Alpha-Track Radon Detectors, BfS Berlin, Germany. Screen Diffusion Batteries with Different Screens, University of Goettingen, Germany. Low-Pressure Cascade Impactor, Type BERNER. Condensation Nuclei Counter, General Electric, USA. PAEC-f p -Rn-Monitor, University of Goettingen, Germany. Through the measurements, many peculiarities in the course of the radon-concentration, the equilibrium factor F, the unattached fraction f p and the activity size distribution have been determined. These amounts are influenced mainly by the working conditions and the working intervals. The influence of these peculiarities in workplaces on the dose have

Extensive Green Roof Research Program at Colorado State University

Science.gov (United States)

In the high elevation, semi-arid climate of Colorado, green roofs have not been scientifically tested. This research examined alternative plant species, media blends, and plant interactions on an existing modular extensive green roof in Denver, Colorado. Six plant species were ev...

Employee assistance programs: a workplace resource to address intimate partner violence.

Science.gov (United States)

Pollack, Keshia M; Austin, Whitney; Grisso, Jeane Ann

2010-04-01

Intimate partner violence (IPV) is a major public health problem with significant impact on the workplace. Employee assistance programs (EAPs) are a confidential benefit to assist employees and their families with a variety of problems that may negatively affect their job performance. The purpose of this systematic review is to study the extant literature to identify articles that have explored the role of EAPs in addressing IPV. We searched Medline, PsychINFO, and Cumulative Index of Nursing and Allied Health Literature (CINAHL) for English-language papers that have explored how EAPs can address IPV. Articles published through 2008 were included. Our review yielded nine articles, mostly from EAP-centered journals. Nearly all of the studies were published before the year 2000 and primarily describe the need for EAPs to be more engaged in preventing violence against women. Most of the studies were commentaries, often using case reports to support recommendations on how EAPs could address IPV. Results from the two intervention studies revealed close connections between EAP clients being treated for alcoholism and IPV perpetration and the effectiveness of a standardized tool to identify EAP clients experiencing IPV. Research in this area is in its infancy, and more studies are needed to inform the formulation of evidence-based policies and programs that guide the role of EAPs in addressing IPV. The lack of research on how EAPs address IPV is alarming, as many employers state that they often refer employees affected by IPV to the EAP for assistance.

The Cutting Edge: Workplace English. Project Handbook and Instructional Guide.

Science.gov (United States)

Clymer-Spradling, Carol

A workplace literacy program for garment workers is described and evaluated. The program, a partnership between El Paso Community College (Texas) and Levi Strauss & Company, consisted of a three-level, job-specific, video-based curriculum for limited-English-speaking employees implemented at seven plants in El Paso. The 18-month model…

Green Power Partnership Top 30 Retail

Science.gov (United States)

EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. This list represents the largest green power users among retail partners within the GPP.

Embracing "Soft Skill" Diversity in the Workplace (Invited)

Science.gov (United States)

Thomas, T.

2010-12-01

Embracing "Soft Skill" Diversity in the Workplace Terri Thomas, Sr. Director Global Customer Support ShoreTel INRODUCTION Truly successful diversity programs go beyond gender, age, ethnicity, race, sexual orientation and spiritual practice. They include diversity of thought, style, leadership and communication styles, the so called “soft skills”. The increasing need for global workforces is stronger than ever and high performance teams have fully embraced, successfully harnessed and put into practice robust diversity programs than include a “soft skill” focus. Managing diversity presents significant organizational challenges, and is not an easy task, particularly in organizations that are heavily weighted with highly technical professionals such as engineers, accountants etc.. The focus of this presentation is on leveraging the “Soft Skills” diversity in technical work environments to create high performance and highly productive teams. WHY DIVERSITY and WHY NOW? Due to increasing changes in the U.S. population, in order to stay competitive, companies need to focus on diversity and look for ways to become inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages . Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001). Changing demographics, from organizational restructuring, women in the workplace, equal opportunity legislation and other legal issues, are forcing organizations to become more aggressive in implementing robust diversity practices. However, YOU do not need to wait for your organization to introduce a formal “Diversity” program. There are steps you can take to introduce diversity into your own workgroups. There is no “one single answer” to solve this issue, however this discussion will provide thought provoking ideas, examples of success and failure and a starting point for you

Global corporate workplaces implementing new global workplace standards in a local context

CERN Document Server

Hodulak, Martin

2017-01-01

In recent years, multinational corporations were increasingly engaged in the development of standardized global workplace models. For their implementation and feasibility, it is decisive as how these standards fit the diverse regional workplace cultures. This topic was pursued in the course of a research project, comparing established workplaces in Germany, USA and Japan against global workplace standards of multinational corporations. The analysis confirmed the expected differences among local workplaces and on the other hand a predominant mainstream among global corporate workplace standards. Conspicuous however, are the fundamental differences between local models and corporate standards. For the implementation of global standards in local context, this implies multiple challenges on cultural, organizational and spatial level. The analysis findings provide information for assessing current projects and pinpointing optimization measures. The analysis framework further provides a tool to uncover and assess n...

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

Science.gov (United States)

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.

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

Science.gov (United States)

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.

48 CFR 323.7100 - Policy.

Science.gov (United States)

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Green Purchasing Requirements 323.7100 Policy. (a) The HHS guidelines and procedures for “green... Program Managers, are responsible for establishing the necessary local procedures and appropriate training...

Evaluation of the Successfulness of A Green Program through Customer Perceived Quality, Brand Image, and Customer Satisfaction: A Case Study at Surabaya Plaza Hotel

OpenAIRE

Marsella Yeanette Hatane; Adinda Yosari; Felicia Christiana Hendautomo

2012-01-01

Every company try to build the brand image of their businesses by doing a green program as one of their strategies. This research aims to see the impacts of the implementation of a green program at Surabaya Plaza Hotel, Surabaya. 230 hotel customers were randomly chosen as the respondents. Through descriptive and Structural Equation Modelling (SEM) analysis, can be seen that technical quality brings insignificant negative impacts towards customer satisfaction. Meanwhile, functional quality an...

Researching workplace learning

DEFF Research Database (Denmark)

Jørgensen, Christian Helms; Warring, Niels

2007-01-01

This article presents a theoretical and methodological framework for understanding and researching learning in the workplace. The workplace is viewed in a societal context and the learner is viewed as more than an employee in order to understand the learning process in relation to the learner......'s life history.Moreover we will explain the need to establish a 'double view' by examining learning in the workplace both as an objective and as a subjective reality. The article is mainly theoretical, but can also be of interest to practitioners who wish to understand learning in the workplace both...

Relevance of workplace social mixing during influenza pandemics: an experimental modelling study of workplace cultures.

Science.gov (United States)

Timpka, T; Eriksson, H; Holm, E; Strömgren, M; Ekberg, J; Spreco, A; Dahlström, Ö

2016-07-01

Workplaces are one of the most important regular meeting places in society. The aim of this study was to use simulation experiments to examine the impact of different workplace cultures on influenza dissemination during pandemics. The impact is investigated by experiments with defined social-mixing patterns at workplaces using semi-virtual models based on authentic sociodemographic and geographical data from a North European community (population 136 000). A simulated pandemic outbreak was found to affect 33% of the total population in the community with the reference academic-creative workplace culture; virus transmission at the workplace accounted for 10·6% of the cases. A model with a prevailing industrial-administrative workplace culture generated 11% lower incidence than the reference model, while the model with a self-employed workplace culture (also corresponding to a hypothetical scenario with all workplaces closed) produced 20% fewer cases. The model representing an academic-creative workplace culture with restricted workplace interaction generated 12% lower cumulative incidence compared to the reference model. The results display important theoretical associations between workplace social-mixing cultures and community-level incidence rates during influenza pandemics. Social interaction patterns at workplaces should be taken into consideration when analysing virus transmission patterns during influenza pandemics.

Global Trends in Workplace Learning

Science.gov (United States)

Lee, Lung-Sheng; Lai, Chun-Chin

2012-01-01

The paradigm of human resource development has shifted to workplace learning and performance. Workplace can be an organization, an office, a kitchen, a shop, a farm, a website, even a home. Workplace learning is a dynamic process to solve workplace problems through learning. An identification of global trends of workplace learning can help us to…

Setting Up Workplace Basic Skills Training. Guidelines for Practitioners. An ALBSU Special Development Project.

Science.gov (United States)

Rees, Libby

This guide provides information on basic skills needs and programs in the workplace and issues affecting basic skills provision from a British perspective. Section 1 aims to provide a context for workplace basic skills provision. Sections 2-7 provide practical suggestions and advice on the following topics: (1) marketing; (2) contacting employers;…

Green Open Space: Awareness for Health or Sustainability?

Science.gov (United States)

Dewi, O. C.; Chairunnisa, I.; Hidayat, T.; Anggraini, M.; Napitupulu, A.

2018-03-01

Universitas Indonesia in cooperation with American Red Cross and Indonesian Red Cross have been assisting green open space revitalisation program in 7 locations in Bogor Regency (2016-2017). The program was held under The Urban Disaster Risk Reduction Greater Jakarta Project; an initiative program from American Red Cross Indonesia. This project was not only improving the existing green open space quality, but also creating one adapted from public land. The revitalization project figures what happened on daily basis on the existing land, proposing new programming facilities, community-based construction, monitoring and handing over. This paper discovers the meaning of a green space for the community, whether the community aware of its benefit on human health or environmental sustainability. The research question is does the community aware of green open space benefit for human health or environmental sustainability? Or both? The original data from the community was gathered and grouped based on its relevance with environmental quality and public health.

The Strategic Effect of Army Civilian Workplace Injuries and Illnesses

National Research Council Canada - National Science Library

Koucheravy, Richard J

2008-01-01

.... Lately, the Army has improved safety and embedded a more effective safety culture, but it has not improved its program for reducing civilian accident costs or returning injured workers to the workplace...

Effectiveness of a Type 2 Diabetes Screening Intervention in the Canadian Workplace.

Science.gov (United States)

Tarride, Jean-Eric; Smofsky, Allan; Nykoliation, Priscilla; Allain, Stephen; Lewis-Daly, Linda; Satok, David; Schwartz, Jeremy; Pollack, Joshua Hart; Guertin, Jason Robert; McIntyre, Roger S

2017-12-18

There is a lack of Canadian data concerning the effectiveness of diabetes interventions in the workplace. The objective of this study was to evaluate the effectiveness of Motivaction, a diabetes screening and education pilot program, in the workplace. The Motivaction program involves a voluntary web-based diabetes health-risk assessment, the Canadian Diabetes Risk Questionnaire (CANRISK), combined with an opportunity for those eligible (i.e. having diabetes or having a CANRISK score ≥21) to attend 2 on-site biometric screening meetings with a registered nurse and 4 educational sessions by telephone with a certified diabetes educator. Biometric data, as well as information about self-efficacy, lifestyle changes, productivity, well-being, mental health and program satisfaction, were collected at baseline and at 6 months. Attendance at the initial and 6-month clinical visits included 293 people. At baseline, 21% were identified as having prediabetes (13%) or having diabetes (8%). Statistically significant reductions in glycated hemoglobin levels from baseline to the study's end were observed in those with prediabetes or diabetes. No statistically significant changes in glycated hemoglobin levels were observed in individuals with normal levels or in those at risk for diabetes at baseline. No statistical differences were observed in terms of productivity or mental health for the full population or across diabetes-risk categories. More than 90% of employees would recommend the Motivaction program to other employers. This study provides a framework for future diabetes interventions in the workplace and demonstrates that workplace interventions may reduce employees' diabetes risk levels and are valued by employees. Copyright © 2018 The Authors. Published by Elsevier Inc. All rights reserved.

