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Sample records for radically changed workplace

  1. Radical Change by Entrepreneurial Design

    National Research Council Canada - National Science Library

    Roberts, Nancy C

    1998-01-01

    .... How radical change in public policy has occurred in the past is then documented. We find examples of radical change by chance, radical change by consensus, radical change by learning, and radical change by entrepreneurial design...

  2. Changing Families, Changing Workplaces

    Science.gov (United States)

    Bianchi, Suzanne M.

    2011-01-01

    American families and workplaces have both changed dramatically over the past half-century. Paid work by women has increased sharply, as has family instability. Education-related inequality in work hours and income has grown. These changes, says Suzanne Bianchi, pose differing work-life issues for parents at different points along the income…

  3. Changing Workplace.

    Science.gov (United States)

    1999

    These four papers are from a symposium on changing workplaces. "Women Entrepreneurs: Maintaining Business Success through Human Resource Development" (Dominic G. Kamau , Gary N. McLean, Alexander Ardishvili) investigates contributions of human resource development (HRD) to business success and reports the following: (1) women can be…

  4. Changing Workplace.

    Science.gov (United States)

    1998

    This document contains four papers from a symposium on the changing workplace and its relationship to human resource development (HRD). In "Globalization, Immigration and Quality of Life Dynamics for Reverse Brain Drains" (Ben-Chieh Liu, Maw Lin Lee, Hau-Lien), the factors responsible for the brain drain from Taiwan to the United States…

  5. Responsibility for radical change in addressing climate change

    NARCIS (Netherlands)

    Bouvrie, des N.; Karlsson-Vinkhuyzen, S.I.S.E.; Jollands, N.

    2015-01-01

    To radically address the problem of climate change, it is not enough to modify specific attitudes and behaviors while upholding the present paradigms. This article aims to show why modifications will never bring about radical carbon emission reductions. We discuss what it implies to desire radical

  6. Leadership Styles for the Five Stages of Radical Change

    Science.gov (United States)

    1998-04-01

    radical change. This article continues prior work on radical change with theory and research on leadership style. The result is a model of radical...every stage of that process. Leadership style and organiza- tional change theory and re- search have ex- isted for de- cades, but have rarely con...phase, inspire and en- ergize them to adopt the change after it Figure 3. Senior Manager Leadership Styles for the Five Phases of Radical Change Phase

  7. Workplace exercise for changing health behavior related to physical activity.

    Science.gov (United States)

    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.

  8. Work (If You Can Get It) and Occupations (If There Are Any)? What Social Scientists Can Learn from Predictions of the End of Work and Radical Workplace Change.

    Science.gov (United States)

    Leicht, Kevin T.

    1998-01-01

    Analysis of six books on workplace change indicates (1) workplace data collection and social stratification measures must change; (2) definition of unemployment is becoming amorphous; (3) studies of gender/racial inequality should consider networking and recruitment issues; (4) disillusioned workers should be studied; and (5) political and social…

  9. An exploration of workplace literacy as a catalyst to support employees in dealing with changing workplace literacy practices

    OpenAIRE

    Mackey, Hester

    2009-01-01

    The changing workplace requires employees to engage with new ways of working that rely increasingly on a variety of literacy skills. This study used action research to answer the research question whether a workplace literacy initiative could act as a catalyst to support employees to manage these new literacy practices in the workplace with confidence. A multi-national high-tech manufacturing plant in Ireland which is in a process of continuous change was selected as research site. A 45 ho...

  10. Radical Change by Entrepreneurial Design

    National Research Council Canada - National Science Library

    Roberts, Nancy C

    1998-01-01

    .... Radical change by entrepreneurial design then becomes the focal point, in order to acquaint the reader with the strategies and tactics of well-known entrepreneurs who have been successful in molding...

  11. Changing families, changing workplaces.

    Science.gov (United States)

    Bianchi, Suzanne M

    2011-01-01

    American families and workplaces have both changed dramatically over the past half-century. Paid work by women has increased sharply, as has family instability. Education-related inequality in work hours and income has grown. These changes, says Suzanne Bianchi, pose differing work-life issues for parents at different points along the income distribution. Between 1975 and 2009, the labor force rate of mothers with children under age eighteen increased from 47.4 percent to 71.6 percent. Mothers today also return to work much sooner after the birth of a child than did mothers half a century ago. High divorce rates and a sharp rise in the share of births to unmarried mothers mean that more children are being raised by a single parent, usually their mother. Workplaces too have changed, observes Bianchi. Today's employees increasingly work nonstandard hours. The well-being of highly skilled workers and less-skilled workers has been diverging. For the former, work hours may be long, but income has soared. For lower-skill workers, the lack of "good jobs" disconnects fathers from family obligations. Men who cannot find work or have low earnings potential are much less likely to marry. For low-income women, many of whom are single parents, the work-family dilemma is how to care adequately for children and work enough hours to support them financially. Jobs for working-class and lower middle-class workers are relatively stable, except in economic downturns, but pay is low, and both parents must work full time to make ends meet. Family income is too high to qualify for government subsidized child care, but too low to afford high-quality care in the private market. These families struggle to have a reasonable family life and provide for their family's economic well-being. Bianchi concludes that the "work and family" problem has no one solution because it is not one problem. Some workers need more work and more money. Some need to take time off around the birth of a child

  12. Are changes in workplace bullying status related to changes in salivary cortisol?

    DEFF Research Database (Denmark)

    Gullander, Maria; Grynderup, Matias; Hansen, Åse Marie

    2015-01-01

    OBJECTIVES: This study aims to investigate whether incident workplace bullying and its dicontinuance is related to subsequent change in morning and evening saliva cortisol concentrations. METHODS: Participants came from two Danish cohort studies, the PRISME cohort (n=4489) and the Workplace...... Bullying and Harassment Cohort (n=3707). At baseline and follow-up exposure to bullying was measured by a single question on bullying (preceded by a definition). Two saliva samples to measure cortisol were collected during a work-day (30min after awakening and at 8p.m.). All participants responding...... to the item on workplace bullying, giving saliva samples and participated at both baseline and follow-up were included. The reference group consisted of non-bullied respondents at both baseline and follow-up. Multilevel mixed-effects linear regressions were used to test for changes in salivary cortisol after...

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

    Science.gov (United States)

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

    2016-10-01

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

  14. Changing behaviour: successful environmental programmes in the workplace

    OpenAIRE

    Young, CW; Davis, M; McNeill, IM; Malhotra, B; Russell, S; Unsworth, K; Clegg, CW

    2015-01-01

    There is an increasing focus on improving the pro-environmental attitudes, behaviour and habits of individuals whether at home, in education, traveling, shopping or in the workplace. This article focuses on the workplace by conducting a multi-disciplinary literature review of research that has examined the influence of organisation-based behaviour change initiatives. The review includes only research evidence that measured actual environmental performance (e.g. energy use) rather than solely ...

  15. Beyond Insurgency to Radical Social Change: The New Situation

    Directory of Open Access Journals (Sweden)

    John Foran

    2014-04-01

    Full Text Available The Arab Spring and U.S. Occupy movements surprised the world in 2011, showing that movements for radical social change remain viable responses to the intertwined crises of globalization: economic precarity, political disenchantment, rampant inequality, and the long-term fuse of potentially catastrophic climate change. These movements possess political cultural affinities of emotion, historical memory, and oppositional and creative discourses with each other and with a chain of movements that have gathered renewed momentum and relevance as neoliberal globalization runs up against the consequences of its own rapaciousness.Three paths to radical social change have emerged that differ from the hierarchical revolutionary movements of the twentieth century: 1 the electoral path to power pursued by the Latin American Pink Tide nations, 2 the route of re-making power at the local level or seeking change at the global level, both by-passing the traditional goal of taking state power, and 3 the occupation of public space to force out tyrants, as in Tunisia and Egypt.This paper assesses the strengths and limitations of each path, arguing that social movements and progressive parties together may possess the best chances for making radical social change in this new situation. These threads of resistance may also point toward a future of radical social change as we imagine their enduring results, self-evident and more subtle. 

  16. Exploring how Conflict Management Training Changes Workplace Conflicts

    DEFF Research Database (Denmark)

    Mikkelsen, Elisabeth Naima

    2012-01-01

    While many organisations offer conflict management training to both staff and management, there has been little research investigating the changes resulting from such training. Using an interpretive framework of analysis, a qualitative case study was conducted to understand how 'sensemakings' about...... conflicts change when enacted from the perspective of staff and management in a non-profit organisation that participated in conflict management training. The case study was constructed as a longitudinal investigation with ethnographic fieldwork as the primary method of inquiry. The training worked...... as a catalyst for the development of new sensemakings about workplace conflicts. These included increasing acknowledgement of workplace conflicts, recognition of interdependent and context embedded relationships in interpersonal conflicts, and enactment of active resistance in a subordinated occupational group...

  17. Performance measurement of workplace change: in two different cultural contexts

    Directory of Open Access Journals (Sweden)

    Chaiwat Riratanaphong

    2014-01-01

    Full Text Available Nowadays, organisations must cope with the pressure of cost reduction and efficiency in order to succeed in a highly competitive business environment. However, drivers to improve social interaction and employee’s performance and as such to contribute to organisational goals and objectives make it necessary to be concerned with other performance criteria as well, such as effectiveness, flexibility, employee satisfaction, productivity and creativity. There is a growing need for performance management and performance measurement that not only covers all aspects of an organisation, but which can be applied to various situations in a changing internal and external environment. Performance measurement methods which include an integrated perspective of performance have become essential. In addition, it has been realised that corporate real estate can contribute to organisational performance (Nourse and Roulac, 1993, De Vries et al., 2008, Lindholm, 2008, Den Heijer, 2011, Jensen et al., 2012. For this reason, worldwide organisations started to implement new ways of working in a more open and flexible work environment. Although there are various objectives and drivers of workplace change, the common objectives are to reduce costs and to increase efficiency. The changing organisational and external contexts, such as the increasing demand for talented knowledge workers and changing work patterns, have led to the development of new offices that can promote social networks and interaction among employees. The new workplace does not only aim at achieving cost efficiency, but it should also support employee satisfaction and productivity. This PhD research focuses on both themes i.e. performance measurement of workplace change. The aim of this research is to provide a conceptual framework that visualises the impact of workplace change on employees’ responses to the new work environment and to present guidelines on performance measurement of workplace

  18. A Constructive-Critical Approach to the Changing Workplace and its Technologies

    DEFF Research Database (Denmark)

    Møller, Naja Holten; Shklovski, Irina; Silberman, Six

    2017-01-01

    Implementation of technical systems into work practices can result in shifting the balance of power in terms of what is visible and what is hidden (Suchman 1994; Star & Strauss 1999) and in fundamentally changing the nature of work itself (Bannon 1994). Sometimes these changes can have...... unpredictable and even adverse effects on the stakeholders involved (Clement & Wagner 1995). ECSCW as a venue has not shied away from pointing out that there is politics to sociomaterial processes we observe and study (Bannon & Bødker 1997; Bjørn and Balka 2007). As work computerization begins to involve...... the digitization of work practices, however, more thorny political questions emerge. The workplace changes when the spheres of private life and work are blurred as sensors are attached to the employee in the workplace for tracking movement (Gorm & Shklovski 2016; Møller et al. 2017), when the workplace as a fixed...

  19. 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.

  20. The Prospects of Radical Change Today

    Directory of Open Access Journals (Sweden)

    Slavoj Žižek

    2018-05-01

    Full Text Available In this contribution, Slavoj Žižek takes the occasion of Marx’s bicentenary for reflecting on the prospects of radical change today. First, it is shown that under Stalinism, Lenin’s works were quoted out of context in an arbitrary way in order to legitimise arbitrary political measures. Marxism thereby became an ideology that justified brutal subjective interventions. Second, this contribution poses the question of the revolutionary subject and democracy today. It stresses the role of both contingency and strategy in revolutions. In political assemblages taking place on public squares, the inert mass of ordinary people is transubstantiated into a politically engaged united force. The basic political problem today is how to best reconfigure democracy. Third, this contribution analyses the “interesting times” we live in. These are times that feature multiple crises, right-wing populism à la Donald Trump and Marine Le Pen, the lower classes’ opposition to immigration, and the refugee crisis. Questions about human rights and their violation and about radical change need to be asked in this context.