Green power marketing in Canada: the state of the industry

International Nuclear Information System (INIS)

Dogterom, J.J.; McCulloch, M.; Pape-Salmon, A.

2002-12-01

The introduction of low-impact renewable energy in Canada's electricity supply is being accomplished using a relatively new, market-based initiative called green power marketing. Consumers now have the option of choosing their electricity supplier in two provinces, as a result of electricity market restructuring in those provinces. In some jurisdictions, green power is being offered at a premium price. Green power options are also available in other jurisdictions through the existing vertically integrated power companies. Green power programs are available to residential and commercial sector consumers in Alberta by ENMAX Energy and EPCOR Energy Services Inc. Prince Edward Island (Maritime Electric Company Ltd.) and Saskatchewan (SaskPower) both offer green power programs. The basis for those programs is specific amounts of electricity purchased. The success of the various programs was examined by the Pembina Institute for Appropriate Development, based on installed capacity of green power, consumer enrolment, product design, and environmental benefits. This report presented the results of this evaluation. For the purpose of this report, only those programs in place by the end of 2001 were considered. The environmental impacts of new generation technologies that were implemented as a result of green power marketing programs were analyzed. Historical emission data of the primary generation sources was used as a basis for the investigation and the quantification of the benefits in each province, since different types of power generation are used in the provinces. Greenhouse gases, acid deposition precursors, ground-level ozone precursors, particulate matter, and carbon monoxide are the significant emissions avoided through the use of green power. Included in the emissions reduction analysis in each province considered were life cycle emissions from conventional power sources and green power sources. Alberta, Saskatchewan and Prince Edward Island were the provinces

Workplace health promotion programs for older workers in Italy.

Science.gov (United States)

Magnavita, Nicola; Capitanelli, Ilaria; Garbarino, Sergio; La Milia, Daniele Ignazio; Moscato, Umberto; Pira, Enrico; Poscia, Andrea; Ricciardi, Walter

2017-10-27

Italy is the European country with the highest number of citizens over the age of sixty. In recent years, the unsustainability of the social security system has forced the Italian government to raise the retirement age and reduce the chances of early exit, thus sharply increasing the age of the workforce. Consequently, a significant proportion of older workers are currently obliged to do jobs that were designed for young people. Systematic health promotion intervention for older workers is therefore essential. The European Pro Health 65+ project aims at selecting and validating best practices for successful/active aging. In this context we set out to review workplace health promotion projects carried out in Italy. To ascertain examples of workplace health promotion for older workers (WHPOW), we carried out a review of the scientific and grey literature together with a survey of companies. We detected 102 WHPOW research studies conducted in conjunction with supranational organizations, public institutions, companies, social partners, NGOs and educational institutions. The main objectives of the WHPOW were to improve the work environment, the qualifications of older workers and attitudes towards the elderly, and, in many cases, also to improve work organization. The best way to promote effective WHPOW interventions is by disseminating awareness of best practices and correct methods of analysis. Our study suggests ways of enhancing WHPOW at both a national and European level.

Radon in workplaces

International Nuclear Information System (INIS)

Markkanen, M.; Annanmaeki, M.; Oksanen, E.

2000-01-01

The EU Member States have to implement the new Basic Safety Standards Directive (BSS) by May 2000. The Title VII of the Directive applies in particular to radon in workplaces. The Member States are required to identify workplaces which may be of concern, to set up appropriate means for monitoring radon exposures in the identified workplaces and, as necessary, to apply all or part of the system of radiological protection for practices or interventions. The BSS provisions on natural radiation are based on the ICRP 1990 recommendations. These recommendations were considered in the Finnish radiation legislation already in 1992, which resulted in establishing controls on radon in all types of workplaces. In this paper issues are discussed on the practical implementation of the BSS concerning occupational exposures to radon basing on the Finnish experiences in monitoring radon in workplaces during the past seven years. (orig.) [de

Diabetes screening in the workplace.

Science.gov (United States)

Gulley, Tauna; Boggs, Dusta; Mullins, Rebecca; Brock, Emily

2014-11-01

The prevalence of diabetes has increased worldwide and the pathophysiological problems associated with diabetes increase the potential for employees' physical disabilities. These complications, including neuropathy, nephropathy, and visual impairment, negatively impact the job performance of employees and compromise workplace safety. Occupational health nurses can provide diabetes screening programs to employees and identify chronic disease risk factors early. This article describes an occupational diabetes screening program at a major corporation in Belize, Central America, defines diabetes, outlines the diabetes teaching plan, and presents the demographics of the participants and results of the screening. Cultural considerations and recommendations for future occupational diabetes screenings are proposed. Copyright 2014, SLACK Incorporated.

Workplace exposure to secondhand smoke among non-smoking hospitality employees.

Science.gov (United States)

Lawhorn, Nikki A; Lirette, David K; Klink, Jenna L; Hu, Chih-Yang; Contreras, Cassandra; Ajori Bryant, Ty-Runet Pinkney; Brown, Lisanne F; Diaz, James H

2013-02-01

This article examines salivary cotinine concentrations to characterize secondhand smoke (SHS) exposure among non-smoking hospitality employees (bar and casino employees and musicians who perform in bars) who are exposed to SHS in the workplace. A pre-post test study design was implemented to assess SHS exposure in the workplace. The convenience sample of 41 non-smoking hospitality employees included 10 controls (non-smoking hospitality employees not exposed to SHS in the workplace). The findings demonstrate that post-shift saliva cotinine levels of hospitality employees who are exposed to SHS in the workplace are significantly higher than controls who work in smoke-free venues. Findings also suggested a statistically significant increase between pre- and post-shift saliva cotinine levels of hospitality employees who are exposed in the workplace. No statistically significant difference was noted across labor categories, suggesting that all exposed employees are at increased risk. The study results indicate that non-smoking hospitality employees exposed to SHS in the workplace have significantly higher cotinine concentration levels compared with their counterparts who work in smoke-free venues. Findings from other studies suggest that these increased cotinine levels are harmful to health. Given the potential impact on the health of exposed employees, this study further supports the efforts of tobacco prevention and control programs in advocating for comprehensive smoke-free air policies to protect bar and casino employees.

Disability Diversity Training in the Workplace: Systematic Review and Future Directions.

Science.gov (United States)

Phillips, Brian N; Deiches, Jon; Morrison, Blaise; Chan, Fong; Bezyak, Jill L

2016-09-01

Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.

Green roofs : a resource manual for municipal policy makers

Energy Technology Data Exchange (ETDEWEB)

Lawlor, G.; Currie, B.A.; Doshi, H.; Wieditz, I. [Canada Mortgage and Housing Corp., Ottawa, ON (Canada)

2006-05-15

As knowledge of the environmental benefits of green roofs and technology improves, green roofs are quickly gaining acceptance in North America. European jurisdictions have been using green roof technology for stormwater management, to reduce energy use in buildings and to increase amenity space. By reviewing the reasons that municipalities throughout the world have set green roof policies and programs, policy makers can more easily determine which policies suit their needs. This manual provided an overview of international and Canadian green roof policies and programs. It presented information on 12 jurisdictions that demonstrated leadership in green roof policy development. The manual also presented information on an additional 13 jurisdictions with less-developed green roof policies. Activities that were discussed for each of these jurisdictions included: description of jurisdiction; key motivators; green roof policy; process to establish policy; effectiveness; lessons learned; future predictions; and applicability to Canada of international jurisdictions. The manual also provided general information on green roofs such as a definition of green roofs and green roof terminology. Key motivators for green roofs include stormwater runoff control; reduction in urban heat-island effect; reduction in building energy consumption; and air pollution control. refs., tabs., figs.

Workplace Homicides Among U.S. Women: The Role of Intimate Partner Violence

Science.gov (United States)

Tiesman, Hope M.; Gurka, Kelly K.; Konda, Srinivas; Coben, Jeffrey H.; Amandus, Harlan E.

2015-01-01

PURPOSE Intimate partner violence (IPV) is an important public health issue with serious consequences for the workplace. Workplace homicides occurring to U.S. women over a 6-year period, including those perpetrated by an intimate partner, are described. METHODS Workplace homicides among U.S. women from 2003 to 2008 were categorized into type I (criminal intent), type II (customer/client), type III (co-worker), or type IV (personal relations) events using the Census of Fatal Occupational Injuries. Fatality rates were calculated and compared among workplace violence (WPV) types, occupations, and characteristics including location of homicide, type of workplace, time of day, and weapon used. RESULTS Between 2003 and 2008, 648 women were feloniously killed on the job. The leading cause of workplace homicide for U.S. women was criminal intent, such as robbing a store (n = 212; 39%), followed by homicides perpetrated by a personal relation (n= 181; 33%). The majority of these personal relations were intimate partners (n = 142; 78%). Over half of workplace homicides perpetrated by intimate partners occurred in parking lots and public buildings (n = 91; 51%). CONCLUSIONS A large percentage of homicides occurring to women at work are perpetrated by intimate partners. WPV prevention programs should incorporate strategies to prevent and respond to IPV. PMID:22463843

Workplace homicides among U.S. women: the role of intimate partner violence.

Science.gov (United States)

Tiesman, Hope M; Gurka, Kelly K; Konda, Srinivas; Coben, Jeffrey H; Amandus, Harlan E

2012-04-01

Intimate partner violence (IPV) is an important public health issue with serious consequences for the workplace. Workplace homicides occurring to U.S. women over a 6-year period, including those perpetrated by an intimate partner, are described. Workplace homicides among U.S. women from 2003 to 2008 were categorized into type I (criminal intent), type II (customer/client), type III (co-worker), or type IV (personal relations) events using the Census of Fatal Occupational Injuries. Fatality rates were calculated and compared among workplace violence (WPV) types, occupations, and characteristics including location of homicide, type of workplace, time of day, and weapon used. Between 2003 and 2008, 648 women were feloniously killed on the job. The leading cause of workplace homicide for U.S. women was criminal intent, such as robbing a store (n = 212; 39%), followed by homicides perpetrated by a personal relation (n = 181; 33%). The majority of these personal relations were intimate partners (n = 142; 78%). Over half of workplace homicides perpetrated by intimate partners occurred in parking lots and public buildings (n = 91; 51%). A large percentage of homicides occurring to women at work are perpetrated by intimate partners. WPV prevention programs should incorporate strategies to prevent and respond to IPV. Published by Elsevier Inc.

Green Power Partnership Long-term Contracts

Science.gov (United States)

The U.S. EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. This page lists Partners that signed a contract to purchase green power for 5 years or more.

Workplace-based assessment; learner and assessor perspectives

Directory of Open Access Journals (Sweden)

Nair BR

2015-04-01

Full Text Available Balakrishnan (Kichu R Nair,1,2 Mulavana S Parvathy,2 Amanda Wilson,3 Justine Smith,1 Brooke Murphy1 1Centre for Medical Professional Development, Hunter New England Local Health District, Newcastle, NSW, Australia; 2School of Medicine and Public Health, 3School of Nursing and Midwifery, Faculty of Health, University of Newcastle, NSW, Australia Objective: To examine the acceptability and educational impact of the workplace-based assessment program for international medical graduates on candidates and assessors. Method: A grounded theory-based qualitative analysis of the experiences of 17 candidates and eleven assessors using focus groups, interviews, and surveys. Results: Both candidates and assessors identified positive opportunities for improved performance of international medical graduates. Their integration into the workforce was facilitated by improved communication and peer acceptance, from ongoing multifaceted feedback and time to practice skills. Conclusion: This study showed a high level of acceptability of the Newcastle workplace-based assessment program among candidates and assessors. Keywords: performance, competency, formative, feedback, international medical graduates, Australian Medical Council

Workplace phobia, workplace problems, and work ability among primary care patients with chronic mental disorders.