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

    Science.gov (United States)

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

    2015-11-01

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

  2. Changes in Allostatic Load during workplace reorganization.

    Science.gov (United States)

    Carlsson, Rikke Hinge; Hansen, Åse Marie; Nielsen, Martin Lindhardt; Blønd, Morten; Netterstrøm, Bo

    2017-12-01

    Allostatic Load (AL) represents the strain on the body produced by repeated physiologic or allostatic responses activated during stressful situations. Several cross-sectional studies have found empirical substantiation for the relationship between impaired psychosocial work environment and high AL. The aim of this longitudinal study is to investigate changes in AL during workplace reorganization that has been shown to cause impaired psychosocial work environment. Moreover, we aim to investigate the association between changes in AL and changes in psychosocial work environment (job strain, effort-reward imbalance) and psychological distress (stress symptoms and perceived stress). A major reorganization of non-state public offices was effectuated in Denmark on 1 January 2007. In 2006 and 2008, we collected clinical and questionnaire data from 359 participants, 265 women and 94 men, employed in seven municipality or county administrations. Four municipalities and one county merged with others, while one municipality and one county remained unmerged. We calculated the AL score based on 13 physiological markers reflecting stress responses of the cardiovascular, metabolic, neuroendocrine and immune systems. We analysed changes in AL from 2006 to 2008. AL increased significantly during workplace reorganization in the whole study group but we observed only a tendency of significant increase in AL in the merger group compared with the control group. Moreover, we observed no association between the changes in AL and changes in psychosocial work environment and psychological distress. This result leaves the conclusion unclear but contributes to the limited research in this area with a longitudinal design and focus on low-risk levels and small changes in AL in healthy people as predictor of future disease. Copyright © 2017 Elsevier Inc. All rights reserved.

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

    Science.gov (United States)

    Tsuboya, Toru; Tsutsumi, Akizumi; Kawachi, Ichiro

    2015-03-01

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

  4. Changing Workplaces in the Knowledge-Based Economy -- Evidence from Micro Data

    OpenAIRE

    Spitz-Oener, Alexandra

    2004-01-01

    This thesis includes four essays on various aspects of how workplaces have been changing in recent decades, all being characterized by the shift towards knowledge-based activities in production and the extensive spread of information and communication technologies at the workplace. The content of Chapter 1 is twofold. It includes a descriptive analysis that establishes the stylized facts about trends in occupational skill requirements in West Germany since 1979. It then provides evidence on t...

  5. Learning in Different Modes: The Interaction Between Incremental and Radical Change

    DEFF Research Database (Denmark)

    Petersen, Anders Hedegaard; Boer, Harry; Gertsen, Frank

    2004-01-01

    The objective of the study presented in this article is to contribute to the development of theory on continuous innovation, i.e. the combination of operationally effective exploitation and strategically flexible exploration. A longitudinal case study is presented of the interaction between...... incremental and radical change in Danish company, observed through the lens of organizational learning. The radical change process is described in five phases, each of which had its own effects on incremental change initiatives in the company. The research identified four factors explaining these effects, all...

  6. The Future at Work. An Assessment of Changing Workplace Trends.

    Science.gov (United States)

    Interstate Conference of Employment Security Agencies, Inc., Washington, DC.

    Technological and demographic changes affect the nation's employment landscape. The most consistent trend of the century has been the shrinking workweek. By the year 2000, many workers will spend only 32 hours per week at work. Other workplace changes will continue the quest for more work satisfaction: technical trends (flextime/telecommuting);…

  7. Does an 'activity-permissive' workplace change office workers' sitting and activity time?

    Science.gov (United States)

    Gorman, Erin; Ashe, Maureen C; Dunstan, David W; Hanson, Heather M; Madden, Ken; Winkler, Elisabeth A H; McKay, Heather A; Healy, Genevieve N

    2013-01-01

    To describe changes in workplace physical activity, and health-, and work-related outcomes, in workers who transitioned from a conventional to an 'activity-permissive' workplace. A natural pre-post experiment conducted in Vancouver, Canada in 2011. A convenience sample of office-based workers (n=24, 75% women, mean [SD] age = 34.5 [8.1] years) were examined four months following relocation from a conventional workplace (pre) to a newly-constructed, purpose-built, movement-oriented physical environment (post). Workplace activity- (activPAL3-derived stepping, standing, and sitting time), health- (body composition and fasting cardio-metabolic blood profile), and work- (performance; job satisfaction) related outcomes were measured pre- and post-move and compared using paired t-tests. Pre-move, on average (mean [SD]) the majority of the day was spent sitting (364 [43.0] mins/8-hr workday), followed by standing (78.2 [32.1] mins/8-hr workday) and stepping (37.7 [15.6] mins/8-hr workday). The transition to the 'activity-permissive' workplace resulted in a significant increase in standing time (+18.5, 95% CI: 1.8, 35.2 mins/8-hr workday), likely driven by reduced sitting time (-19.7, 95% CI: -42.1, 2.8 mins/8-hr workday) rather than increased stepping time (+1.2, 95% CI: -6.2, 8.5 mins/8-hr workday). There were no statistically significant differences observed in health- or work-related outcomes. This novel, opportunistic study demonstrated that the broader workplace physical environment can beneficially impact on standing time in office workers. The long-term health and work-related benefits, and the influence of individual, organizational, and social factors on this change, requires further evaluation.

  8. Does an 'activity-permissive' workplace change office workers' sitting and activity time?

    Directory of Open Access Journals (Sweden)

    Erin Gorman

    Full Text Available To describe changes in workplace physical activity, and health-, and work-related outcomes, in workers who transitioned from a conventional to an 'activity-permissive' workplace.A natural pre-post experiment conducted in Vancouver, Canada in 2011. A convenience sample of office-based workers (n=24, 75% women, mean [SD] age = 34.5 [8.1] years were examined four months following relocation from a conventional workplace (pre to a newly-constructed, purpose-built, movement-oriented physical environment (post. Workplace activity- (activPAL3-derived stepping, standing, and sitting time, health- (body composition and fasting cardio-metabolic blood profile, and work- (performance; job satisfaction related outcomes were measured pre- and post-move and compared using paired t-tests.Pre-move, on average (mean [SD] the majority of the day was spent sitting (364 [43.0] mins/8-hr workday, followed by standing (78.2 [32.1] mins/8-hr workday and stepping (37.7 [15.6] mins/8-hr workday. The transition to the 'activity-permissive' workplace resulted in a significant increase in standing time (+18.5, 95% CI: 1.8, 35.2 mins/8-hr workday, likely driven by reduced sitting time (-19.7, 95% CI: -42.1, 2.8 mins/8-hr workday rather than increased stepping time (+1.2, 95% CI: -6.2, 8.5 mins/8-hr workday. There were no statistically significant differences observed in health- or work-related outcomes.This novel, opportunistic study demonstrated that the broader workplace physical environment can beneficially impact on standing time in office workers. The long-term health and work-related benefits, and the influence of individual, organizational, and social factors on this change, requires further evaluation.

  9. Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

    OpenAIRE

    Kelly, Erin L.; Moen, Phyllis; Tranby, Eric

    2011-01-01

    Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initi...

  10. Radical abundance how a revolution in nanotechnology will change civilization

    CERN Document Server

    Drexler, K Eric

    2013-01-01

    K. Eric Drexler is the founding father of nanotechnology--the science of engineering on a molecular level. In Radical Abundance, he shows how rapid scientific progress is about to change our world. Thanks to atomically precise manufacturing, we will soon have the power to produce radically more of what people want, and at a lower cost. The result will shake the very foundations of our economy and environment. Already, scientists have constructed prototypes for circuit boards built of millions of precisely arranged atoms. The advent of this kind of atomic precision promises to change the way we make things--cleanly, inexpensively, and on a global scale. It allows us to imagine a world where solar arrays cost no more than cardboard and aluminum foil, and laptops cost about the same. A provocative tour of cutting edge science and its implications by the field's founder and master, Radical Abundance offers a mind-expanding vision of a world hurtling toward an unexpected future.

  11. Efficacy of a "small-changes" workplace weight loss initiative on weight and productivity outcomes.

    Science.gov (United States)

    Zinn, Caryn; Schofield, Grant M; Hopkins, Will G

    2012-10-01

    The effect of weight reduction on workplace productivity is unknown. We have investigated a "small-changes" workplace weight loss intervention on weight and productivity outcomes. Overweight/obese employees at two New Zealand worksites (n = 102) received the 12-week intervention. One site received an extra 9-month weight-maintenance component. Magnitudes of effects on weight and productivity were assessed via standardization. Both groups reduced weight at 12 weeks and maintained lost weight at 12 months. There were small possible improvements in productivity at one worksite and trivial reductions at the other by 12 weeks, with little subsequent change during maintenance in either group. At an individual level, weight change was associated with at most only small improvements or small reductions in productivity. Workplace weight loss initiatives may need to be more intensive or multidimensional to enhance productivity.

  12. Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

    Science.gov (United States)

    Kelly, Erin L.; Moen, Phyllis; Tranby, Eric

    2011-01-01

    Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data…

  13. Personality Development at Work: Workplace Conditions, Personality Changes, and the Corresponsive Principle

    Science.gov (United States)

    Le, Kimdy; Donnellan, M. Brent; Conger, Rand

    2013-01-01

    Objective Investigations concerning adult personality development have increasingly focused on factors that are associated with apparent personality trait changes. The current study contributes to this literature by replicating and extending previous research concerning personality trait development in young adulthood and perceptions of workplace conditions. Method Analyses were based on up to 442 individuals who participated in the ongoing Family Transitions Project (e.g., Conger & Conger, 2002). The current analyses included personality trait data from 1994 and 2003, high-school grades and SES indicators from 1994, and reports about work conditions in 2001, 2003, and 2005. Results Personality attributes were prospectively associated with work conditions and income. Findings also support the corresponsive principle of personality development (e.g. Roberts, Caspi, & Moffitt, 2003): Traits that were prospectively associated with particular workplace conditions often seemed to be accentuated by those conditions. Conclusions Personality traits are prospectively associated with perceptions of the workplace. Workplace conditions are also associated with trait development. PMID:23336723

  14. Personality Development at Work: Workplace Conditions, Personality Changes, and the Corresponsive Principle.

    Science.gov (United States)

    Le, Kimdy; Donnellan, M Brent; Conger, Rand

    2014-02-01

    Investigations concerning adult personality development have increasingly focused on factors that are associated with apparent personality trait changes. The current study contributes to this literature by replicating and extending previous research concerning personality trait development in young adulthood and perceptions of workplace conditions. Analyses were based on up to 442 individuals who participated in the ongoing Family Transitions Project (e.g., Conger & Conger, 2002). The current analyses included personality trait data from 1994 and 2003, high school grades and socioeconomic status indicators from 1994, and reports about work conditions in 2001, 2003, and 2005. Personality attributes were prospectively associated with work conditions and income. Findings also support the corresponsive principle of personality development (e.g., Roberts, Caspi, & Moffitt, 2003): Traits that were prospectively associated with particular workplace conditions often seemed to be accentuated by those conditions. Personality traits are prospectively associated with perceptions of the workplace. Workplace conditions are also associated with trait development. © 2013 Wiley Periodicals, Inc.

  15. Sharing Steps in the Workplace: Changing Privacy Concerns Over Time

    DEFF Research Database (Denmark)

    Jensen, Nanna Gorm; Shklovski, Irina

    2016-01-01

    study of a Danish workplace participating in a step counting campaign. We find that concerns of employees who choose to participate and those who choose not to differ. Moreover, privacy concerns of participants develop and change over time. Our findings challenge the assumption that consumers...

  16. Changes in Smoking-Related Norms in Bars Resulting from California's Smoke-Free Workplace Act

    Science.gov (United States)

    Satterlund, Travis D.; Lee, Juliet P.; Moore, Roland S.