Science.gov (United States)

Muschalla, Beate; Linden, Michael

2014-01-01

Work-related anxieties are frequent and have a negative effect on the occupational performance of patients and absence due to sickness. Most important is workplace phobia, that is, panic when approaching or even thinking of the workplace. This study is the first to estimate the prevalence of workplace phobia among primary care patients suffering from chronic mental disorders and to describe which illness-related or workplace-specific context factors are associated with workplace phobia. A convenience sample of 288 primary care patients with chronic mental disorders (70% women) seen by 40 primary care clinicians in Germany were assessed using a standardized diagnostic interview about mental disorders and workplace problems. Workplace phobia was assessed by the Workplace Phobia Scale and a structured Diagnostic and Statical Manual of Mental Disorders-based diagnostic interview. In addition, capacity and participation restrictions, illness severity, and sick leave were assessed. Workplace phobia was found in 10% of patients with chronic mental disorders, that is, approximately about 3% of all general practice patients. Patients with workplace phobia had longer durations of sick leave than patients without workplace phobia and were impaired to a higher degree in work-relevant capacities. They also had a higher degree of restrictions in participation in other areas of life. Workplace phobia seems to be a frequent problem in primary care. It may behoove primary care clinicians to consider workplace-related anxiety, including phobia, particularly when patients ask for a work excuse for nonspecific somatic complaints. © Copyright 2014 by the American Board of Family Medicine.

Sexual harassment in the workplace

OpenAIRE

Hersch, Joni

2015-01-01

Workplace sexual harassment is internationally condemned as sex discrimination and a violation of human rights, and more than 75 countries have enacted legislation prohibiting it. Sexual harassment in the workplace increases absenteeism and turnover and lowers workplace productivity and job satisfaction. Yet it remains pervasive and underreported, and neither legislation nor market incentives have been able to eliminate it. Strong workplace policies prohibiting sexual harassment, workplace tr...

Promoting Healthy Workplaces by Building Cultures of Health and Applying Strategic Communications.

Science.gov (United States)

Kent, Karen; Goetzel, Ron Z; Roemer, Enid C; Prasad, Aishwarya; Freundlich, Naomi

2016-02-01

The aim of the study was to identify key success elements of employer-sponsored health promotion (wellness) programs. We conducted an updated literature review, held discussions with subject matter experts, and visited nine companies with exemplary programs to examine current best and promising practices in workplace health promotion programs. Best practices include establishing a culture of health and using strategic communications. Key elements that contribute to a culture of health are leadership commitment, social and physical environmental support, and employee involvement. Strategic communications are designed to educate, motivate, market offerings, and build trust. They are tailored and targeted, multichanneled, bidirectional, with optimum timing, frequency, and placement. Increased efforts are needed to disseminate lessons learned from employers who have built cultures of health and excellent communications strategies and apply these insights more broadly in workplace settings.

Brownfields Tabor Commons Green Jobs Training Program

Science.gov (United States)

This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

Workplace Violence and Components of a Psychologically Healthy Workplace.

Science.gov (United States)

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.

Workplace Based Assessment in Psychiatry

Directory of Open Access Journals (Sweden)

Ayse Devrim Basterzi

2009-11-01

Full Text Available Workplace based assessment refers to the assessment of working practices based on what doctors actually do in the workplace, and is predominantly carried out in the workplace itself. Assessment drives learning and it is therefore essential that workplace-based assessment focuses on important attributes rather than what is easiest to assess. Workplacebased assessment is usually competency based. Workplace based assesments may well facilitate and enhance various aspects of educational supervisions, including its structure, frequency and duration etc. The structure and content of workplace based assesments should be monitored to ensure that its benefits are maximised by remaining tailored to individual trainees' needs. Workplace based assesment should be used for formative and summative assessments. Several formative assessment methods have been developed for use in the workplace such as mini clinical evaluation exercise (mini-cex, evidence based journal club assesment and case based discussion, multi source feedback etc. This review discusses the need of workplace based assesments in psychiatry graduate education and introduces some of the work place based assesment methods.

AIDS control and the workplace: the role of occupational health services in South Africa.

Science.gov (United States)

London, L

1998-01-01

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

Liquid Workplaces

DEFF Research Database (Denmark)

Hofma, Christian Casper; Avital, Michel; Jensen, Tina Blegind

2017-01-01

workplaces we are going from a more collective to individual feeling of presence in the workplace. The first contribution is to close the knowledge gap that exists in the academic literature on IVEs in a work context. Second, practitioners will have a better understanding of the changes IVEs have...

Where Are the Women? A Report into Issues Related to Women's Access to Workplace Literacy Programs.

Science.gov (United States)

Milton, Marion

A study investigated provision of workplace literacy courses available for women in female-dominated industries and women's access to and participation in those courses. A literature review revealed very little research on the required increased literacy skills in Australia and no previous studies on women's access to workplace literacy courses in…

Investigating Employee-Reported Benefits of Participation in a Comprehensive Australian Workplace Health Promotion Program.

Science.gov (United States)

Kilpatrick, Michelle; Blizzard, Leigh; Sanderson, Kristy; Teale, Brook; Nelson, Mark; Chappell, Kate; Venn, Alison

2016-05-01

To investigate employee-reported benefits of participation, employee organizational commitment, and health-related behaviors and body mass index (BMI) following implementation of a comprehensive workplace health promotion (WHP) program. State government employees from Tasmania, Australia, completed surveys in 2010 (n = 3408) and 2013 (n = 3228). Repeated cross-sectional data were collected on sociodemographic, health, and work characteristics. Participation in WHP activities, employee-reported organizational commitment, and benefits of participation were collected in 2013. Respondents who participated in multiple activities were more likely to agree that participation had motivated them, or helped them to address a range of health and work factors (trends: P employee organizational commitment. No differences were observed in health-related behaviors and BMI between 2010 and 2013. Healthy@Work (pH@W) was either ineffective, or insufficient time had elapsed to detect a population-level change in employee lifestyle factors.

Workplace safety and health for the veterinary health care team.

Science.gov (United States)

Gibbins, John D; MacMahon, Kathleen

2015-03-01

Veterinary clinic employers have a legal and ethical responsibility to provide a safe and healthy workplace. Clinic members are responsible for consistently using safe practices and procedures set up by their employer. Development and implementation of a customized comprehensive workplace safety and health program is emphasized, including an infection control plan. Occupational safety and health regulations are reviewed. The hazards of sharps, animal bites and scratches, and drugs are discussed. Strategies to prevent or minimize adverse health effects and resources for training and education are provided. Published by Elsevier Inc.

Workplace culture in academic libraries the early 21st century

CERN Document Server

Blessinger, Kelly

2013-01-01

Workplace culture refers to conditions that collectively influence the work atmosphere. These can include policies, norms, and unwritten standards for behavior. This book focuses on various aspects of workplace culture in academic libraries from the practitioners' viewpoint, as opposed to that of the theoretician. The book asks the following questions: What conditions contribute to an excellent academic library work environment? What helps to make a particular academic library a great place to work? Articles focus on actual programs while placing the discussion in a scholarly context. The book

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

Science.gov (United States)

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.

Green Building Standards

Science.gov (United States)

Many organizations have developed model codes or rating systems that communities may use to develop green building programs or revise building ordinances. Some of the major options are listed on this page.

Workplace nutrition knowledge questionnaire: psychometric validation and application.

Science.gov (United States)

Guadagnin, Simone C; Nakano, Eduardo Y; Dutra, Eliane S; de Carvalho, Kênia M B; Ito, Marina K

2016-11-01

Workplace dietary intervention studies in low- and middle-income countries using psychometrically sound measures are scarce. This study aimed to validate a nutrition knowledge questionnaire (NQ) and its utility in evaluating the changes in knowledge among participants of a Nutrition Education Program (NEP) conducted at the workplace. A NQ was tested for construct validity, internal consistency and discriminant validity. It was applied in a NEP conducted at six workplaces, in order to evaluate the effect of an interactive or a lecture-based education programme on nutrition knowledge. Four knowledge domains comprising twenty-three items were extracted in the final version of the NQ. Internal consistency of each domain was significant, with Kuder-Richardson formula values>0·60. These four domains presented a good fit in the confirmatory factor analysis. In the discriminant validity test, both the Expert and Lay groups scored>0·52, but the Expert group scores were significantly higher than those of the Lay group in all domains. When the NQ was applied in the NEP, the overall questionnaire scores increased significantly because of the NEP intervention, in both groups (Pnutrition knowledge among participants of NEP at the workplace. According to the NQ, an interactive nutrition education had a higher impact on nutrition knowledge than a lecture programme.

Improving the workplace environment

CSIR Research Space (South Africa)

Gledhill, Irvy MA

2014-08-01

Full Text Available 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...

The Connection between Employee Basic Skills & Productivity. Workforce & Workplace Literacy Series.

Science.gov (United States)

BCEL Brief, 1993

1993-01-01

The experience of a number of specific local workplace programs indicates a definite connection between the provision of employee basic skills programs and increased worker productivity. One Tennessee company, for example, reports a 95 percent drop in costs resulting from worker mistakes and a doubling of worker productivity since the company…

Financial Incentives, Workplace Wellness Program Participation, and Utilization of Health Care Services and Spending.

Science.gov (United States)

Fronstin, Paul; Roebuck, M Christopher

2015-08-01

This paper analyzes data from a large employer that enhanced financial incentives to encourage participation in its workplace wellness programs. It examines, first, the effect of financial incentives on wellness program participation, and second, it estimates the impact of wellness program participation on utilization of health care services and spending. The Patient Protection and Affordable Care Act of 2010 (PPACA) allows employers to provide financial incentives of as much as 30 percent of the total cost of coverage when tied to participation in a wellness program. Participation in health risk assessments (HRAs) increased by 50 percentage points among members of unions that bargained in the incentive, and increased 22 percentage points among non-union employees. Participation in the biometric screening program increased 55 percentage points when financial incentives were provided. Biometric screenings led to an average increase of 0.31 annual prescription drug fills, with related spending higher by $56 per member per year. Otherwise, no significant effects of participation in HRAs or biometric screenings on utilization of health care services and spending were found. The largest increase in medication utilization as a result of biometric screening was for statins, which are widely used to treat high cholesterol. This therapeutic class accounted for one-sixth of the overall increase in prescription drug utilization. Second were antidepressants, followed by ACE inhibitors (for hypertension), and thyroid hormones (for hypothyroidism). Biometric screening also led to significantly higher utilization of biologic response modifiers and immunosuppressants. These specialty medications are used to treat autoimmune diseases, such as rheumatoid arthritis and multiple sclerosis, and are relatively expensive compared with non-specialty medications. The added spending associated with the combined increase in fills of 0.02 was $27 per member per year--about one-half of the

Green economy and green jobs; Vihreae talous ja vihreaet tyoet

Energy Technology Data Exchange (ETDEWEB)

Honkasalo, A.