    2012-01-01

    California's Smoke-Free Workplace Act--CA Labor Code Sec. 6404.5(a)--was extended to bars in 1998. This article analyzes changes in normative beliefs and behaviors related to bar smoking in the decade following the adoption of the Act. In a series of studies evaluating the smoke-free workplace law in bars, researchers conducted extensive…

  17. Review article: Transforming the state away from the State? Radical ...

    African Journals Online (AJOL)

    Radical social action and 'minority attractions' under scrutiny. ... addition to political thought, theory and socio-economic practice within the broad stream ... in the workplace within an international context since the middle 1800s and the attempt ...

  18. Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization.

    Science.gov (United States)

    Kelly, Erin L; Moen, Phyllis; Tranby, Eric

    2011-04-01

    Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.

  19. 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...

  20. Weight change and workplace absenteeism in the HealthWorks study.

    Science.gov (United States)

    VanWormer, Jeffrey J; Linde, Jennifer A; Harnack, Lisa J; Stovitz, Steven D; Jeffery, Robert W

    2012-01-01

    Little is known about the relationship between weight change and workplace absenteeism. The purpose of this study was to examine the degree to which weight change predicted 2-year absenteeism. A longitudinal analysis of 1,228 employees enrolled in a worksite-randomized controlled trial was performed. Participants were all working adults in the Minneapolis, MN, area (USA). The final model indicated a significant interaction between weight change and baseline BMI. The difference in absenteeism ranged from (mean ± SE) 3.2 ± 1.2 days among healthy weight employees who maintained their weight to 6.6 ± 1.1 days among obese employees who gained weight (and slightly higher among healthy weight employees who lost weight). The adjusted model also indicated that participants who were male, not depressed, nonsmokers, and had lower baseline absenteeism had significantly less workplace absenteeism relative to participants who were female, depressed, smokers, and had higher baseline absenteeism. Absenteeism was generally low in this sample, but healthy weight employees who maintained their body weight over 2 years had the fewest number of sick days. More research is needed in this area, but future workforce attendance interventions may be improved by focusing on the primary prevention of weight gain in healthy weight employees. Copyright © 2012 S. Karger GmbH, Freiburg.

  1. Weight Change and Workplace Absenteeism in the HealthWorks Study

    Science.gov (United States)

    VanWormer, Jeffrey J.; Linde, Jennifer A.; Harnack, Lisa J.; Stovitz, Steven D.; Jeffery, Robert W.

    2014-01-01

    Objective Little is known about the relationship between weight change and workplace absenteeism. The purpose of this study was to examine the degree to which weight change predicted 2-year absenteeism. Methods A longitudinal analysis of 1,228 employees enrolled in a worksite-randomized controlled trial was performed. Participants were all working adults in the Minneapolis, MN, area (USA). Results The final model indicated a significant interaction between weight change and baseline BMI. The difference in absenteeism ranged from (mean ± SE) 3.2 ± 1.2 days among healthy weight employees who maintained their weight to 6.6 ± 1.1 days among obese employees who gained weight (and slightly higher among healthy weight employees who lost weight). The adjusted model also indicated that participants who were male, not depressed, nonsmokers, and had lower baseline absenteeism had significantly less workplace absenteeism relative to participants who were female, depressed, smokers, and had higher baseline absenteeism. Conclusion Absenteeism was generally low in this sample, but healthy weight employees who maintained their body weight over 2 years had the fewest number of sick days. More research is needed in this area, but future workforce attendance interventions may be improved by focusing on the primary prevention of weight gain in healthy weight employees. PMID:23108493

  2. Workplace Re-organization and Changes in Physiological Stress Markers

    DEFF Research Database (Denmark)

    Carlsson, Rikke Hinge; Hansen, Åse Marie; Kristiansen, Jesper

    2014-01-01

    The aim of this study was to investigate changes in physiological stress markers as a consequence of workplace reorganization. Moreover, we aimed to investigate changes in the psychosocial work environment (job strain, effortreward imbalance (ERI), in psychological distress (stress symptoms......, perceived stress) and the mediating effect of these factors on changes in physiological stress markers. We used data from a longitudinal study that studied the health consequences of a major reorganization of non-state public offices executed in Denmark on 1 January 2007. Collection of clinical...... and questionnaire data was in 2006 and 2008, and in this sub-study we included 359 participants. To reflect stress reactions of the autonomic nervous system, the endocrine system and the immune system, we included 13 physiological markers. We observed significant change in several physiological stress markers...

  3. Measuring the added value of workplace change. Comparison between Theory and Practice

    NARCIS (Netherlands)

    van der Voordt, Theo; Riratanaphong, C.

    2014-01-01

    Purpose: Worldwide organisations have introduced more flexibility in place, time and ways of working. In order to be able to define the added value of workplace change, a clear performance measurement system is needed to measure organisational performance in connection to real estate before and

  4. Influencing organisational change in the NHS: lessons learned from workplace wellness initiatives in practice.

    Science.gov (United States)

    Blake, Holly; Lloyd, Scott

    2008-01-01

    This article presents a discussion of the key issues in influencing organisational change in NHS settings, in the development of workplace wellness interventions to improve employee health and wellbeing. To tackle poor public health and associated rising healthcare costs, there must be a focus on the root cause of many preventable diseases - unhealthy lifestyle choices. Workplace wellness initiatives are now an important prevention strategy adopted by socially responsible organisations to target the health and wellbeing of working age adults. Lessons learned from initiatives in secondary care suggest that effective implementation requires change in organisational 'health culture', through a combination of education, behaviour change intervention, needs-based facilities, and services and strategies for developing supportive and health-promoting work environments. Most of all, employers must demonstrate a commitment to health and wellness that is fully integrated with their mission, values and long-term vision, paving the way for sustainable lifestyle changes. Evaluation systems must be in place to measure the impact and outcomes of wellness schemes.

  5. The Alternative Workplace: Changing Where and How People Work.

    Science.gov (United States)

    Apgar, Mahlon, IV

    1998-01-01

    Discusses the alternative workplace, the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. Looks at myths and realities, options, advantages and disadvantages, and implementation of alternative workplaces. (JOW)

  6. The role of accounting practices in a radical change process : towards a comprehensive change framework

    NARCIS (Netherlands)

    Meer-Kooistra, Jeltje van der

    2001-01-01

    This paper is concerned with investigating the role of accounting practices in radical change processes. The institutional framework has been taken as a starting point in investigating these processes. The research has been carried out at the Dutch Railways. This company was forced by the Dutch

  7. Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

    OpenAIRE

    Andrew Brinkley; Hilary McDermot; Fehmidah Munir

    2017-01-01

    Background: The workplace is a priority setting to promote health. Team sports can be an effective way to promote both physical and social health. This study evaluated the potential enablers and barriers for outcomes of a workplace team sports intervention programme‘Changing the Game’ (CTG). This study was conducted in a FTSE 100 services organisation. This process evaluation was conducted using the RE-AIM framework. Methods: A mixed methods approach was used. Data were collected from the par...

  8. Bureaucratic Activism and Radical School Change in Tamil Nadu, India

    Science.gov (United States)

    Niesz, Tricia; Krishnamurthy, Ramchandar

    2013-01-01

    In 2007, Activity Based Learning (ABL), a child-centered, activity-based method of pedagogical practice, transformed classrooms in all of the over 37,000 primary-level government schools in Tamil Nadu, India. The large scale, rapid pace, and radical nature of educational change sets the ABL initiative apart from most school reform efforts.…

  9. Workplace bullying: the effectiveness of a workplace program.

    Science.gov (United States)

    Stagg, Sharon J; Sheridan, Daniel J; Jones, Ruth A; Speroni, Karen Gabel

    2013-08-01

    Workplace bullying can not only cost thousands of dollars to replace an affected nurse, but also have detrimental economic effects on health care organizations. Occupational health nurses can provide leadership in preventing or eliminating workplace bullying. This pilot study determined that attendance at a cognitive rehearsal program decreased workplace bullying. The study used an Internet-based survey administered 6 months after nurses completed the 2-hour cognitive rehearsal program. Half of the nurses reported witnessing bullying behaviors since attending the program; 70% of the nurses reported changing their own behaviors following the course; and 40% of the nurses reported a decrease in bullying behaviors during the past 6 months. Although 70% of the nurses believed they could intervene in bullying situations, only 16% reported they responded to bullying at the time of occurrence. This study illuminates the need to continue searching for other effective methods to prevent and manage workplace bullying. Copyright 2013, SLACK Incorporated.

  10. Changing Attitudes over Time: Assessing the Effectiveness of a Workplace Diversity Course

    Science.gov (United States)

    Probst, Tahira M.

    2003-01-01

    Diversity is increasing within the United States, and higher education will likely play a key role in preparing people to function in this new environment. This study assessed the effectiveness of a semester-long psychology workplace diversity course at changing student levels of ethnocentrism and attitudes regarding gender roles; the disabled;…

  11. Workplace threats to health and job turnover among women workers.

    Science.gov (United States)

    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.

  12. Literacy and Workplace Change: Evaluation Findings from Eighteen Workplace Literacy Programs

    Science.gov (United States)

    Benseman, John

    2012-01-01

    Many Western governments are looking to workplace literacy, language, and numeracy programs to address general skill improvement with a longterm aim of improving labor productivity. Rigorous research on these programs' effectiveness for both of these agendas, however, remains sparse and limited in scope. This article reports the findings of an…

  13. ERP implementation: an integrated process of radical change and continuous learning

    DEFF Research Database (Denmark)

    Kræmmergaard, Pernille; Møller, Charles; Boer, Harry

    2003-01-01

    This paper seeks to develop management theory that can be used to increase the likelihood of ERP implementation success. The paper argues and demonstrates that an ERP implementation can be understood as an intended radical change that can be managed to some extent. But during the use of the syste...

  14. Workplace flexibility across the lifespan

    OpenAIRE

    Bal, Pieter; Jansen, Paul G W

    2016-01-01

    As demographic changes impact the workplace, governments, organizations and workers arelooking for ways to sustain optimal working lives at higher ages. Workplace flexibility has beenintroduced as a potential way workers can have more satisfying working lives until theirretirement ages. This paper presents a critical review of the literature on workplace flexibilityacross the lifespan. It discusses how flexibility has been conceptualized across differentdisciplines, and postulates a definitio...

  15. Autonomy and Emotion Management. Middle managers in welfare professions during radical organizational change

    Directory of Open Access Journals (Sweden)

    Hulda Mjöll Gunnarsdóttir

    2016-03-01

    Full Text Available This case study was conducted among middle managers during a period of radical change within the Norwegian child welfare service. Our goal was to explore how the middle managers handle and respond to emotional dissonance and constraints in autonomy during the change process. We collected data through group meetings, individual interviews, and focus groups. Prior research on middle managers has shown their importance in the implementation of organizational change. We propose that middle managers conduct emotion work, emotional labor, and emotional balancing in response to the increased complexity of organizational expectations during change processes. Further, we argue that the need for relevant emotion management reflects a threat to managers’ autonomy. Our findings indicate that middle managers feel emotional dissonance, due to their position as both recipients and executers of organizational change. This makes them vulnerable to questions of loyalty, and they feel they have no backstage where they can express themselves openly. However, their ability to plan emotion management and to balance various conflicting expectations enables them to maintain autonomy during a radical change process. Our basic arguments and findings are summarized by applying the logic of a historistic functional model.

  16. 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…

  17. Intervention as Workplace Learning

    Science.gov (United States)

    Elkjaer, Bente; Nickelsen, Niels Christian Mossfeldt

    2016-01-01

    Purpose: The purpose of this paper is to illustrate how workplace interventions may benefit from a simultaneous focus on individuals' learning and knowledge and on the situatedness of workplaces in the wider world of changing professional knowledge regimes. This is illustrated by the demand for evidence-based practice in health care.…

  18. HUMAN RESOURCE MANAGEMENT PERSPECTIVES TOWARDS GLOBAL WORKPLACE BY 2020

    OpenAIRE

    Annette Sonia Chetan; Deekshitha

    2016-01-01

    Globalisation has led to different and varied outcomes in the modern days business by fierce competition, rapid change, emerging market trends and adoption of new technologies. A global workplace is a borderless workplace, which facilitate facing new challenges and compete in changing work culture. Today’s buzz words are ‘Manage change or perish’. The demographics and size of the workplace are changing considerably since 21st century. Hence the organizations are trying to cope with the chang...