2012-05-15

This report looks at discussions on a green economy and green jobs in international organizations such as the OECD, EU and UNEP. It also studies the structural change in the green economy in Finland and how this change will be brought forward by the year 2050 through low carbon technology and innovations. It draws special attention to how citizens' perception of risks and their development impact the approval and acceptance of climate policies and measures. Finland will continue to be a country that utilises natural resources, and where a large part of its industrial sector will be energy- and material-intensive forest, mining and basic metal industries. The following factors will have an impact on work: Energy production is mainly based on renewable energy sources such as bio-, wind and solar power. Energy and material efficiency are important targets; emissions will decrease also in work places. Repairs and wood-based building will increase; new houses will produce energy. Reuse will increase; former waste disposal sites will function as mines. Organic and GMO foodstuffs will become popular. Electric and hybrid cars will take over the markets. Environmental applications of gene- and nanotechnology will become widely used. Physical workplaces and strictly controlled working times will lose their importance; virtual offices and remote work become popular. Products will be produced to last, with renewable usage in mind, and repair and maintenance of products will become more common. Occupational health and safety issues are of paramount importance especially in bio-energy production, repair and maintenance work, as well as waste management. Especially nano- and biotechnology and hazardous chemicals require careful risk management; the precautionary principle is applied to them. Studies on a green economy and green jobs usually look very positively at the possibilities of creating new jobs through environmental policies. Employment estimates done in the past may

The effects of workplace flexibility on health behaviors: a cross-sectional and longitudinal analysis.

Science.gov (United States)

Grzywacz, Joseph G; Casey, Patrick R; Jones, Fiona A

2007-12-01

To examine the cross-sectional and longitudinal associations between workplace flexibility and health behaviors, and estimate the potential importance of flexibility for effective worksite health promotion programs. Cross-sectional and longitudinal health risk appraisal data were obtained from US based employees of a multinational pharmaceutical company (n = 3193). Examined health behaviors were hours of sleep, physical activity frequency, health education seminar attendance, frequency of practicing personal resilience techniques, and self-appraised lifestyle. Self-reported flexibility in the workplace was the primary independent variable. Each health behavior, except regular attendance in health education seminars, was positively related to perceived flexibility in cross-sectional analyses. Sleep and self-appraised lifestyle were significantly related to changes in perceived flexibility over time. Workplace flexibility may contribute to positive lifestyle behaviors, and may play an important role in effective worksite health promotion programs.

Diversity management in the Canadian workplace: Towards an anti-racism approach

DEFF Research Database (Denmark)

Hiranandani, Vanmala Sunder

2012-01-01

Most diversity management programs in Canada maintain that enhancing workforce diversity is of tremendous significance for business organizations in today’s competitive global urban markets. Since well-meaning diversity management initiatives have been largely ineffective thus far in dealing...... with workplace discrimination and racism in the Canadian workplace, this paper underscores the need to decenter the focus of diversity management from a business imperative to an antidiscrimination and social justice imperative. Within this latter perspective, the paper examines the strengths and limitations...

“The Understanding of Workplace Counselling: A Study On University Sample”

OpenAIRE

F. Ceyda Aydogdu; Ezgi Uzel

2010-01-01

Uncertainty becomes a major problem for employees in today’s unstable economy. Stress creates a negative psychological impact on employees at workplace, and it is one of the main reasons of declining performance of employees. No matter what causes the stress at workplace, managers of an organization should be aware of the need for a support program for their employees (Hindle, 1998:61). The purpose of this study is to form a base for further quantitative studies by discovering the perspective...

A personalized healthy workplace

NARCIS (Netherlands)

Timmer, Justin

2017-01-01

In February 2017, seven partners signed a contract to collaborate on a project called the Healthy Workplace. Measuremen, Menzis, Health2Work, ENGIE, Planon, and Hanzehogeschool Groningen are dedicated to make the regular workplace a healthy workplace. Health is of primary importance for both the

State of the Voluntary Green Power Market (2016 Data)

Energy Technology Data Exchange (ETDEWEB)

OShaughnessy, Eric J [National Renewable Energy Laboratory (NREL), Golden, CO (United States); Heeter, Jenny S [National Renewable Energy Laboratory (NREL), Golden, CO (United States); Cook, Jeffrey J [National Renewable Energy Laboratory (NREL), Golden, CO (United States); Volpi, Christina M [National Renewable Energy Laboratory (NREL), Golden, CO (United States)

2018-03-26

Annual report of sales and number of customers in voluntary green power markets, including utility green pricing programs, utility green partnerships, competitive suppliers, unbundled renewable energy certificates, community choice aggregations, power purchase agreements, and community solar.

Pregnancy in the workplace.

Science.gov (United States)

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.

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

Science.gov (United States)

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,…

Workplace Environment Characteristics as Antecedents of Affective Well-being in the Workplace

OpenAIRE

Waratta Authayarat; Hiroyuki Umemuro

2012-01-01

Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective we...

Green ergonomics: combining sustainability and ergonomics.

Science.gov (United States)

Pilczuk, Davana; Barefield, Kevin

2014-01-01

When discussing ergonomics, the term 'sustainability' usually refers to the preservation of the human workforce. However, in 2010 Gulfstream Aerospace Corporation made a conscious effort to combine ergonomics and environmental sustainability in order to increase employee engagement for both programs. They introduced a companywide campaign called Green Ergo which is the idea of creating ergonomic solutions from scrap material found on site. This concept embraced the true meaning of 'green' and encouraged engineers and employees all across the company to design innovative green ergonomic solutions. The idea generated over 35 new ergo solutions, reduced waste production, and solved over 700 ergo problems for a fraction of the cost of newly purchased items. The demand for these items grew large enough that the company outsourced their manufacturing to a local non-profit. The Green Ergo campaign has changed the culture of the company and has increased the level of buy-in for both the ergonomics and sustainability programs.

Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes.

Science.gov (United States)

Hendriksen, Ingrid J M; Snoijer, Mirjam; de Kok, Brenda P H; van Vilsteren, Jeroen; Hofstetter, Hedwig

2016-06-01

Evaluation of the effectiveness of a workplace health promotion program on employees' vitality, health, and work-related outcomes, and exploring the influence of organizational support and the supervisors' role on these outcomes. The 5-month intervention included activities at management, team, and individual level targeting self-management to perform healthy behaviors: a kick-off session, vitality training sessions, workshops, individual coaching, and intervision. Outcome measures were collected using questionnaires, health checks, and sickness absence data at baseline, after the intervention and at 10 months follow-up. For analysis linear and generalized mixed models were used. Vitality, work performance, sickness absence, and self-management significantly improved. Good organizational support and involved supervisors were significantly associated with lower sickness absence. Including all organizational levels and focusing on increasing self-management provided promising results for improving vitality, health, and work-related outcomes.

Testing for drug and alcohol аbuse at the workplace

Directory of Open Access Journals (Sweden)

Zoran Kavrakovski

2009-12-01

Full Text Available Drug and alcohol abuse in the workplace represents a great risk to employee’s health and safety. More than 50% of the employees worldwide are related to easily accessible drug abuse, while 70% of the employees are related to alcohol abuse in the workplace. Tests for detecting drug and alcohol abuse in the workplace should be part of a new regulation, compulsory for all employees in the Republic of Macedonia. Implementing this sort of testing program should at the same time be a step towards devising particular solutions that shall bring about greater safety in the working environment. A key element in the implementation is to devise and establish an adequate policy that shall determine the risk factors within a working establishment which shall clearly express its position regarding drug and alcohol abuse during working hours. Along with the risk factors, the policy may also include the program for testing both, employees and the ones who are about to be employed, for drug and alcohol abuse. In order to implement this sort of test, it must be in accordance with the Occupational Safety and Health Act (Official gazette of the Republic of Macedonia, No 92/07, 2007 and a legal framework has to be defined, that shall regulate and solve numerous aspects of this issue, in order to fully implement the program for drug free working environment pursuant to the Declaration and the decrees of the United Nations General Assembly in 1998.

Building Envelope Thermal Performance Assessment Using Visual Programming and BIM, based on ETTV requirement of Green Mark and GreenRE

OpenAIRE

Taki Eddine Seghier; Lim Yaik Wah; Mohd Hamdan Ahmad; Williams Opeyemi Samuel

2017-01-01

Accomplishment of green building design requirements and the achievement of the targeted credit points under a specific green rating system are known to be a task that is very challenging. Building Information Modeling (BIM) design process and tools have already made considerable advancements in green building design and performance analysis. However, Green building design process is still lack of tools and workflows that can provide real-time feedback of building sustainability and rating du...

Assessing learning at the workplace

NARCIS (Netherlands)

Evers, Arnoud

2018-01-01

• Defining learning at the workplace • Assessing learning at the workplace • Facilitating learning at the workplace: - Structure - Culture - Leadership - Personal factors • Conclusions • Discussion

Building a Green Economy: Employment Effects of Green Energy Investments for Ontario

OpenAIRE

Robert Pollin; Heidi Garrett-Peltier

2009-01-01

In this study of Ontario’s green economy, Robert Pollin and Heidi Garrett-Peltier present an approach to realistically estimate the employment effects of green investments in Ontario. They focus on two alternative investment scenarios for the province: a baseline program of $18.6 billion invested in conservation and demand management; hydroelectric power; on-shore wind power; bioenergy; waste energy recycling; and solar power over 10 years, and a more ambitious $47.1 billion 10-year investmen...

Does work-site physical activity improve self-reported psychosocial workplace factors and job satisfaction?

DEFF Research Database (Denmark)

Roessler, K K; Rugulies, R; Bilberg, R

2013-01-01

PURPOSE: To investigate whether a work-site strength-training program has a positive effect on self-reported psychosocial workplace factors and job satisfaction. METHODS: We conducted a randomized controlled trial among laboratory technicians implementing neck and shoulder exercises for pain relief......, with 199 participants in the training group and 228 in the control group. Influence at work, sense of community, time pressure, and job satisfaction were measured with the Copenhagen Psychosocial Questionnaire at baseline and post-intervention after 20 weeks. RESULTS: There was no statistically significant...... of a work-site strength-training program on self-reported psychosocial workplace factors and job satisfaction....

Green Roofs: Federal Energy Management Program (FEMP) Federal Technology Alert

Energy Technology Data Exchange (ETDEWEB)

Scholz-Barth, K.; Tanner, S.

2004-09-01

In a ''green roof,'' a layer of vegetation (e.g., a roof garden) covers the surface of a roof to provide shade, cooler indoor and outdoor temperatures, and effective storm-water management to reduce runoff. The main components are waterproofing, soil, and plants. There are two basic kinds: intensive and extensive. An intensive green roof often features large shrubs and trees, and it can be expensive to install and maintain. An extensive green roof features shallow soil and low-growing, horizontally spreading plants that can thrive in the alpine conditions of many rooftops. These plants do not require a lot of water or soil, and they can tolerate a significant amount of exposure to the sun and wind. This Federal Technology Alert focuses on the benefits, design, and implementation of extensive green roofs and includes criteria for their use on federal facilities.

Experienced teachers' informal workplace learning and perceptions of workplace conditions

NARCIS (Netherlands)

Hoekstra, A.; Korthagen, F.; Brekelmans, M.; Beijaard, D.; Imants, J.

2009-01-01

Purpose: The purpose of this paper is to explore in detail how teachers' perceptions of workplace conditions for learning are related to their informal workplace learning activities and learning outcomes. Design/methodology/approach: From a sample of 32 teachers, a purposeful sampling technique of

Disability disclosure and workplace accommodations among youth with disabilities.