  19. The Productivity Dilemma in Workplace Health Promotion.

    Science.gov (United States)

    Cherniack, Martin

    2015-01-01

    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 alternate assumptions used in cost benefit analysis (CBA), such as discounting and negative value. The issues are presented in the format of 3 conceptual dilemmas. In some occupations such as nursing, the utility of patient survival and staff health is undervalued. WHP may miss important components of work related health risk. Altering assumptions on discounting and eliminating the drag of negative value radically change the CBA value. Simple monetization of a work life and calculation of return on workforce health investment as a simple alternate opportunity involve highly selective interpretations of productivity and utility.

  20. The Productivity Dilemma in Workplace Health Promotion

    Directory of Open Access Journals (Sweden)

    Martin Cherniack

    2015-01-01

    Full Text Available 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 alternate assumptions used in cost benefit analysis (CBA, such as discounting and negative value. The issues are presented in the format of 3 conceptual dilemmas. Principal Findings. In some occupations such as nursing, the utility of patient survival and staff health is undervalued. WHP may miss important components of work related health risk. Altering assumptions on discounting and eliminating the drag of negative value radically change the CBA value. Significance. Simple monetization of a work life and calculation of return on workforce health investment as a simple alternate opportunity involve highly selective interpretations of productivity and utility.

  1. The Challenge of Fostering Healthy Organizations: An Empirical Study on the Role of Workplace Relational Civility in Acceptance of Change and Well-Being

    Science.gov (United States)

    Di Fabio, Annamaria; Giannini, Marco; Loscalzo, Yura; Palazzeschi, Letizia; Bucci, Ornella; Guazzini, Andrea; Gori, Alessio

    2016-01-01

    The world of work in the twenty-first century is characterized by globalization, instability, and unavoidable change. Organizations need to develop a positive relational environment in the workplace thereby enabling workers to enhance their personal resources in order to face with on-going changes in the sphere of work for promoting their well-being. Against this background, the aim of this research was to examine the relationship between workplace relational civility and both acceptance of change and well-being (hedonic well-being as well as eudaimonic well-being) beyond the effect of personality traits. The following instruments were administered to 261 Italian workers: the Ten Item Personality Inventory (TIPI), the Acceptance of Change Scale (ACS), the Satisfaction With Life Scale (SWLS), and the Meaningful Life Measure (MLM). The results of hierarchical regression analyses revealed that workplace relational civility explained a percentage of incremental variance beyond personality traits in relation to acceptance of change, life satisfaction, and meaning in life. These results underscore the positive relationship between workplace relational civility and acceptance of change, hedonic well-being, and eudaimonic well-being, offering new research and intervention opportunities to meet the challenge of fostering healthy organizations. PMID:27917131

  2. The challenge of fostering healthy organizations: An empirical study on the role of workplace relational civility in acceptance of change and well-being

    Directory of Open Access Journals (Sweden)

    Annamaria Di Fabio

    2016-11-01

    Full Text Available The world of work in the 21st century is characterized by globalization, instability, and unavoidable change. Organizations need to develop a positive relational environment in the workplace thereby enabling workers to enhance their personal resources in order to face with ongoing changes in the sphere of work for promoting their well-being. Against this background, the aim of this research was to examine the relationship between workplace relational civility and both acceptance of change and well-being (hedonic well-being as well as eudaimonic well-being beyond the effect of personality traits. The following instruments were administered to 261 Italian workers: the Ten Item Personality Inventory (TIPI, the Acceptance of Change Scale (ACS, the Satisfaction With Life Scale (SWLS, and the Meaningful Life Measure (MLM. The results of hierarchical regression analyses revealed that workplace relational civility explained a percentage of incremental variance beyond personality traits in relation to acceptance of change, life satisfaction, and meaning in life. These results underscore the positive relationship between workplace relational civility and acceptance of change, hedonic well-being, and eudaimonic well-being, offering new research and intervention opportunities to meet the challenge of fostering healthy organizations.

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

    Science.gov (United States)

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

    2015-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Sarah L. Brand

    2015-01-01

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

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

    Science.gov (United States)

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

    2015-01-01

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

  6. 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.

  7. Autonomy and Emotion Management. Middle managers in welfare professions during radical organizational change

    OpenAIRE

    Hulda Mjöll Gunnarsdóttir

    2016-01-01

    This case study was conducted among middle managers during a period of radical change within the Norwegian child welfare service. Our goal was to explore how the middle managers handle and respond to emotional dissonance and constraints in autonomy during the change process. We collected data through group meetings, individual interviews, and focus groups. Prior research on middle managers has shown their importance in the implementation of organizational change. We propose that middle manage...

  8. 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.

  9. Working Examples (WEx): A Vehicle for Building Radical Innovations to Change Education

    Science.gov (United States)

    Zywica, Jolene; Roberts, Anna; Davidson, Drew

    2013-01-01

    Working Examples (WEx) is described by the authors as a vehicle for ideating and building radical innovations to change education. It is a community of researchers, designers, and educators working at the intersection of education and technology. "Examples" (ideas, work, and projects) allow people to explore new ideas, learn from each…

  10. Multiple free-radical scavenging capacity in serum

    Science.gov (United States)

    Oowada, Shigeru; Endo, Nobuyuki; Kameya, Hiromi; Shimmei, Masashi; Kotake, Yashige

    2012-01-01

    We have developed a method to determine serum scavenging-capacity profile against multiple free radical species, namely hydroxyl radical, superoxide radical, alkoxyl radical, alkylperoxyl radical, alkyl radical, and singlet oxygen. This method was applied to a cohort of chronic kidney disease patients. Each free radical species was produced with a common experimental procedure; i.e., uv/visible-light photolysis of free-radical precursor/sensitizer. The decrease in free-radical concentration by the presence of serum was quantified with electron spin resonance spin trapping method, from which the scavenging capacity was calculated. There was a significant capacity change in the disease group (n = 45) as compared with the healthy control group (n = 30). The percent values of disease’s scavenging capacity with respect to control group indicated statistically significant differences in all free-radical species except alkylperoxyl radical, i.e., hydroxyl radical, 73 ± 12% (p = 0.001); superoxide radical, 158 ± 50% (p = 0.001); alkoxyl radical, 121 ± 30% (p = 0.005); alkylperoxyl radical, 123 ± 32% (p>0.1); alkyl radical, 26 ± 14% (p = 0.001); and singlet oxygen, 57 ± 18% (p = 0.001). The scavenging capacity profile was illustrated using a radar chart, clearly demonstrating the characteristic change in the disease group. Although the cause of the scavenging capacity change by the disease state is not completely understood, the profile of multiple radical scavenging capacities may become a useful diagnostic tool. PMID:22962529

  11. 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.

  12. Process Improvement in a Radically Changing Organization

    Science.gov (United States)

    Varga, Denise M.; Wilson, Barbara M.

    2007-01-01

    This presentation describes how the NASA Glenn Research Center planned and implemented a process improvement effort in response to a radically changing environment. As a result of a presidential decision to redefine the Agency's mission, many ongoing projects were canceled and future workload would be awarded based on relevance to the Exploration Initiative. NASA imposed a new Procedural Requirements standard on all future software development, and the Center needed to redesign its processes from CMM Level 2 objectives to meet the new standard and position itself for CMMI. The intended audience for this presentation is systems/software developers and managers in a large, research-oriented organization that may need to respond to imposed standards while also pursuing CMMI Maturity Level goals. A set of internally developed tools will be presented, including an overall Process Improvement Action Item database, a formal inspection/peer review tool, metrics collection spreadsheet, and other related technologies. The Center also found a need to charter Technical Working Groups (TWGs) to address particular Process Areas. In addition, a Marketing TWG was needed to communicate the process changes to the development community, including an innovative web site portal.

  13. 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.

  14. Conceptual Frameworks for the Workplace Change Adoption Process: Elements Integration from Decision Making and Learning Cycle Process.

    Science.gov (United States)

    Radin Umar, Radin Zaid; Sommerich, Carolyn M; Lavender, Steve A; Sanders, Elizabeth; Evans, Kevin D

    2018-05-14

    Sound workplace ergonomics and safety-related interventions may be resisted by employees, and this may be detrimental to multiple stakeholders. Understanding fundamental aspects of decision making, behavioral change, and learning cycles may provide insights into pathways influencing employees' acceptance of interventions. This manuscript reviews published literature on thinking processes and other topics relevant to decision making and incorporates the findings into two new conceptual frameworks of the workplace change adoption process. Such frameworks are useful for thinking about adoption in different ways and testing changes to traditional intervention implementation processes. Moving forward, it is recommended that future research focuses on systematic exploration of implementation process activities that integrate principles from the research literature on sensemaking, decision making, and learning processes. Such exploration may provide the groundwork for development of specific implementation strategies that are theoretically grounded and provide a revised understanding of how successful intervention adoption processes work.

  15. Pregnant women in the workplace: distinguishing between normal and abnormal physiologic changes.

    Science.gov (United States)

    Draper, London

    2006-05-01

    The Bureau of Labor Statistics reported in 2001 that 51% of married women return to the work force before their children are 1 year old (Rojjanasrirat, 2004). Women's roles in the United States are rapidly changing, and the workplace environment is also changing to meet the added demands of women in the work force. Many women assimilate the multiple roles of wife, mother, and working professional into a cohesive unit; however, this is often difficult. Occupational health nurses play a vital role advocating for women in the work force. A critical area of advocacy (and education) focuses on providing necessary support to pregnant employees.

  16. The Workplace Game : Exploring end users' new behaviour

    NARCIS (Netherlands)

    De Bruyne, E.; De Jong, A.

    2009-01-01

    This paper describes the Workplace Game and its development. Changing the workplace layout alone appears to be insufficient to change office user behaviour. Through prototyping the game was designed as a tool to stimulate discussion and provide new and concrete insights into the behavioural

  17. Changes in free-radical scavenging ability of kombucha tea during fermentation.

    Science.gov (United States)

    Jayabalan, R; Subathradevi, P; Marimuthu, S; Sathishkumar, M; Swaminathan, K

    2008-07-01

    Kombucha tea is a fermented tea beverage produced by fermenting sugared black tea with tea fungus (kombucha). Free-radical scavenging abilities of kombucha tea prepared from green tea (GTK), black tea (BTK) and tea waste material (TWK) along with pH, phenolic compounds and reducing power were investigated during fermentation period. Phenolic compounds, scavenging activity on DPPH radical, superoxide radical (xanthine-xanthine oxidase system) and inhibitory activity against hydroxyl radical mediated linoleic acid oxidation (ammonium thiocyanate assay) were increased during fermentation period, whereas pH, reducing power, hydroxyl radical scavenging ability (ascorbic acid-iron EDTA) and anti-lipid peroxidation ability (thiobarbituric assay) were decreased. From the present study, it is obvious that there might be some chances of structural modification of components in tea due to enzymes liberated by bacteria and yeast during kombucha fermentation which results in better scavenging performance on nitrogen and superoxide radicals, and poor scavenging performance on hydroxyl radicals. Copyright © 2007 Elsevier Ltd. All rights reserved.