Science.gov (United States)

Lindsay, Sally; Cagliostro, Elaine; Leck, Joanne; Shen, Winny; Stinson, Jennifer

2018-03-20

Many youths with disabilities find it challenging to disclose their medical condition and request workplace accommodations. Our objective was to explore when and how young people with disabilities disclose their condition and request workplace accommodations. We conducted 17 in-depth interviews (11 females, six males) with youth with disabilities aged 15-34 (mean age 26). We analyzed our data using an interpretive, qualitative, and thematic approach. Our results showed the timing of when youth disclosed their disability to their employer depended on disability type and severity, comfort level, type of job, and industry. Youth's strategies and reasons for disclosure included advocating for their needs, being knowledgeable about workplace rights, and accommodation solutions. Facilitators for disclosure included job preparation, self-confidence, and self-advocacy skills, and having an inclusive work environment. Challenges to disability disclosure included the fear of stigma and discrimination, lack of employer's knowledge about disability and accommodations, negative past experiences of disclosing, and not disclosing on your own terms. Our findings highlight that youth encounter several challenges and barriers to disclosing their condition and requesting workplace accommodations. The timing and process for disclosing is complex and further work is needed to help support youth with disclosing their condition. Implications for rehabilitation Clinicians, educators, and employers should emphasize the importance of mentoring and leadership programs to give youth the confidence and self-advocacy skills needed to disclose and ask for accommodations in the workplace. Clinicians should advocate for the inclusion of youth with disabilities in the workforce and educate employers on the importance of doing so. Youth with disabilities need more opportunities for employment training and particularly how to disclose their disability and request workplace accommodations.

Effects of a Workplace Intervention on Parent-Child Relationships.

Science.gov (United States)

McHale, Susan M; Davis, Kelly D; Green, Kaylin; Casper, Lynne; Kan, Marni L; Kelly, Erin L; King, Rosalind Berkowitz; Okechukwu, Cassandra

2016-02-01

This study tested whether effects of a workplace intervention, aimed at promoting employees' schedule control and supervisor support for personal and family life, had implications for parent-adolescent relationships; we also tested whether parent-child relationships differed as a function of how many intervention program sessions participants attended. Data came from a group randomized trial of a workplace intervention, delivered in the information technology division of a Fortune 500 company. Analyses focused on 125 parent-adolescent dyads that completed baseline and 12-month follow-up home interviews. Results revealed no main effects of the intervention, but children of employees who attended 75% or more program sessions reported more time with their parent and more parent education involvement compared to adolescents whose parents attended less than 75% of sessions, and they tended to report more time with parent and more parental solicitation of information about their experiences compared to adolescents whose parents were randomly assigned to the usual practice condition.

Workplace bullying of general surgery residents by nurses.

Science.gov (United States)

Schlitzkus, Lisa L; Vogt, Kelly N; Sullivan, Maura E; Schenarts, Kimberly D

2014-01-01

Workplace bullying is at the forefront of social behavior research, garnering significant media attention. Most of the medical research has addressed bullying of nurses by physicians and demonstrates that patient care and outcomes may suffer. The intent of this study was to determine if general surgery residents are bullied by nurses. A survey instrument previously validated (Negative Acts Questionnaire-Revised) to evaluate for workplace bullying was modified to reflect the resident-nurse relationship. After institutional review board approval, the piloted online survey was sent to general surgery program directors to forward to general surgery residents. Demographic data are presented as percentages, and for negative acts, percentages of daily, weekly, and monthly frequencies are combined. Allopathic general surgery residencies in the United States. General surgery residents. The response rate was 22.1% (n = 452). Most respondents were men (55%) and had a mean age of 29 years (standard deviation = 7). Although 27.0% of the respondents were interns, the remaining classes were equally represented (12%-18% of responses/class). The respondents were primarily from medium-sized residency programs (45%), in the Midwest (28%), training in university programs (72%), and rotating primarily in a combined private and county hospital that serves both insured and indigent patients (59%). The residents had experienced each of the 22 negative acts (11.5%-82.5%). Work-related bullying occurs more than person-related bullying and physical intimidation. Ignoring of recommendations or orders by nurses occurs on a daily, weekly, or monthly basis for 30.2% of residents (work-related bullying). The most frequent person-related bullying act is ignoring the resident when they approach or reacting in a hostile manner (18.0%), followed by ignoring or excluding the resident (17.1%). Workplace bullying of general surgery residents by nurses is prominent. Future research is needed to determine

Workplace violence: protecting your practice from an epidemic.

Science.gov (United States)

Calway, R C

2001-01-01

Workplace violence, in the form of verbal threats and/or intimidation and physical aggression, is commonplace in medical practices today. The practice must be prepared to respond to this disaster in the same manner with which they prepare for responses to a medical emergency, fire, or loss of electricity. The risks and liabilities of failing to build a robust program include low staff morale and productivity, employee injury, lost work time, regulatory fines and sanctions, and the risk of civil judgments against the practice. The most successful programs receive commitment (read: involvement) from management and include staff in program development and implementation.

[Concept analysis of workplace bullying].

Science.gov (United States)

Ma, Shu-Ching; Wang, Hsiu-Hung; Chen, Jih-Yuan

2011-08-01

Workplace bullying is a complicated and imprecise concept. Research findings have highlighted it as an important issue in the nursing environment worldwide. Workplace bullying arises due to malfunctions in workplace organizational and cultural related antecedents and manifests in various forms. Many studies have reported that nurses experiencing workplace bullying face increased levels of physical, psychological and social distress, may adopt suicidal thoughts and negativity towards the nursing profession, and may even abandon the nursing profession completely. Although a large number of papers have discussed the antecedents, forms and interventions related to workplace bullying, there has yet been no systematic concept analysis of workplace bullying. This paper applied Walker and Avant's concept analysis process to verify concept definitions, identify defining attributes, antecedents, and consequences, and provide examples of model, borderline, and contrary cases. Findings can help nursing administrators understand and clarify the meaning of workplace bullying in order to take appropriate measures to improve the working environment for nursing professionals.

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

Directory of Open Access Journals (Sweden)

Yu-Shan Chen

2014-09-01

Full Text Available No prior literature explores the influence of green transformational leadership on green performance, thus, this study develops a novel research framework to fill the research gap. This study investigates the influence of green transformational leadership on green performance and discusses the mediation effects of green mindfulness and green self-efficacy by means of structural equation modeling (SEM. The results indicate that green transformational leadership positively influences green mindfulness, green self-efficacy, and green performance. Moreover, this study demonstrates that the positive relationship between green transformational leadership and green performance is partially mediated by the two mediators: green mindfulness and green self-efficacy. It means that green transformational leadership can not only directly affect green performance positively but also indirectly affect it positively through green mindfulness and green self-efficacy. Therefore, firms need to raise their green transformational leadership, green mindfulness, and green self-efficacy to increase their green performance.

A mindfulness training program based on brief practices (M-PBI) to reduce stress in the workplace: a randomised controlled pilot study.

Science.gov (United States)

Arredondo, M; Sabaté, M; Valveny, N; Langa, M; Dosantos, R; Moreno, J; Botella, L

2017-01-01

Work stress is a major contributor to absenteeism and reduced work productivity. A randomised and controlled study in employee-volunteers (with Perceived Stress Scale [PSS-14]>22) was performed to assess a mindfulness program based on brief integrated mindfulness practices (M-PBI) with the aim of reducing stress in the workplace. The PSS-14 of the employees before and after 8-weeks M-PBI program, as well as after a 20-week follow-up, was assessed (primary endpoint). The employees also carried the following questionnaires (secondary endpoints): Five Facet Mindfulness Questionnaire (FFMQ), Self-Compassion Scale (SCS), Experiences Questionnaire-Decentering (EQ-D), and Maslach Burnout Inventory-General Survey (MBI-GS). Heart Rate Variability (HRV) was measured during each session in a subgroup of employees (n = 10) of the interventional group randomly selected. A total of 40 employees (77.5% female median [SD] age of 36.6 [5.6] years) took part in this study: 21 and 19 in the intervention and control group, respectively. No differences in baseline characteristics were encountered between the groups. Results show a significant decrease in stress and increase in mindfulness over time in the intervention group (PSS-14 and FFMQ; p < 0.05 both). Additionally, an improvement in decentering (EQ-D), self-compassion (SCS) and burnout (MBI-GS) were also observed compared to the control group (p < 0.05 in all). HRV measurement also showed an improvement. In conclusion, a brief practices, 8-weeks M-BIP program is an effective tool to quickly reduce stress and improve well-being in a workplace.

Pollution prevention initiatives at US EPA: 'Green Lights'

International Nuclear Information System (INIS)

Lawson, J.; Kwartin, R.

1991-01-01

US EPA is initiating a pollution prevention approach to supplement its historic command-control, regulatory approach to environmental protection. EPA believes polllution prevention, where applicable and possible, represents a quicker, less expensive and even profitable strategy for environmental protection. Most clearly, energy-efficiency provides an opportunity to prevent significant amounts of pollution related to the inefficeint generation and use of electricity. EPA's first energy productivity and pollution prevention program is Green Lights. Beyond its own merits, Green Lights will also provide important experience to EPA as it develops its Green Machines program to accelerate the market for efficient appliances and equipment

A spirited workplace: Employee perspectives on the meaning of workplace spirituality

Directory of Open Access Journals (Sweden)

Christian L. van Tonder

2009-11-01

Full Text Available Although views on the nature of workplace spirituality abound, the meaning of the concept and its relatedness to other organisational constructs are everything but clear. Using a qualitative approach, the current study set out to explore the meaning of workplace spirituality among a group comprising 31 employees of a South African manufacturing concern. The findings derived through content analysis align well with literature perspectives on the phenomenon. The findings however also reveal that employee awareness and understanding of workplace spirituality are limited.

Discrimination, harassment, abuse, and bullying in the workplace: contribution of workplace injustice to occupational health disparities.

Science.gov (United States)

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

2014-05-01

This paper synthesizes research on the contribution of workplace injustices to occupational health disparities. We conducted a broad review of research and other reports on the impact of workplace discrimination, harassment, and bullying on workers' health and on family and job 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 show that workplace injustice can influence workers' health through effects on workers' family life and job-related outcomes. Injustice is a key contributor to occupational health injustice and prospective studies with oversample of disadvantaged workers and refinement of methods for characterizing workplace injustices are needed. © 2013 Wiley Periodicals, Inc.

Exploring workplace violence among home care workers in a consumer-driven home health care program.

Science.gov (United States)

Nakaishi, Lindsay; Moss, Helen; Weinstein, Marc; Perrin, Nancy; Rose, Linda; Anger, W Kent; Hanson, Ginger C; Christian, Mervyn; Glass, Nancy

2013-10-01

Nominal research has examined sexual harassment and workplace violence against home care workers within consumer-driven home care models such as those offered in Oregon. This study examined home care workers' experiences of violence while providing care to consumer employers, the patients who hire and manage home care workers. Focus groups and interviews were conducted in Oregon with 83 home care workers, 99 Oregon Department of Human Services (DHS) employees, and 11 consumer employers. Home care workers reported incidents of workplace physical violence (44%), psychological abuse (65%), sexual harassment (41%), and sexual violence (14%). Further, three themes were identified that may increase the risk of workplace violence: (1) real and perceived barriers to reporting violence; (2) tolerance of violence; and (3) limited training to prevent violence. To ensure worker safety while maintaining quality care, safety policies and training for consumer employers, state DHS employees, and home care workers must be developed. Copyright 2013, SLACK Incorporated.

Toronto green roof construction standard

International Nuclear Information System (INIS)

Aster, D.