  18. Workplace bullying, working environment and health.

    Science.gov (United States)

    Oxenstierna, Gabriel; Elofsson, Stig; Gjerde, Maria; Magnusson Hanson, Linda; Theorell, Töres

    2012-01-01

    Improved work organisation could be of importance for decreased bullying in workplaces. Participants in the Swedish Longitudinal Occupational Survey of Health (SLOSH) responded to questions about work and workplace and whether they had been bullied during the past year in 2006. Those in worksites with at least five employees who did not report that they had been bullied in 2006 and without workplace change between 2006 and 2008 constituted the final sample (n=1,021 men and 1,182 women). Work characteristics and workplace factors in 2006 were used in multiple logistic regression as predictors of bullying in 2008. Separate analyses were performed for work characteristics and workplace factors respectively. Adjustments for demographic factors were made in all analyses. The question used for bullying was: "Are you exposed to personal persecution by means of vicious words or actions from your superiors or your workmates?" Such persecution any time during the past year was defined as bullying. For both genders organisational change and conflicting demands were identified as risk factors, and good decision authority as a protective factor. Dictatorial leadership, lack of procedural justice and attitude of expendability were male and lack of humanity a female risk factor for bullying.

  19. The Challenges to Human Resources Development of Libraries in Times of Radical and Generational Changes.

    Science.gov (United States)

    Muller, Uta

    Librarianship has undergone a radical change in recent years, which will be continued in the future. Whereas previously the administration of media was most important, nowadays an ever increasing willingness to provide a service is required. In addition to the essential restructuring of libraries, a generational change is taking place within the…

  20. Commitment to Change and Challenges to Implementing Changes After Workplace-Based Assessment Rater Training.

    Science.gov (United States)

    Kogan, Jennifer R; Conforti, Lisa N; Yamazaki, Kenji; Iobst, William; Holmboe, Eric S

    2017-03-01

    Faculty development for clinical faculty who assess trainees is necessary to improve assessment quality and impor tant for competency-based education. Little is known about what faculty plan to do differently after training. This study explored the changes faculty intended to make after workplace-based assessment rater training, their ability to implement change, predictors of change, and barriers encountered. In 2012, 45 outpatient internal medicine faculty preceptors (who supervised residents) from 26 institutions participated in rater training. They completed a commitment to change form listing up to five commitments and ranked (on a 1-5 scale) their motivation for and anticipated difficulty implementing each change. Three months later, participants were interviewed about their ability to implement change and barriers encountered. The authors used logistic regression to examine predictors of change. Of 191 total commitments, the most common commitments focused on what faculty would change about their own teaching (57%) and increasing direct observation (31%). Of the 183 commitments for which follow-up data were available, 39% were fully implemented, 40% were partially implemented, and 20% were not implemented. Lack of time/competing priorities was the most commonly cited barrier. Higher initial motivation (odds ratio [OR] 2.02; 95% confidence interval [CI] 1.14, 3.57) predicted change. As anticipated difficulty increased, implementation became less likely (OR 0.67; 95% CI 0.49, 0.93). While higher baseline motivation predicted change, multiple system-level barriers undermined ability to implement change. Rater-training faculty development programs should address how faculty motivation and organizational barriers interact and influence ability to change.

  1. Health care workplace discrimination and physician turnover.

    Science.gov (United States)

    Nunez-Smith, Marcella; Pilgrim, Nanlesta; Wynia, Matthew; Desai, Mayur M; Bright, Cedric; Krumholz, Harlan M; Bradley, Elizabeth H

    2009-12-01

    To examine the association between physician race/ ethnicity, workplace discrimination, and physician job turnover. Cross-sectional, national survey conducted in 2006-2007 of practicing physicians (n = 529) randomly identified via the American Medical Association Masterfile and the National Medical Association membership roster. We assessed the relationships between career racial/ethnic discrimination at work and several career-related dependent variables, including 2 measures of physician turnover, career satisfaction, and contemplation of career change. We used standard frequency analyses, odds ratios and chi2 statistics, and multivariate logistic regression modeling to evaluate these associations. Physicians who self-identified as nonmajority were significantly more likely to have left at least 1 job because of workplace discrimination (black, 29%; Asian, 24%; other race, 21%; Hispanic/Latino, 20%; white, 9%). In multivariate models, having experienced racial/ethnic discrimination at work was associated with high job turnover (adjusted odds ratio, 2.7; 95% CI, 1.4-4.9). Among physicians who experienced workplace discrimination, only 45% of physicians were satisfied with their careers (vs 88% among those who had not experienced workplace discrimination, p value workplace discrimination, p value Workplace discrimination is associated with physician job turnover, career dissatisfaction, and contemplation of career change. These findings underscore the importance of monitoring for workplace discrimination and responding when opportunities for intervention and retention still exist.

  2. Workplace health interventions in small enterprises: a Swedish longitudinal study.

    Science.gov (United States)

    Vinberg, Stig

    2008-01-01

    This article has a two-fold approach. First, it investigates relationships between work organizational factors, and health and performance outcomes. Second, it compares two change strategy approaches in workplace health interventions by studying changes of these factors and outcomes. The sample consisted of ten Swedish small enterprises including 102 individuals, who answered a before and after questionnaire about organizational factors and outcomes. The leaders were interviewed and answered a questionnaire about performed workplace health interventions. Statistical methods used were reliability tests, correlation analyses and t-tests. Results indicate rather strong links between indicators of respectful leadership, creative work and team spirit, and the outcome indicators self-assessed health and judged workplace adaptability in association with customer satisfaction. The results concerning changes of determinants and outcomes (after workplace health interventions) showed significant differences between enterprises using a broad change strategy and those using an expert/problem-based strategy with the former having more favourable results. The leader interview results also point at obstacles concerning workplace change processes as lack of resources, insufficient competence and influence of external factors. The study results suggest that work organizational factors and integrated models for workplace health intervention are of importance for health and performance outcomes in small enterprises.

  3. Workplace violence: managing a culture of acceptance.

    Science.gov (United States)

    Fredrick, Marie

    2014-01-01

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

  4. 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…

  5. Modeling workplace bullying using catastrophe theory.

    Science.gov (United States)

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

    2013-10-01

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

  6. Criteria for operator review of workplace changes

    International Nuclear Information System (INIS)

    Davey, E.

    2000-01-01

    A set of criteria for reviewing workplace changes has been developed for use by plant Operations staff. The criteria were developed to provide Operations staff with a practical framework for structuring assessments and subsequent review comments with regard to control room modifications and innovations that impact their work environment. The criteria were assembled from design, operations and human factors engineering principles, and system review experiences with plant Operations staff over the past ten years. Operations staff at several CANDU stations helped shape the emphasis for initial criteria definition and have assisted with criteria refinement through trial applications. Use of the criteria is expected to lead to more effective and task relevant equipment evaluations by Operations staff, and ultimately lead to system modifications and innovations that better serve plant operation needs. The paper begins with a discussion of the rationale for criteria development and the attributes of 'good' design. The balance of the paper outlines the project objectives, describes the approach applied in assembling, structuring, and refining the review criteria, and illustrates the application of the criteria in the review of a proposed control room innovation. (author)

  7. Consciousness and Conscience: Feminism, Pragmatism, and the Potential for Radical Change

    Directory of Open Access Journals (Sweden)

    Clara Fischer

    2010-04-01

    Full Text Available

    Pragmatist philosopher John Dewey famously stated that man is a creature of habit, and not of reason or instinct. In this paper, I will assess Dewey's explication of the habituated self and the potential it holds for radical transformative processes. In particular, I will examine the process of coming to feminist consciousness and will show that a feminist-pragmatist reading of change can accommodate a view of the self as responsible agent. Following the elucidation of the changing self, I will appraise key pragmatist concepts of inquiry, such as doubt and self-reflexivity, with regard to their treatment of deep-seated internalizations of oppressive norms and the initiation of change. Ultimately, I will argue that a feminist-pragmatist understanding of transformation is conducive not only to the project of personal transformation, but also to social and political change more generally.

     

  8. Team Sport in the Workplace? A RE-AIM Process Evaluation of ‘Changing the Game’

    Directory of Open Access Journals (Sweden)

    Andrew Brinkley

    2017-10-01

    Full Text Available Background: The workplace is a priority setting to promote health. Team sports can be an effective way to promote both physical and social health. This study evaluated the potential enablers and barriers for outcomes of a workplace team sports intervention programme‘Changing the Game’ (CTG. This study was conducted in a FTSE 100 services organisation. This process evaluation was conducted using the RE-AIM framework. Methods: A mixed methods approach was used. Data were collected from the participants in the intervention group prior to, during and at the end of the intervention using interviews (n = 12, a focus group (n = 5, and questionnaires (n = 17. Organisational documentation was collected, and a research diary was recorded by the lead author. The evidence collected was triangulated to examine the reach, efficacy, adoption, implementation and maintenance of the programme. Data was assessed through template analysis, and questionnaire data were analysed using multiple regression and a series of univariate ANOVAs. Results: CTG improved VO2 Max, interpersonal communication, and physical activity behaviour (efficacy over 12-weeks. This may be attributed to the supportive approach adopted within the design and delivery of the programme (implementation. Individual and organisational factors challenged the adoption and maintenance of the intervention. The recruitment and communication strategy limited the number of employees the programme could reach. Conclusion: The process evaluation suggests addressing the culture within workplaces may better support the reach, adoption and maintenance of workplace team sport programmes. Future research should consider investigating and applying these findings across a range of industries and sectors.

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

    Science.gov (United States)

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

    2011-01-01

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

  10. Synchrotron radiation structure analyses of the light-induced radical pair of a hexaarylbiimidazolyl derivative. Origin of the spin-multiplicity change

    CERN Document Server

    Kawano, M; Matsubara, K; Imabayashi, H; Mitsumi, M; Toriumi, K; Ohashi, Y

    2002-01-01

    In situ synchrotron radiation structure analyses of a light-induced radical pair from o-Cl-HABI were performed by using an X-ray vacuum camera at 23-70K at the BL02B1 station of SPring-8. The combined results of X-ray analysis with theoretical calculation, IR, and UV-vis spectroscopy reveal that a slight conformational change of the radical pair causes the drastic spin-multiplicity change during 2-140K. (author)

  11. 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...

  12. 41 CFR 102-79.105 - What is the Integrated Workplace?

    Science.gov (United States)

    2010-07-01

    ... changing needs of the occupants and the organization. Integrated Workplace concepts support the objectives... Workplace? 102-79.105 Section 102-79.105 Public Contracts and Property Management Federal Property... UTILIZATION OF SPACE Assignment and Utilization of Space Integrated Workplace § 102-79.105 What is the...

  13. An evaluation of Lincolnshire Sports’ ‘Workplace Challenge’ physical activity programme

    OpenAIRE

    Carter, Alice; Bishop, Daniel; Middleton, Geoff; Evans, Adam

    2014-01-01

    This report presents an evaluation of the Workplace Challenge, a County Sport Partnership led physical activity programme which utilises a website designed to engage people from workplaces in physical activity. The Workplace Challenge operated within the geographical boundary of Lincolnshire and thus targeted workplaces within this region. The overarching aim of the Workplace Challenge was to enact culture change within organisations in terms of employees’ physical activity habits. Metho...

  14. 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...

  15. Workplace flexibility: from research to action.

    Science.gov (United States)

    Galinsky, Ellen; Sakai, Kelly; Wigton, Tyler

    2011-01-01

    Ellen Galinsky, Kelly Sakai, and Tyler Wigton explore the "time famine" among American workers-the continuing sense among employees of not having enough time to manage the multiple responsibilities of work and personal and family life. Noting that large shares of U.S. employees report feeling the need for greater workplace flexibility to enable them to take better care of family responsibilities, the authors examine a large-scale community-engagement initiative to increase workplace flexibility voluntarily. Using the 2008 National Study of the Changing Workforce as a primary source of data, the authors begin with an overview of the prevalence of flexibility in today's American workplace. They track which categories of employees have access to various flexibility options, as well as the extent to which employees with access to various types of flexibility use those options. Findings from the study indicate that the majority of employees want flexibility but that access to it varies, with more advantaged employees--those who are well educated, have high salaries, and work full time, for example--being doubly advantaged in having greater access to flexibility. A number of employers, say the authors, tend to be skeptical of the value of workplace flexibility and to fear that employees will abuse it if it is offered. But the study data reveal that most employees use flexibility quite conservatively. When the authors use their nationally representative data set to investigate correlations between access to workplace flexibility and a range of workplace outcomes especially valued by employers--employee engagement, job satisfaction, retention, and health--they find that employers as well as employees can benefit from flexibility. Finally, the authors discuss When Work Works, a large, national community-based initiative under way since 2003 to increase voluntary adoption of workplace flexibility. The authors detail the conceptual basis of the project's design, noting its

  16. HIV disclosure in the workplace.

    Science.gov (United States)

    Degroote, S; Vogelaers, D; Koeck, R; Borms, R; De Meulemeester, L; Vandijck, D

    2014-06-01

    As HIV is currently a chronic and manageable disease, an increasing amount of people living with HIV (PLHIV) are (again) active on the labour market. Since research on this topic is scarce, this study aimed to explore experiences of PLHIV in the workplace, especially concerning disclosure and adherence to antiretroviral therapy. A questionnaire was developed and validated in collaboration with Sensoa (Flemish expertise centre for sexual health) and participants were recruited using flyers and announcements on websites. A total of 54 PLHIV completed the questionnaire, among whom 50 (92·6%) males. Half of the participants did not disclose their HIV status in the workplace, mostly due to being afraid of social or professional consequences. Those who disclosed, reported no changes in the workplace or even reported receiving more empathy. A minority of participants have to take antiretroviral medication at work and they reported no particular problems related to medication intake. Despite improved solidarity and information campaigns, many PLHIV still do not disclose their HIV status in the workplace, most frequently due to fear for discrimination. More actions are warranted, as well as addressing possible self-stigma. Adherence to antiretroviral therapy in the workplace posed little or no problems.

  17. 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.

  18. Glutathione--hydroxyl radical interaction: a theoretical study on radical recognition process.

    Directory of Open Access Journals (Sweden)

    Béla Fiser

    Full Text Available Non-reactive, comparative (2 × 1.2 μs molecular dynamics simulations were carried out to characterize the interactions between glutathione (GSH, host molecule and hydroxyl radical (OH(•, guest molecule. From this analysis, two distinct steps were identified in the recognition process of hydroxyl radical by glutathione: catching and steering, based on the interactions between the host-guest molecules. Over 78% of all interactions are related to the catching mechanism via complex formation between anionic carboxyl groups and the OH radical, hence both terminal residues of GSH serve as recognition sites. The glycine residue has an additional role in the recognition of OH radical, namely the steering. The flexibility of the Gly residue enables the formation of further interactions of other parts of glutathione (e.g. thiol, α- and β-carbons with the lone electron pair of the hydroxyl radical. Moreover, quantum chemical calculations were carried out on selected GSH/OH(• complexes and on appropriate GSH conformers to describe the energy profile of the recognition process. The relative enthalpy and the free energy changes of the radical recognition of the strongest complexes varied from -42.4 to -27.8 kJ/mol and from -21.3 to 9.8 kJ/mol, respectively. These complexes, containing two or more intermolecular interactions, would be the starting configurations for the hydrogen atom migration to quench the hydroxyl radical via different reaction channels.

  19. Physiology of free radicals

    Directory of Open Access Journals (Sweden)

    Stevanović Jelka

    2011-01-01

    Full Text Available Free radicals imply that every atom, molecule, ion, group of atoms, or molecules with one or several non-paired electrons in outer orbital. Among these are: nitrogenoxide (NO•, superoxide-anion-radical (O2•-, hydroxyl radical (OH•, peroxyl radical (ROO•, alcoxyl radical (RO• and hydroperoxyl radical (HO2•. However, reactive oxygen species also include components without non-paired electrons in outer orbital (so-called reactive non-radical agents, such as: singlet oxygen (1O2, peroxynitrite (ONOO-, hydrogen-peroxide (H2O2, hypochloric acid (eg. HOCl and ozone (O3. High concentrations of free radicals lead to the development of oxidative stress which is a precondition for numerous pathological effects. However, low and moderate concentrations of these matter, which occur quite normally during cell metabolic activity, play multiple significant roles in many reactions. Some of these are: regulation of signal pathways within the cell and between cells, the role of chemoattractors and leukocyte activators, the role in phagocytosis, participation in maintaining, changes in the position and shape of the cell, assisting the cell during adaption and recovery from damage (e.g.caused by physical effort, the role in normal cell growth, programmed cell death (apoptosis and cell ageing, in the synthesis of essential biological compounds and energy production, as well as the contribution to the regulation of the vascular tone, actually, tissue vascularization.

  20. A Job-Linked Literacy Program for SPC: Are We Talking about Worker Training, Work Reorganization, or More Equitable Workplaces?

    Science.gov (United States)

    Sarmiento, Tony; Schurman, Susan

    Unions and employers currently operate in an environment that does not support investment in skill development. However, competitiveness demands that both work and the way workers are educated and trained be radically restructured. In high-performance workplaces, participatory labor-management approaches to job-linked basic skills development are…

  1. Perceptions of safety in the workplace

    International Nuclear Information System (INIS)

    Voelz, G.L.

    1980-01-01

    The concept of safety in the workplace is changing. Safety First was a slogan generated at a time when life and limb were at significant risk in many industries. Now much more subtle effects, such as late health effects due to industrial exposure and trauma, including mental stress, have become a concern to the safety specialists. Despite the changes in the concepts of safety today, the principles of safety in the workplace remain the same. They are management leadership, procedures, safe work conditions, safety training for supervisors and employees, medical surveillance, and careful accident reporting, investigation and record keeping

  2. Health impacts of workplace heat exposure: an epidemiological review.

    Science.gov (United States)

    Xiang, Jianjun; Bi, Peng; Pisaniello, Dino; Hansen, Alana

    2014-01-01

    With predicted increasing frequency and intensity of extremely hot weather due to changing climate, workplace heat exposure is presenting an increasing challenge to occupational health and safety. This article aims to review the characteristics of workplace heat exposure in selected relatively high risk occupations, to summarize findings from published studies, and ultimately to provide suggestions for workplace heat exposure reduction, adaptations, and further research directions. All published epidemiological studies in the field of health impacts of workplace heat exposure for the period of January 1997 to April 2012 were reviewed. Finally, 55 original articles were identified. Manual workers who are exposed to extreme heat or work in hot environments may be at risk of heat stress, especially those in low-middle income countries in tropical regions. At risk workers include farmers, construction workers, fire-fighters, miners, soldiers, and manufacturing workers working around process-generated heat. The potential impacts of workplace heat exposure are to some extent underestimated due to the underreporting of heat illnesses. More studies are needed to quantify the extent to which high-risk manual workers are physiologically and psychologically affected by or behaviourally adapt to workplace heat exposure exacerbated by climate change.

  3. Change in chemical constituents and free radical-scavenging activity during Pear (Pyrus pyrifolia) cultivar fruit development.

    Science.gov (United States)

    Cho, Jeong-Yong; Lee, Sang-Hyun; Kim, Eun Hee; Yun, Hae Rim; Jeong, Hang Yeon; Lee, Yu Geon; Kim, Wol-Soo; Moon, Jae-Hak

    2015-01-01

    Changes in chemical constituent contents and DPPH radical-scavenging activity in fruits of pear (Pyrus pyrifolia) cultivars during the development were investigated. The fruits of seven cultivars (cv. Niitaka, Chuhwangbae, Wonhwang, Hwangkeumbae, Hwasan, Manpungbae, and Imamuraaki) were collected at 15-day intervals after day 20 of florescence. Vitamins (ascorbic acid and α-tocopherol), arbutin, chlorogenic acid, malaxinic acid, total caffeic acid, total flavonoids, and total phenolics were the highest in immature pear fruit on day 20 after florescence among samples at different growth stages. All of these compounds decreased gradually in the fruit during the development. Immature pear fruit on day 35 or 50 after florescence exhibited higher free radical-scavenging activity than that at other times, although activities were slightly different among cultivars. The chemical constituent contents and free radical-scavenging activity were largely different among immature fruits of the pear cultivars, but small differences were observed when they matured.

  4. New insights into the aquatic photochemistry of fluoroquinolone antibiotics: Direct photodegradation, hydroxyl-radical oxidation, and antibacterial activity changes

    International Nuclear Information System (INIS)

    Ge, Linke; Na, Guangshui; Zhang, Siyu; Li, Kai; Zhang, Peng; Ren, Honglei; Yao, Ziwei

    2015-01-01

    The ubiquity and photoreactivity of fluoroquinolone antibiotics (FQs) in surface waters urge new insights into their aqueous photochemical behavior. This study concerns the photochemistry of 6 FQs: ciprofloxacin, danofloxacin, levofloxacin, sarafloxacin, difloxacin and enrofloxacin. Methods were developed to calculate their solar direct photodegradation half-lives (t d,E ) and hydroxyl-radical oxidation half-lives (t ·OH,E ) in sunlit surface waters. The t d,E values range from 0.56 min to 28.8 min at 45° N latitude, whereas t ·OH,E ranges from 3.24 h to 33.6 h, suggesting that most FQs tend to undergo fast direct photolysis rather than hydroxyl-radical oxidation in surface waters. However, a case study for levofloxacin and sarafloxacin indicated that the hydroxyl-radical oxidation induced risky photochlorination and resulted in multi-degradation pathways, such as piperazinyl hydroxylation and clearage. Changes in the antibacterial activity of FQs caused by photodegradation in various waters were further examined using Escherichia coli, and it was found that the activity evolution depended on primary photodegradation pathways and products. Primary intermediates with intact FQ nuclei retained significant antibacterial activity. These results are important for assessing the fate and risk of FQs in surface waters. - Highlights: • It is first reported on hydroxyl-radical oxidation of 6 fluoroquinolone antibiotics. • Methods were developed to assess photolysis and oxidation fate in surface waters. • The neutral form reacted faster with hydroxyl radical than protonated forms. • The main oxidation intermediates and transformation pathways were clarified. • The antibacterial activity changes depend on dominant photolysis pathways

  5. Interprofessional workplace learning: a catalyst for strategic change?

    Science.gov (United States)

    Miller, Robin; Combes, Gill; Brown, Hilary; Harwood, Alys

    2014-05-01

    The integrated care development programme (ICDP) was a continuing interprofessional educational programme for health and social care managers and commissioners. Multi-professional strategic teams from a single locality participated in university and workplace-based learning activities centred on the development of an integrated business plan to address a local priority for improvement. The evaluation used participant self-assessment, semi-structured interviews and group discussions to assess achievement of expected impacts on the participants, their organisations and partnerships, and patient/service user outcomes. The findings indicate that whilst those employed in management and commissioning roles had considerable experience of working across professional and agency boundaries they derived individual benefits from a workplace IPE programme. The principles of design and delivery developed in pre-registration and clinician/practitioner IPE courses also applied to those working at a more strategic level. Organisational impacts were reported, but 6 months post-programme evidence was not yet available of significant improvements in patient outcomes and /or financial efficiencies. Individual motivation, team dynamics and support from line managers all affected the extent to which individual and organisational impacts were achieved.

  6. The Role of Psychological Stress Reactions in the Longitudinal Relation Between Workplace Bullying and Turnover.

    Science.gov (United States)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Conway, Paul Maurice; Clausen, Thomas; Bonde, Jens Peter; Garde, Anne Helene; Hogh, Annie; Kaerlev, Linda; Török, Eszter; Hansen, Åse Marie

    2017-07-01

    To investigate the association between workplace bullying and change of job/unemployment, and to investigate whether psychological stress reactions constitute a potential pathway linking workplace bullying and change of job/unemployment. We used questionnaire data on workplace bullying and psychological stress reactions and register data on change of job/unemployment. We applied a multiple pathway approach to estimate the proportion of the association between workplace bullying and subsequent change of job/unemployment that was potentially mediated by psychological stress reactions. Workplace bullying was associated with risk of change of job (odds ratio [OR] = 1.35; 95% confidence interval [CI]: 1.06-1.72; 24% potentially mediated by psychological stress reactions) and unemployment (OR = 4.90; 95% CI: 3.18-7.55; 19% potentially mediated by psychological stress reactions). Workplace bullying has important consequences for labor market outcomes. Psychological stress reactions may play a vital role in this process.