2007-01-01

Toronto City Council adopted a green roof strategy in February 2006. This paper reviewed the by-law governing the strategy as well as the work in progress to develop minimum standards for the design and construction of green roofs in Toronto. The strategy included a series of recommendations regarding the installation of green roofs on city buildings; a pilot grant program; using the development process to encourage green roofs; and, public education and promotion. It was noted that compared to Europe, the development of standards for green roofs in North America is in its early stages. As an emerging sustainable technology, there currently are no standards incorporated into Ontario's Building Code against which Toronto can measure the design and construction of green roofs. Therefore this paper included an analysis detailing how the recommended design requirements were able to support the City's green roof policy objectives and integrate the performance criteria for green roofs previously established and supported by Toronto City Council. The key policy objectives of the City's green roof strategy were to reduce the urban heat island effect; to address stormwater management implications in terms of quality and quantity; to improve the energy budgets of individual buildings; and, to improve air quality

Toward a Definition of Sexual Harassment in the Workplace.

Science.gov (United States)

Vance, Suzy; Wendt, Anne

2000-01-01

Developed a construct of sexual issues/sexual harassment in the workplace based on survey responses of 101 participants in a training program on sexual harassment before the training and 111 participants after the training. Results show a progression of attitudes toward behaviors from safe to most dangerous. (SLD)

Planning and Execution of a Marine Methane Hydrate Pressure Coring Program for the Walker Ridge and Green Canyon Areas of the Gulf of Mexico

Energy Technology Data Exchange (ETDEWEB)

Humphrey, Gary [Fugro Geoconsulting Inc., Houston, TX (United States)

2015-09-14

The objective of this project (and report) is to produce a guide to developing scientific, operational, and logistical plans for a future methane hydrate-focused offshore pressure coring program. This report focuses primarily on a potential coring program in the Walker Ridge 313 and Green Canyon 955 blocks where previous investigations were undertaken as part of the 2009 Department of Energy JIP Leg II expedition, however, the approach to designing a pressure coring program that was utilized for this project may also serve as a useful model for planning pressure coring programs for hydrates in other areas. The initial portion of the report provides a brief overview of prior investigations related to gas hydrates in general and at the Walker Ridge 313 and Green Canyon 955 blocks in particular. The main content of the report provides guidance for various criteria that will come into play when designing a pressure coring program.

Does Implementation Follow Design? A Case Study of a Workplace Health Promotion Program Using the 4-S Program Design and the PIPE Impact Metric Evaluation Models.

Science.gov (United States)

Äikäs, Antti Hermanni; Pronk, Nicolaas P; Hirvensalo, Mirja Hannele; Absetz, Pilvikki

2017-08-01

The aim of this study was to describe the content of a multiyear market-based workplace health promotion (WHP) program and to evaluate design and implementation processes in a real-world setting. Data was collected from the databases of the employer and the service provider. It was classified using the 4-S (Size, Scope, Scalability, and Sustainability) and PIPE Impact Metric (Penetration, Implementation) models. Data analysis utilized both qualitative and quantitative methods. Program design covered well the evidence-informed best practices except for clear path toward sustainability, cooperation with occupational health care, and support from middle-management supervisors. The penetration rate among participants was high (99%) and majority (81%) of services were implemented as designed. Study findings indicate that WHP market would benefit the use of evidence-based design principles and tendentious decisions to anticipate a long-term implementation process already during the planning phase.

Workers with hand dermatitis and workplace training experiences: A qualitative perspective.

Science.gov (United States)

Zack, Bethany; Arrandale, Victoria H; Holness, Dorothy Linn

2017-01-01

Workplace training may help to prevent contact dermatitis, a common work-related disease. Information on the characteristics of existing workplace training programs and worker perceptions of this training is limited. Fourteen workers with suspected occupational contact dermatitis participated in one-on-one, semi-structured interviews. An inductive thematic analysis approach was used to identify interview themes. Workers expressed a desire for hands-on training with content relevant to their job tasks, favored training from supervisors who had practical experience, and were conflicted about employer motivations for providing training. Few workers had received training on skin protection. In many cases, the training workers had received differed greatly from their desired training. Although, workers with contact dermatitis describe having received workplace training, some question its value and effectiveness. This perspective may be attributed not only to the content and methods of training but also the health and safety culture of the workplace. Am. J. Ind. Med. 60:69-76, 2017. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

Insights into workplace bullying: psychosocial drivers and effective interventions

Science.gov (United States)

Escartín, Jordi

2016-01-01

Research on effectiveness of workplace bullying interventions has lagged behind descriptive studies on this topic. The literature on bullying intervention research has only recently expanded to a point that allows for synthesis of findings across empirical studies. This study addresses the question of whether workplace bullying can be reduced in prevalence and consequences, if so to what extent and by which strategies and interventions. It opens with a brief overview of the nature of bullying at work and discussion of some precursors and existing interventions. However, its principal focus is on the findings obtained from selected (quasi-) experimental longitudinal studies on antibullying interventions, drawing together the results of studies conducted in Europe, USA, and Australia, including several economic sectors, and concerned about primary, secondary, and tertiary prevention programs and strategies. Additional emphasis is considered from the psychosocial drivers highlighted both from prescriptive and cross-sectional studies and factual empirical studies. One randomized control study and seven quasiexperimental longitudinal studies were identified by searching electronic databases and bibliographies and via contact with experts. The majority of outcomes evidenced some level of change, mostly positive, suggesting that workplace bullying interventions are more likely to affect knowledge, attitudes, and self-perceptions, but actual bullying behaviors showed much more mixed results. In general, growing effectiveness was stated as the level of intervention increased from primary to tertiary prevention. However, methodological problems relating to the evaluation designs in most studies do not allow direct attribution of these findings to the interventions. Overall, the evaluation of antibullying interventions must flourish and be improved, requiring close cooperation between practitioners and academics to design, implement, and evaluate effective interventions based

Team Resilience Training in the Workplace: E-Learning Adaptation, Measurement Model, and Two Pilot Studies.

Science.gov (United States)

Bennett, Joel B; Neeper, Michael; Linde, Brittany D; Lucas, Gale M; Simone, Lindsay

2018-05-02

The majority of resilience interventions focus on the individual. Workplace resilience is a growing field of research. Given the ever-increasing interconnectedness in businesses, teamwork is a guarantee. There is also growing recognition that resilience functions at the team level. The objective of our work was to address three shortcomings in the study of workplace resilience interventions: lack of interventions focusing on group-level or team resilience, the need for brief interventions, and the need for more theoretical precision in intervention studies. The authors took an established evidence-based program (Team Resilience) and modified it based on these needs. A working model for brief intervention evaluation distinguishes outcomes that are proximal (perceptions that the program improved resilience) and distal (dispositional resilience). A total of 7 hypotheses tested the model and program efficacy. Two samples (n=118 and n=181) of engineering firms received the Web-based training and provided immediate reactions in a posttest-only design. The second sample also included a control condition (n=201). The findings support the model and program efficacy. For example, workplace resilience was greater in the intervention group than in the control group. Other findings suggest social dissemination effects, equal outcomes for employees at different stress levels, and greater benefit for females. This preliminary research provides evidence for the capabilities of e-learning modules to effectively promote workplace resilience and a working model of team resilience. ©Joel B Bennett, Michael Neeper, Brittany D Linde, Gale M Lucas, Lindsay Simone. Originally published in JMIR Mental Health (http://mental.jmir.org), 02.05.2018.

Workplace health promotion in health care settings in Finland, Latvia, and Lithuania

Directory of Open Access Journals (Sweden)

Laima Bulotaitė

2017-12-01

Conclusions: HCWs recognized various WHP activities, facilities and programs organized at their workplaces; however, their needs were notably higher than the situation reported. WHP situation differed among the three European countries.

Introducing of Green Pricing in the Korean Electricity Sector

Energy Technology Data Exchange (ETDEWEB)

Boo, K.J. [Korea Energy Economics Institute, Euiwang (Korea)

2001-11-01

renewables. Fourth, willingness to pay the premium is 17% with market potential of 14.2%. Fifth, the average rate of supporting the new renewable energy policies is less than 50%, way below those of the developed countries. These findings imply that consumer attitude toward green pricing is not so encouraging. At this point, what attracts our attention is the fact that the market potential of green pricing amounts to 14.2%, indicating the high level of environmental awareness. Materialization of this market potential calls for a step by step marketing strategy based on market segmentation. To start with, non-profit corporations should be targeted. Then, market efforts should be shifted to profit corporations. In addition, the government's role of leadership and monitoring is needed to help market function smoothly in a competitive environment. The major considerations in designing a green pricing are: first of all, the contribution-based green pricing is more desirable than the product-based or the capacity-based, in consideration of the current status of the domestic market development. Incentives for customer's wider participation include: protection against rate increases, related product discounts, certification and special recognition. Another idea to encourage participation is to enhance program's tangibility through locating the facilities in city parks and other public places frequently visited by community residents. What counts most in designing a green pricing is program credibility. To prevent a green scam, green pricing program should be accompanied by an education, green board of advisors, and environmental disclosure and green certification, all of which will make green pricing project transparent and accountable. This implies that existing programs and policies can be rekindled to supplement the green pricing program. In the midst of restructuring and transition into a competitive market, experts show a mixed feeling of concerns and hopes about

Workplace incivility: a concept analysis.

Science.gov (United States)

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.

Women and the Violent Workplace

OpenAIRE

Beckett, Sharon Elizabeth

2015-01-01

Globally workplace violence is a pressing concern. It is an ever increasing problem and thus an extensive field to research. Despite an increase in interest, there are specific areas of workplace violence that remain relatively unexplored, and this is further compounded because workplace violence is not clearly defined and neither is it readily understood (Dolan 2000, Webster et al 2007). Women’s experiences of workplace violence have been overlooked, primarily because women exist within a...

Proceedings of the 5. annual international greening rooftops for sustainable communities conference, awards and trade show

International Nuclear Information System (INIS)

2007-01-01

This conference provided a forum to discuss a broad range of benefits associated with green roof construction. In addition to creating green space, green roofs save energy, mitigate the urban heat island effect, clean stormwater runoff, attenuate sound, and provide aesthetic value. Strategies to promote the widespread adoption of green roof technology in North America were presented along with federal policies and standards that support green roof applications. Some timely green roofing topics were also addressed, such as the residential green roof market and urban agriculture. Innovative research programs and demonstration programs were highlighted along with policy developments in countries where green roof technology has been widely implemented. Public outreach, training and education programs were also reviewed. The conference was divided into the following sessions: stormwater policy development; green roofs in Minnesota and Chicago; stormwater management and other benefits of green roofs; greening the green roof system; development of green roof standards and policies; stormwater management and life cycle calculation; stormwater research; overcoming the challenge of the residential green roof market; feasibility and impact assessments of green roof programs; green roof design case studies; energy and thermal performance; urban agriculture and green roofs; green roof policy, incentives and regulations in the City of Minneapolis; innovative uses of green roofs; green roof growing medium and vegetation; green walls and green roof gardens; studies on the benefits of green roofs; and, careers in greening. The conference featured 47 presentations, of which 34 have been catalogued separately for inclusion in this database. refs., tabs., figs

Enhancing workplace wellness efforts to reduce obesity: a qualitative study of low-wage workers in St Louis, Missouri, 2013-2014.