  7. Workplace bullying prevention: a critical discourse analysis.

    Science.gov (United States)

    Johnson, Susan L

    2015-10-01

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

  8. Radical fashion and radical fashion innovation

    NARCIS (Netherlands)

    Zhang, D.; Benedetto, Di A.C.

    2010-01-01

    This is a study of the related concepts of radical fashion and radical fashion innovation. Radical fashions are defined here as those that may never enter the market at all, and exist primarily on runway shows, in exhibitions and in publicity; by contrast, radical fashion innovations may be very

  9. Workplace Readiness for Communicating Diversity.

    Science.gov (United States)

    Muir, Clive

    1996-01-01

    Proposes a model for communicating change about diversity using a workplace-readiness approach. Discusses ways organizational change agents can assess the company's current interpersonal and social dynamics, use appropriate influence strategies, and create effective messages that will appeal to employees and help to achieve the desired acceptance…

  10. The Role of Psychological Stress Reactions in the Longitudinal Relation Between Workplace Bullying and Turnover

    DEFF Research Database (Denmark)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Conway, Paul Maurice

    2017-01-01

    OBJECTIVES: To investigate the association between workplace bullying and change of job/unemployment, and to investigate whether psychological stress reactions constitute a potential pathway linking workplace bullying and change of job/unemployment. METHODS: We used questionnaire data on workplace...... bullying and psychological stress reactions and register data on change of job/unemployment. We applied a multiple pathway approach to estimate the proportion of the association between workplace bullying and subsequent change of job/unemployment that was potentially mediated by psychological stress...... reactions. RESULTS: Workplace bullying was associated with risk of change of job (odds ratio [OR] = 1.35; 95% confidence interval [CI]: 1.06-1.72; 24% potentially mediated by psychological stress reactions) and unemployment (OR = 4.90; 95% CI: 3.18-7.55; 19% potentially mediated by psychological stress...

  11. Interactive training improves workplace climate, knowledge, and support towards domestic violence.

    Science.gov (United States)

    Glass, Nancy; Hanson, Ginger C; Laharnar, Naima; Anger, W Kent; Perrin, Nancy

    2016-07-01

    As Intimate Partner Violence (IPV) affects the workplace, a supportive workplace climate is important. The study evaluated the effectiveness of an "IPV and the Workplace" training on workplace climate towards IPV. IPV training was provided to 14 intervention counties and 13 control counties (receiving training 6 months delayed). Measures included workplace climate surveys, IPV knowledge test, and workplace observations. (i) Training significantly improved supervisor knowledge on IPV and received positive evaluations, (ii) training improved workplace climate towards IPV significantly which was maintained over time, and (iii) after the training, supervisors provided more IPV information to employees and more IPV postings were available in the workplace. The study provides evidence to support on-site interactive, computer based training as a means for improved workplace safety. IPV and the Workplace training effectively increased knowledge and positively changed workplace climate. Am. J. Ind. Med. 59:538-548, 2016. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

  12. Engineering a horseradish peroxidase C stable to radical attacks by mutating multiple radical coupling sites.

    Science.gov (United States)

    Kim, Su Jin; Joo, Jeong Chan; Song, Bong Keun; Yoo, Young Je; Kim, Yong Hwan

    2015-04-01

    Peroxidases have great potential as industrial biocatalysts. In particular, the oxidative polymerization of phenolic compounds catalyzed by peroxidases has been extensively examined because of the advantage of this method over other conventional chemical methods. However, the industrial application of peroxidases is often limited because of their rapid inactivation by phenoxyl radicals during oxidative polymerization. In this work, we report a novel protein engineering approach to improve the radical stability of horseradish peroxidase isozyme C (HRPC). Phenylalanine residues that are vulnerable to modification by the phenoxyl radicals were identified using mass spectrometry analysis. UV-Vis and CD spectra showed that radical coupling did not change the secondary structure or the active site of HRPC. Four phenylalanine (Phe) residues (F68, F142, F143, and F179) were each mutated to alanine residues to generate single mutants to examine the role of these sites in radical coupling. Despite marginal improvement of radical stability, each single mutant still exhibited rapid radical inactivation. To further reduce inactivation by radical coupling, the four substitution mutations were combined in F68A/F142A/F143A/F179A. This mutant demonstrated dramatic enhancement of radical stability by retaining 41% of its initial activity compared to the wild-type, which was completely inactivated. Structure and sequence alignment revealed that radical-vulnerable Phe residues of HPRC are conserved in homologous peroxidases, which showed the same rapid inactivation tendency as HRPC. Based on our site-directed mutagenesis and biochemical characterization, we have shown that engineering radical-vulnerable residues to eliminate multiple radical coupling can be a good strategy to improve the stability of peroxidases against radical attack. © 2014 Wiley Periodicals, Inc.

  13. New insights into the aquatic photochemistry of fluoroquinolone antibiotics: Direct photodegradation, hydroxyl-radical oxidation, and antibacterial activity changes

    Energy Technology Data Exchange (ETDEWEB)

    Ge, Linke; Na, Guangshui [Key Laboratory for Ecological Environment in Coastal Areas (SOA), National Marine Environmental Monitoring Center, Dalian 116023 (China); Zhang, Siyu [Institute of Applied Ecology, Chinese Academy of Sciences, Shenyang 110016 (China); Li, Kai [Key Laboratory for Ecological Environment in Coastal Areas (SOA), National Marine Environmental Monitoring Center, Dalian 116023 (China); Zhang, Peng, E-mail: pzhang@nmemc.org.cn [Key Laboratory for Ecological Environment in Coastal Areas (SOA), National Marine Environmental Monitoring Center, Dalian 116023 (China); Ren, Honglei; Yao, Ziwei [Key Laboratory for Ecological Environment in Coastal Areas (SOA), National Marine Environmental Monitoring Center, Dalian 116023 (China)

    2015-09-15

    The ubiquity and photoreactivity of fluoroquinolone antibiotics (FQs) in surface waters urge new insights into their aqueous photochemical behavior. This study concerns the photochemistry of 6 FQs: ciprofloxacin, danofloxacin, levofloxacin, sarafloxacin, difloxacin and enrofloxacin. Methods were developed to calculate their solar direct photodegradation half-lives (t{sub d,E}) and hydroxyl-radical oxidation half-lives (t{sub ·OH,E}) in sunlit surface waters. The t{sub d,E} values range from 0.56 min to 28.8 min at 45° N latitude, whereas t{sub ·OH,E} ranges from 3.24 h to 33.6 h, suggesting that most FQs tend to undergo fast direct photolysis rather than hydroxyl-radical oxidation in surface waters. However, a case study for levofloxacin and sarafloxacin indicated that the hydroxyl-radical oxidation induced risky photochlorination and resulted in multi-degradation pathways, such as piperazinyl hydroxylation and clearage. Changes in the antibacterial activity of FQs caused by photodegradation in various waters were further examined using Escherichia coli, and it was found that the activity evolution depended on primary photodegradation pathways and products. Primary intermediates with intact FQ nuclei retained significant antibacterial activity. These results are important for assessing the fate and risk of FQs in surface waters. - Highlights: • It is first reported on hydroxyl-radical oxidation of 6 fluoroquinolone antibiotics. • Methods were developed to assess photolysis and oxidation fate in surface waters. • The neutral form reacted faster with hydroxyl radical than protonated forms. • The main oxidation intermediates and transformation pathways were clarified. • The antibacterial activity changes depend on dominant photolysis pathways.

  14. 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.

  15. Unreported workplace violence in nursing.

    Science.gov (United States)

    Kvas, A; Seljak, J

    2014-09-01

    Workplace violence occurs on a frequent basis in nursing. Most violent acts remain unreported. Consequently, we do not know the actual frequency of the occurrence of workplace violence. This requires research of nurses' actions following workplace violence and identification of reasons why most victims do not report violent acts in the appropriate manner. To explore violence in nursing as experienced by nurses in Slovenia. A survey was carried out with a representative sample of nurses in Slovenia. The questionnaire Workplace Violence in Nursing was submitted to 3756 nurses, with 692 completing the questionnaire. A total of 61.6% of the nurses surveyed had been exposed to violence in the past year. Most victims were exposed to psychological (60.1%) and economic violence (28.9%). Victims reported acts of violence in formal written form in a range from 6.5% (psychological violence) to 10.9% (physical violence). The largest share of victims who did not report violence and did not speak to anyone about it were victims of sexual violence (17.9%). The main reason for not reporting the violence was the belief that reporting it would not change anything, followed by the fear of losing one's job. Only a small share of the respondents reported violence in written form, the main reason being the victims' belief that reporting it would not change anything. This represents a severe criticism of the system for preventing workplace violence for it reveals the failure of response by leadership structures in healthcare organizations. Professional associations and the education system must prepare nurses for the prevention of violence and appropriate actions in the event of violent acts. Healthcare organizations must ensure the necessary conditions for enabling and encouraging appropriate actions following violent acts according to relevant protocols. © 2014 International Council of Nurses.

  16. A "small-changes" workplace weight loss and maintenance program: examination of weight and health outcomes.

    Science.gov (United States)

    Zinn, Caryn; Schofield, Grant M; Hopkins, Will G

    2012-10-01

    To compare the effect of "small-changes" and "usual care" workplace interventions on weight loss and to investigate the effect of small changes with or without maintenance on weight and health outcomes. Overweight/obese employees at two New Zealand worksites received a 12-month usual-care intervention (n = 53), followed by a 12-month small-changes intervention (n = 102). Small changes comprised a 12-week component, followed by 9 months of maintenance, implemented at only one worksite. Magnitudes of effects were assessed via a threshold of -5% (weight loss) and standardization (health outcomes). Small changes showed beneficial weight loss relative to usual care in both worksites. For small-changes interventions, worksites reduced weight (12 weeks) and maintained lost weight (12 months). One in every three participants lost 5% or more weight. Some improvements in health outcomes were shown. Regardless of maintenance, the small-changes intervention was successful in sustaining weight loss.

  17. 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

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

    Science.gov (United States)

    Fenwick, Tara

    2007-01-01

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

  19. Counselors and Workplace Wellness Programs: A Conceptual Model

    Science.gov (United States)

    Saliba, Yvette; Barden, Sejal

    2017-01-01

    Occupational stress is a top source of stress for over 65% of Americans due to extended hours in the workplace. Recent changes in health care have encouraged employers to build workplace wellness programs to improve physical and mental health for employees to mitigate the effects of occupational stress. Wellness programs focus on either disease…

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

    Science.gov (United States)

    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.

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

    Science.gov (United States)

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

    2018-02-01

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

  2. Can we reduce workplace fatalities by half?

    Science.gov (United States)

    Koh, David Soo Quee

    2012-06-01

    Singapore, an island republic of over 5 million inhabitants, has 3.1 million workers. Most are employed in the service, finance and tourist/transport industry. Significant numbers work in manufacturing, construction and heavy industry. Following a series of construction and shipyard accidents with multiple deaths in 2004, the government announced its intention to reduce workplace fatalities from 4.9 to 2.5 per 100,000 by 2015. There was strong political will to achieve this target. The strategic approaches were to build workplace safety and health (WSH) capabilities; implement legislative changes with enforcement; promote benefits of WSH and recognize best practices, and enhance partnership with stakeholders. The anticipated outcomes were to reduce workplace fatality and injury rates; have WSH as an integral part of business; and establish a progressive and pervasive WSH culture. With these measures, the workplace fatality rate declined from 4.9/100,000 in 2004, to 2.2/100,000 in 2010. However, other confounding factors could also account for this decline, and have to be considered. The next target, announced by Singapore's Prime Minister in 2008, is to further reduce the workplace fatality rate to 1.8/100,000 by 2018, and to have "one of the best workplace safety records in the world".