Science.gov (United States)

Strickland, Jaime R; Eyler, Amy A; Purnell, Jason Q; Kinghorn, Anna M; Herrick, Cynthia; Evanoff, Bradley A

2015-05-07

The objective of this study was to examine workplace determinants of obesity and participation in employer-sponsored wellness programs among low-wage workers. We conducted key informant interviews and focus groups with 2 partner organizations: a health care employer and a union representing retail workers. Interviews and focus groups discussed worksite factors that support or constrain healthy eating and physical activity and barriers that reduce participation in workplace wellness programs. Focus group discussions were transcribed and coded to identify main themes related to healthy eating, physical activity, and workplace factors that affect health. Although the union informants recognized the need for workplace wellness programs, very few programs were offered because informants did not know how to reach their widespread and diverse membership. Informants from the health care organization described various programs available to employees but noted several barriers to effective implementation. Workers discussed how their job characteristics contributed to their weight; irregular schedules, shift work, short breaks, physical job demands, and food options at work were among the most commonly discussed contributors to poor eating and exercise behaviors. Workers also described several general factors such as motivation, time, money, and conflicting responsibilities. The workplace offers unique opportunities for obesity interventions that go beyond traditional approaches. Our results suggest that modifying the physical and social work environment by using participatory or integrated health and safety approaches may improve eating and physical activity behaviors. However, more research is needed about the methods best suited to the needs of low-wage workers.

Perspectives on workplace health promotion among employees in low-wage industries

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2016-01-01

Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321

Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

Science.gov (United States)

Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2015-01-01

Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.

Green Power Partnership Frequently Asked Questions

Science.gov (United States)

The U.S. EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. This page provides a brief program overview, including vision and accomplishments.

Promoting Intercultural Competency in the Nuclear Workplace

Energy Technology Data Exchange (ETDEWEB)

Bachner K. M.

2015-07-12

Intercultural preparedness training is a staple of many workplaces that require international competence, including government, business, and non-profits. Even highly experienced diplomats are often advised to attend training sessions on this topic. Intercultural preparedness training promises to be especially relevant and useful for professionals working in the field of nuclear nonproliferation, including in the application of international nuclear safeguards. This paper outlines the fundamental philosophies underlying a training program that will benefit professionals in the nuclear arena, whether practitioners of nonproliferation or other sub-fields relying on international cooperation and collaboration, and how such a training program might be implemented efficiently.

Pluri-annual energy programming - The Energy transition for green growth. Synthesis

International Nuclear Information System (INIS)

2016-01-01

The Energy Transition for Green Growth Act and its attendant action plans are designed to give France the means to make a more effective contribution to tackling climate change and reinforce its energy independence, while striking a better balance in its energy mix and creating jobs and business growth. This document summarizes the content of the Pluri-annual energy programming, which is the consistent action framework of the French energy transition: improving energy efficiency and reducing fossil fuels consumption, accelerating the development of renewable energy sources, maintaining a high-level of security of supply in the respect of environmental requirements, preparing tomorrow's energy system, developing clean mobility, taking account of the socio-economic issues of the energy transition and acting with the regions in this way

Workplace Breastfeeding Support Varies by Employment Type: The Service Workplace Disadvantage.

Science.gov (United States)

Snyder, Kailey; Hansen, Kelli; Brown, Sara; Portratz, Amy; White, Kate; Dinkel, Danae

The majority of women are returning to work full-time after childbirth, and support within their place of employment may influence intention and duration for breastfeeding, but more research is needed. Therefore, the purpose of this study was to explore the influence of employment type on breastfeeding duration upon return to work by examining informal (i.e., verbal encouragement) and direct (i.e., lactation space, flexible time) factors of support. This was a retrospective survey of women's returning-to-work experiences while breastfeeding. Survey contents included respondent demographics as well as questions surrounding perceptions of employer support, work environment, and goal/satisfaction regarding breastfeeding. Data were analyzed via crosstabs and chi-square goodness of fit tests. A total of 1,002 women completed the survey. Significant differences were seen across different employment types. Women within the professional/management industry were most likely to receive informal and direct support for breastfeeding upon return to work. Women within the service industry and production/transportation industry reported receiving the lowest levels of informal and direct support. Workplace support varies by employment type and women in the service and production/transportation industry appear to be at a disadvantage compared with other employment types. There is a need for more breastfeeding support programs to be developed that target specific workplace characteristics.

Green Power Procurement Library | Energy Analysis | NREL

Science.gov (United States)

., and E.S. Brown. 2006. Utility-Marketer Partnerships: An Effective Strategy for Marketing Green Power Reduction Programs. Local Government Climate and Energy Strategy Series. EPA 430-R-09-045. Green Power Developing New Renewable Energy Projects. NREL/TP-6A20-51904. July. Natural Marketing Institute. 2011

Workplace Learning as a Cultural Technology.

Science.gov (United States)

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…

GREEN HOTEL SEBAGAI DAYA SAING SUATU DESTINASI

OpenAIRE

Sinangjoyo, Nikasius Jonet

2015-01-01

The goal of the research is describing the green hotel application program of the hotel industries in Yogyakarta, creation of competitiveness in tourism destination. Subject of the research is whole member of Indonesia Hotel & Restaurant Association, (PHRI) Yogyakarta, which classified as four and five star hotel, and have an environment document or green hotel certificate. This study is a descriptive qualitative research. The research shows that the green hotels standard application in Yogya...

Recessions are Bad for Workplace Safety

OpenAIRE

Boone, J.; van Ours, J.C.; Wuellrich, J.P.; Zweimuller, J.

2011-01-01

Workplace accidents are an important economic phenomenon. Yet, the pro-cyclical fl uctuations in workplace accidents are not well understood. They could be related to fluctuations in effort and working hours, but workplace accidents may also be affected by reporting behavior. Our paper uses unique data on workplace accidents from an Austrian matched worker-firm dataset to study in detail how economic incentives affect workplace accidents. We find that workers who reported an accident in a par...

Green energy education programs and demonstrations at the Kortright Centre for Conservation. Paper no. IGEC-1-047

International Nuclear Information System (INIS)

Waters, A.

2005-01-01

In Ontario, when both professionals and non-professionals want to learn about sustainable technologies and practices they usually end up at the Kortright Centre For Conservation. Kortright has one of the largest educational programs in Canada dedicated to informing and inspiring people from all walks of life to think and act more sustainably. Our goals are to inform, to demonstrate and to promote green energy solutions. To these ends, Kortright has designed a number of successful programs for students and adults that provide both theoretical and hands on learning opportunities. Each year thousands of people trek to Kortright to participate in adult workshops and curriculum-based school programs. This paper and presentation will reveal some of the unique demonstrations and programming used by Kortright to motivate people to adopt more sustainable lifestyles. (author)

The Productivity Dilemma in Workplace Health Promotion

OpenAIRE

Cherniack, Martin

2015-01-01

Background. Worksite-based programs to improve workforce health and well-being (Workplace Health Promotion (WHP)) have been advanced as conduits for improved worker productivity and decreased health care costs. There has been a countervailing health economics contention that return on investment (ROI) does not merit preventive health investment. Methods/Procedures. Pertinent studies were reviewed and results reconsidered. A simple economic model is presented based on conventional and alternat...

A Handbook of the Workplace Literacy Project, 1988-90.

Science.gov (United States)

Casasnovas-Bauer, Catherine; Thibodeau, Lynne

The Orange County (Florida) Public Schools Workplace Literacy Project is described. The program, established to meet the training needs of the growing hotel and restaurant industry in central Florida, has served over 1,000 primarily limited-English-proficient, immigrant students during the 18-month period of October 1988 through March 1990.…

Reducing Smoking at the Workplace. WBGH Worksite Wellness Series.

Science.gov (United States)

Behrens, Ruth A.

Company policies and programs aimed at reducing smoking among employees have a number of other important benefits to employees and the company alike. Limiting or banning smoking helps create a safe and healthy workplace and may reduce direct health care costs, health and life insurance costs, employee absenteeism, costs associated with maintaining…

Stress Management in the Workplace. WBGH Worksite Wellness Series.

Science.gov (United States)

Jaffe, Dennis T.; And Others

This paper on designing and implementing a stress management program in the workplace begins by defining stress. A brief overview of the relationship of stress to health and personal style follows. The subsequent discussion of the relationship between stress and work focuses on these topics: work contributes to stress; stress affects work…

Development, implementation and evaluation of a process to prevent and combat workplace bullying.

Science.gov (United States)

Strandmark, Margaretha; Rahm, Gullbritt

2014-11-01

Our objective was to develop and implement an intervention program in collaboration with workplace personnel, to evaluate the process as a vehicle to prevent and combat bullying. The project emanates from a community-based participatory approach. We obtained data from individual and focus group interviews. We used grounded theory methodology, and made a comparative analysis before and after the intervention. Focus group interviews at the three first meetings indicated that those best positioned to prevent and combat bullying were the immediate supervisors, in collaboration with co-workers and upper management. The goal of zero tolerance toward bullying can be achieved if all concerned work together, using a humanistic value system, an open workplace atmosphere, group collaboration and conflict resolution. We developed an intervention, including lecturers and reflection groups, which ultimately resulted in an action plan. Focus group interviews at the fourth meeting, after the implementation, showed that employees were then more aware of bullying problems; the atmosphere at the workplace improved; the collaboration between and within the group was stronger; and the supervisor worked continuously to prevent and combat bullying, using the humanistic values suggested. We propose additional systematic work to implement our action plan and a conflict resolution system. The anti-bullying program implementation in the workplace achieved some success, but the intervention process is ongoing. © 2014 the Nordic Societies of Public Health.

Achieving Workplace Health through Application of Wellness Strategies

Science.gov (United States)

Robinson, Judith L.

2008-01-01

Purpose: 1) Understand and measure JSC workplace health: a) levels, sources, indicators & effects of negative, work-related stress; b) define leading indicators of emerging issues. 2 Provide linkage to outcomes: a) Focus application of wellness strategies & HR tools; b) Increase quality of work life and productivity. 3) Current effort will result in: a) Online assessment tool; b) Assessment of total JSC population (civil service & contractors); c) Application of mitigation tools and strategies. 4) Product of the JSC Employee Wellness Program. 5) Collaboration with Corporate Health Improvement Program/University of Arizona.

Managing menstruation in the workplace: an overlooked issue in low- and middle-income countries.

OpenAIRE

Sommer, Marni; Chandraratna, Sahani; Cavill, Sue; Mahon, Therese; Phillips-Howard, Penelope

2016-01-01

The potential menstrual hygiene management barriers faced by adolescent girls and women in workplace environments in low- and middle-income countries has been under addressed in research, programming and policy. Despite global efforts to reduce poverty among women in such contexts, there has been insufficient attention to the water and sanitation related barriers, specifically in relation to managing monthly menstruation, that may hinder girls? and women?s contributions to the workplace, and ...

Sexual Harassment in the Workplace: When Are Hostile Comments Actionable?

Science.gov (United States)

Schimmel, David

1994-01-01

In "Harris" the Supreme Court ruled that Title VII is violated when the workplace environment "would reasonably be perceived and is perceived as hostile or abusive." Schools and colleges, by developing appropriate policies, procedures, and educational programs, can substantially increase understanding about the legal aspects of…

Pattern check of TLD disc readings - an important tool to identify abnormal conditions in workplace

International Nuclear Information System (INIS)

Pradhan, S.M.; Sneha, C.; Bhattacharya, M.; Sahai, M.K.; Pradeep, Ratna; Datta, D.; Bhatnagar, Amit

2016-01-01

Personnel monitoring for external radiation using CaSO 4 :Dy based TLD badge is well established in Indian radiation protection program. TLD badge enables evaluation of occupational dose based on the pattern and values of the three disc readings. Different patterns of disc readings are obtained depending on the type and energy of radiation in the workplace. Pattern not conforming to the radiation in the workplace also called as improper pattern can be a useful tool for investigation of any deviation / abnormality in workplace or monitoring practices. The paper presents different examples of improper pattern observed in monitoring that has helped to find out the deviations in the workplace or monitoring practices. Results of the experiments conducted to simulate some of the observed pattern are also presented in the paper

Precision Strike Training in Lean Manufacturing: A Workplace Literacy Guidebook [and] Final Report on Precision Strike Workplace Literacy Training at CertainTeed Corporation.

Science.gov (United States)

National Alliance of Business, Inc., Washington, DC.

CertainTeed's Precision Strike training program was designed to close the gaps between the current status of its workplace and where that work force needed to be to compete successfully in global markets. Precision Strike included Skills and Knowledge in Lifelong Learning (SKILL) customized, computerized lessons in basic skills, one-on-one…

The internationalised workplace

DEFF Research Database (Denmark)

van Bakel, Marian

2017-01-01

The Danish workplace is becoming more and more international. Not only has the number of foreign employees living and working in Denmark increased over the past few years, there is also a significant number of commuters crossing the border every day to go to their workplace in Denmark. In total...

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

Science.gov (United States)

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.

Computer-based training (CBT) intervention reduces workplace violence and harassment for homecare workers.

Science.gov (United States)

Glass, Nancy; Hanson, Ginger C; Anger, W Kent; Laharnar, Naima; Campbell, Jacquelyn C; Weinstein, Marc; Perrin, Nancy

2017-07-01

The study examines the effectiveness of a workplace violence and harassment prevention and response program with female homecare workers in a consumer driven model of care. Homecare workers were randomized to either; computer based training (CBT only) or computer-based training with homecare worker peer facilitation (CBT + peer). Participants completed measures on confidence, incidents of violence, and harassment, health and work outcomes at baseline, 3, 6 months post-baseline. Homecare workers reported improved confidence to prevent and respond to workplace violence and harassment and a reduction in incidents of workplace violence and harassment in both groups at 6-month follow-up. A decrease in negative health and work outcomes associated with violence and harassment were not reported in the groups. CBT alone or with trained peer facilitation with homecare workers can increase confidence and reduce incidents of workplace violence and harassment in a consumer-driven model of care. © 2017 Wiley Periodicals, Inc.

Green Power Partnership Fortune 500® Partners List

Science.gov (United States)

U.S. EPA's Green Power Partnership is a voluntary program designed to reduce the environmental impact of electricity generation by promoting renewable energy. This Top Partner list presents Green Power Partners that also appear on the Fortune 500® list.

Development of a Workplace Wellness Promotion Pilot Framework: A Case Study of the Blue Care Staff Wellness Program

Science.gov (United States)

Machen, Roxanne; Cuddihy, Thomas F.; Reaburn, Peter; Higgins, Helen

2010-01-01

Workplace wellness initiatives are currently unreflective of the multidimensional and holistic nature of the wellness construct. There exists an opportunity for promoters of health to move toward models of workplace wellness promotion that more fully appreciate the interconnected nature of health dimensions and promote them even-handedly. The Blue…

Evaluating the Quality of Competency Assessment in Pharmacy: A Framework for Workplace Learning

Directory of Open Access Journals (Sweden)

Shailly Shah

2016-01-01

Full Text Available Demonstration of achieved competencies is critical in the pharmacy workplace. The purpose of this study was to evaluate the quality of the competency assessment program for pharmacy residents at an academic medical center. The competency assessment program (CAP survey is a validated, 48-item instrument that evaluates the quality of an assessment program based on 12 criteria, each measured by four questions on a scale of 0 to 100. The CAP was completed by residents (n = 23 and preceptors (n = 28 from the pharmacy residency program between 2010 and 2013. Results were analyzed using descriptive statistics, Cronbach’s alpha, and non-parametric tests. Educational Consequences was the only quality criteria falling below the standard for “good quality.” Participants that completed residency training elsewhere rated the Comparability (0.04 and Meaningfulness (0.01 of the assessment program higher than those that completed residency at the academic medical center. There were no significant differences between resident and preceptor scores. Overall, the quality of the assessment program was rated highly by residents and preceptors. The process described here provides a useful framework for understanding the quality of workplace learning assessments in pharmacy practice.

Midwifery student reactions to workplace violence.

Science.gov (United States)

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.

Evaluation of the Successfulness of A Green Program through Customer Perceived Quality, Brand Image, and Customer Satisfaction: A Case Study at Surabaya Plaza Hotel

Directory of Open Access Journals (Sweden)

Marsella Yeanette Hatane

2012-01-01

Full Text Available Every company try to build the brand image of their businesses by doing a green program as one of their strategies. This research aims to see the impacts of the implementation of a green program at Surabaya Plaza Hotel, Surabaya. 230 hotel customers were randomly chosen as the respondents. Through descriptive and Structural Equation Modelling (SEM analysis, can be seen that technical quality brings insignificant negative impacts towards customer satisfaction. Meanwhile, functional quality and brand image bring a significant positive impact toward customer satisfaction. Besides that, technical quality and functional quality bring a significant positive effect indirectly toward customer satisfaction through brand image as mediating.

Green Transformational Leadership and Green Performance: The Mediation Effects of Green Mindfulness and Green Self-Efficacy

OpenAIRE

Yu-Shan Chen; Ching-Hsun Chang; Yu-Hsien Lin

2014-01-01

No prior literature explores the influence of green transformational leadership on green performance, thus, this study develops a novel research framework to fill the research gap. This study investigates the influence of green transformational leadership on green performance and discusses the mediation effects of green mindfulness and green self-efficacy by means of structural equation modeling (SEM). The results indicate that green transformational leadership positively influences green min...

Green Propellant Infusion Mission Program Development and Technology Maturation

Science.gov (United States)

McLean, Christopher H.; Deininger, William D.; Joniatis, John; Aggarwal, Pravin K.; Spores, Ronald A.; Deans, Matthew; Yim, John T.; Bury, Kristen; Martinez, Jonathan; Cardiff, Eric H.;

[Workplace bullying and sickness absenteeism].

Science.gov (United States)

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.

BREEAM Green Leaf Eco-rating Program

International Nuclear Information System (INIS)

2001-01-01

The environmental performance of buildings is measured for several reasons, the main one being that it can help owners decide where to invest their retrofit dollars to maximize the energy performance of their building and reduce operating costs. The buildings constructed in the 1950s and 1960s in North America are reaching obsolescence and will require major retrofits to improve their energy efficiency, particularly in the area of mechanical equipment. In addition to reducing operating costs, better maintenance and environmental management of buildings can also address issues such as comfort, health, indoor air quality and productivity. In order to accurately measure the environmental performance of a building, it is necessary to develop a comprehensive measuring and benchmarking tool that would allow occupants to compare the buildings' performance with others. In this pilot study, 6 high-rise multi-residential buildings were assessed for environmental performance using the BREEAM Green Leaf assessment method. The methodology originated in Canada and was developed by ECD Energy, Environment Canada and Terra Choice. It combines the BREEAM set of environmental issues with the Green Leaf Eco-Rating technique. The method covers occupant health, energy efficiency, resource efficiency, environmental responsibility and affordability. Operation and management issues are also taken into consideration. The buildings used in this study were located in various locations, ranging from inner city housing to city/suburban areas. 2 tabs., 17 figs

Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

Science.gov (United States)

Emerson, Timica F.

2017-01-01

Employee performance and patient satisfaction are strong indicators of the current state of a healthcare organization. Workplace training programs are used to teach employees the knowledge and skills necessary to effectively perform on the job. Instructor-led, online, blended and independent learning events are produced to address learning needs…

Classroom Strategies That Facilitate Transfer of Learning to the Workplace.

Science.gov (United States)

Gardner, Brenda S.; Korth, Sharon J.

1997-01-01

Describes a master's program in human resource development that uses experiential learning, transfer of learning, and team learning theories to maximize students' transfer of their formal training to the workplace. Activities include individual and group analysis papers and a team project. Students have found the group and experiential practice…

Racial/Ethnic Workplace Discrimination

Science.gov (United States)

Chavez, Laura J.; Ornelas, India J.; Lyles, Courtney R.; Williams, Emily C.

2014-01-01

Background Experiences of discrimination are associated with tobacco and alcohol use, and work is a common setting where individuals experience racial/ethnic discrimination. Few studies have evaluated the association between workplace discrimination and these behaviors, and none have described associations across race/ethnicity. Purpose To examine the association between workplace discrimination and tobacco and alcohol use in a large, multistate sample of U.S. adult respondents to the Behavioral Risk Factor Surveillance System survey Reactions to Race Module (2004–2010). Methods Multivariable logistic regression analyses evaluated cross-sectional associations between self-reported workplace discrimination and tobacco (current and daily smoking) and alcohol use (any and heavy use, and binge drinking) among all participants and stratified by race/ethnicity, adjusting for relevant covariates. Data were analyzed in 2013. Results Among respondents, 70,080 completed the workplace discrimination measure. Discrimination was more common among black non-Hispanic (21%), Hispanic (12%), and other race respondents (11%) than white non-Hispanics (4%) (pdiscrimination was associated with current smoking (risk ratio [RR]=1.32, 95% CI=1.19, 1.47), daily smoking (RR=1.41, 95% CI=1.24, 1.61), and heavy drinking (RR=1.11, 95% CI=1.01, 1.22), but not binge or any drinking. Among Hispanics, workplace discrimination was associated with increased heavy and binge drinking, but not any alcohol use or smoking. Workplace discrimination among black non-Hispanics and white Non-Hispanics was associated with increased current and daily smoking, but not alcohol outcomes. Conclusions Workplace discrimination is common, associated with smoking and alcohol use, and merits further policy attention given the impact of these behaviors on morbidity and mortality. PMID:25441232

[Clinical characteristics of patients with workplace-associated mood disorder --comparison with non-workplace-associated group].

Science.gov (United States)

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

Understanding good practice in workplace coaching

OpenAIRE

Skoumpopoulou, Dimitra

2017-01-01

Workplace coaching is growing rapidly and many organisations use it as a way to motivate and support their employees in their careers. This paper is a theoretical paper that draws upon the authors' experiences of workplace coaching. The author discusses the main aspects of successful workplace coaching while it summarises the most important behaviours and attitudes of an effective workplace coach.

Workplace Ergonomics Reference Guide

Science.gov (United States)

... proactive approach to these issues by educating our customers on prevention of the repetitive stress injuries that ... workplaces, environments, job tasks, equipment, and processes in relationship to human capabilities and interactions in the workplace. ...

GREEN PACKAGING, GREEN PRODUCT, GREEN ADVERTISING, PERSEPSI, DAN MINAT BELI KONSUMEN

Directory of Open Access Journals (Sweden)

Imam Santoso

2016-12-01

Full Text Available Environmental problems become one of the strategic issues in achieving global competitiveness. One of the issues is products that are made from environmental friendly materials or known as green product. Furthermore, in green products marketing, the company also uses green packaging and green advertising concept. This study aimed to analyze the effect of green packaging, green products, and green advertising on consumer perception and purchasing intention. The study was conducted in Ketawanggede Village, Lowokwaru Sub-district, Malang City. The sampling method used nonprobability accidential sampling techniques. The numbers of respondents were 113 consumers in study site. Data were collected by interview using questionnaires. The method of analysis used Generalized Structured Component Analysis (GSCA. The analysis showed that the green packaging, green products, and green advertising had positive significant influence on consumer perceptions. Meanwhile, green product and consumer perception had positive significant influence on purchasing interest, but the green packaging and green advertising has not found sufficient evidence in influencing purchasing intention.