  3. Can We Reduce Workplace Fatalities by Half?

    Directory of Open Access Journals (Sweden)

    David Soo Quee Koh

    2012-06-01

    Full Text Available Singapore, an island republic of over 5 million inhabitants, has 3.1 million workers. Most are employed in the service, finance and tourist/transport industry. Significant numbers work in manufacturing, construction and heavy industry. Following a series of construction and shipyard accidents with multiple deaths in 2004, the government announced its intention to reduce workplace fatalities from 4.9 to 2.5 per 100,000 by 2015. There was strong political will to achieve this target. The strategic approaches were to build workplace safety and health (WSH capabilities; implement legislative changes with enforcement; promote benefits of WSH and recognize best practices, and enhance partnership with stakeholders. The anticipated outcomes were to reduce workplace fatality and injury rates; have WSH as an integral part of business; and establish a progressive and pervasive WSH culture. With these measures, the workplace fatality rate declined from 4.9/100,000 in 2004, to 2.2/100,000 in 2010. However, other confounding factors could also account for this decline, and have to be considered. The next target, announced by Singapore’s Prime Minister in 2008, is to further reduce the workplace fatality rate to 1.8/100,000 by 2018, and to have “one of the best workplace safety records in the world”.

  4. Sexuality in the workplace: where do we stand?

    Science.gov (United States)

    Perez, Bianca; Liberman, Aaron

    2010-01-01

    Increasingly, organizational leaders must face the perplexing problem of dealing with sexual relationships in the workplace. Given recent changes in the composition of our workforce, there is a critical need for leaders to manage sexual workplace relationships and to do so in a way that acknowledges both individual and organizational needs. As a result, organizations must distinguish between appropriate and inappropriate sexual behaviors. For organizations to set effective and realistic behavioral guidelines, it is imperative that leaders gain a clearer understanding of the issues that surround sexuality in the workplace. In response to this need, this article discusses the characteristics of sexual workplace relationships, explain the individual and organizational factors that encourage these relationships to form, and outline the individual and organizational consequences that are likely to ensue. Lastly, this article evaluates some contemporary approaches to managing sexual workplace behaviors so that organizational leaders can gain some insight on how to manage interpersonal attractions among employees in a positive, productive, and nonthreatening manner.

  5. Glutathione as a radical scavenger and the biological consequences of thiyl radical production

    International Nuclear Information System (INIS)

    Winterbourn, C.C.

    1996-01-01

    A large number of compounds that have toxic effects can be metabolised to free radicals and secondary reactive oxygen species. These may be directly damaging or affect cell function by altering regulatory mechanisms through changing redox status. Protection is provided by an integrated system of antioxidant defenses. This includes reduced glutathione (GSH), one of the functions of which is as a free radical scavenger. For GSH to be an effective radical scavenging antioxidant, therefore, it must act in concert with superoxide dismutase to remove the superoxide so generated. Superoxide is produced in a variety of metabolic processes. It is also a secondary product of radicals reacting with oxygen either directly or through GSH. The biological reactivity of superoxide has been the subject of much debate ever since the discovery of superoxide dismutase in 1968. It has more recently become apparent that its rapid reaction with nitric oxide to give peroxynitrite, and its ability to reversibly oxidise and inactivate iron sulphur enzymes, contribute to the toxicity of superoxide. Another mechanism that could be important involves addition reactions of superoxide with other radicals to give organic peroxides. This reaction, to form a tyrosine peroxide, has come to authors attention through the study of the scavenging of tyrosyl radicals by GSH. It is also shown that a tyrosine peroxide is a major product of the oxidation of tyrosine by neutrophils

  6. Hemodynamic changes during robotic radical prostatectomy

    Directory of Open Access Journals (Sweden)

    Vanlal Darlong

    2012-01-01

    Full Text Available Background: Effect on hemodynamic changes and experience of robot-assisted laparoscopic radical prostatectomy (RALRP in steep Trendelenburg position (45° with high-pressure CO 2 pneumoperitoneum is very limited. Therefore, we planned this prospective clinical trial to study the effect of steep Tredelenburg position with high-pressure CO 2 pneumoperitoneum on hemodynamic parameters in a patient undergoing RALRP using FloTrac/Vigileo™1.10. Methods: After ethical approval and informed consent, 15 patients scheduled for RALRP were included in the study. In the operation room, after attaching standard monitors, the radial artery was cannulated. Anesthesia was induced with fentanyl (2 μg/kg and thiopentone (4-7 mg/kg, and tracheal intubation was facilitated by vecuronium bromide (0.1 mg/kg. The patient′s right internal jugular vein was cannulated and the Pre Sep™ central venous oximetry catheter was connected to it. Anesthesia was maintained with isoflurane in oxygen and nitrous oxide and intermittent boluses of vecuronium. Intermittent positive-pressure ventilation was provided to maintain normocapnea. After CO 2 pneumoperitoneum, position of the patient was gradually changed to 45° Trendelenburg over 5 min. The robot was then docked and the robot-assisted surgery started. Intraoperative monitoring included central venous pressure (CVP, stroke volume (SV, stroke volume variation (SVV, cardiac output (CO, cardiac index (CI and central venous oxygen saturation (ScvO 2 . Results: After induction of anesthesia, heart rate (HR, SV, CO and CI were decreased significantly from the baseline value (P>0.05. SV, CO and CI further decreased significantly after creating pneumoperitoneum (P>0.05. At the 45° Trendelenburg position, HR, SV, CO and CI were significantly decreased compared with baseline. Thereafter, CO and CI were persistently low throughout the 45° Trendelenburg position (P=0.001. HR at 20 min and 1 h, SV and mean arterial blood pressure

  7. The Influence of Workplace Attraction on Recruitment and Retention

    Science.gov (United States)

    Amundson, Norman E.

    2007-01-01

    Economic changes have made the topics of recruitment and retention key issues for career development and human resource professionals. In this article, a model of workplace attraction is presented as 1 way of better understanding the match between workers and workplaces. Many contextual variables such as age, culture, and gender influence the…

  8. Parents' experiences of flexible work arrangements in changing European workplaces

    NARCIS (Netherlands)

    S. Lewis (Suzan); L. den Dulk (Laura)

    2009-01-01

    textabstractVarious leaves and other forms of flexible working arrangements have been implemented in workplaces to support employees with family commitments. Some are a response to public policy, others developed voluntarily. However, research examining the effectiveness of these policies in a

  9. 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.

  10. Thermal evolution of the morphology of Ni/Ag/Si(111)-{radical}3 Multiplication-Sign {radical}3 surface

    Energy Technology Data Exchange (ETDEWEB)

    Tomaszewska, Agnieszka; Huang, Xiao-Lan; Chang, Kuo-Wei; Fu, Tsu-Yi, E-mail: phtifu@phy.ntnu.edu.tw

    2012-08-31

    The temperature-driven changes in morphology of the interface formed by room temperature (RT) deposition of Ni atoms onto an Ag/Si(111)-{radical}3 Multiplication-Sign {radical}3 surface were investigated by scanning tunneling microscopy. Roughly 70% of Ni deposition diffused into bulk substrate within the temperature range between RT and 573 K. The images as obtained after annealing up to 670 K correspond to the formation of nano-sized islands of nickel silicides. Two types of islands, large triangular islands typical of the whole range of applied coverage, and smaller islands of different shapes, coexist at Ni coverage higher than 1 monolayer. Annealing above 870 K led to the formation of a 7 Multiplication-Sign 7 phase in coexistence with small 5 Multiplication-Sign 5 domains at the expense of a complete disappearance of the {radical}3 Multiplication-Sign {radical}3 phase. Also, formation of Ni,Si alloy was observed at the temperature, along with segregation of bulk-dissolved Ni species onto the surface. - Highlights: Black-Right-Pointing-Pointer We examine changes in morphology of Ni/Ag/Si(111)-{radical}3 Multiplication-Sign {radical}3 surface upon annealing. Black-Right-Pointing-Pointer 70% of deposited Ni atoms diffuse into the bulk after annealing at 570 K. Black-Right-Pointing-Pointer A variety of nano-sized Ni, Si islands develops after annealing at 670 K. Black-Right-Pointing-Pointer 5 Multiplication-Sign 5 reconstruction as an evidence for mass transport during the island growth.

  11. OH radical induced depolymerization of poly(methacrylic acid)

    Science.gov (United States)

    Ulanski, Piotr; Bothe, Eberhard; von Sonntag, Clemens

    1999-05-01

    Hydroxyl radicals (generated pulse radiolytically in dilute N 2O-saturated aqueous solutions) react with poly(methacrylic acid) producing two kinds of radicals. The primary radical is converted into a secondary one by H-abstraction ( k=3.5 × 10 2 s -1) as monitored by changes in the UV spectrum. Subsequently, the secondary radicals undergo chain scission ( k=1.8 s -1 at pH 7-9). This process has been followed both by spectrophotometry as well as by conductometry. In competition with the bimolecular decay of the radicals the ensuing end-chain radicals undergo efficient depolymerization resulting in the release of monomer. Since the lifetime of the radicals is much longer at high pH, where the polymer attains a rod-like conformation, depolymerization is most efficient in basic solution.

  12. Radical-pair based avian magnetoreception

    Science.gov (United States)

    Procopio, Maria; Ritz, Thorsten

    2014-03-01

    Behavioural experiments suggest that migratory birds possess a magnetic compass sensor able to detect the direction of the geomagnetic. One hypothesis for the basis of this remarkable sensory ability is that the coherent quantum spin dynamics of photoinduced radical pair reactions transduces directional magnetic information from the geomagnetic field into changes of reaction yields, possibly involving the photoreceptor cryptochrome in the birds retina. The suggested radical-pair based avian magnetoreception has attracted attention in the field of quantum biology as an example of a biological sensor which might exploit quantum coherences for its biological function. Investigations on such a spin-based sensor have focussed on uncovering the design features for the design of a biomimetic magnetic field sensor. We study the effects of slow fluctuations in the nuclear spin environment on the directional signal. We quantitatively evaluate the robustness of signals under fluctuations on a timescale longer than the lifetime of a radical pair, utilizing two models of radical pairs. Our results suggest design principles for building a radical-pair based compass sensor that is both robust and highly directional sensitive.

  13. 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.)

  14. A pilot study of workplace violence towards paramedics.

    Science.gov (United States)

    Boyle, Malcolm; Koritsas, Stella; Coles, Jan; Stanley, Janet

    2007-11-01

    International studies have shown that some 60% of paramedics have experienced physical violence in the workplace, and between 21-78% have experienced verbal abuse. To date, there is no Australian literature describing Australian paramedics' experience of workplace violence. To identify the percentage of paramedics who had experienced six different forms of workplace violence. A questionnaire was developed to explore paramedics' experience of workplace violence. Six forms of violence were included: verbal abuse, property damage or theft, intimidation, physical abuse, sexual harassment, and sexual assault. The questionnaire also included a series of demographic questions. The questionnaire was piloted using a reference group and changes made accordingly. The questionnaire was distributed to 500 rural Victorian paramedics and 430 metropolitan South Australian paramedics. Ethics approval was granted for this study. The overall response rate was 28%, with 75% being male and 25% female. The median age of respondents was 40.7 years, range 21-62 years. The median number of years experience as a paramedic was 14.3 years, range 6 months to 39 years. There were 87.5% of paramedics exposed to workplace violence. Verbal abuse was the most prevalent form of workplace violence (82%), with intimidation (55%), physical abuse (38%), sexual harassment (17%), and sexual assault (4%). This study lays the foundation for further studies investigating paramedic experience of workplace violence. This study demonstrates that workplace violence is prevalent for paramedics and highlights the need for prevention and education within the profession.

  15. 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.

  16. The Context of Workplace Sex Discrimination: Sex Composition, Workplace Culture and Relative Power

    Science.gov (United States)

    Stainback, Kevin; Ratliff, Thomas N.; Roscigno, Vincent J.

    2011-01-01

    Building on prior work surrounding negative work-related experiences, such as workplace bullying and sexual harassment, we examine the extent to which organizational context is meaningful for the subjective experience of sex discrimination. Data draw on the 2002 National Study of the Changing Workforce, which provides a key indicator of…

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

    Science.gov (United States)

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

    2017-12-20

    Objective: To analyze the effect of job characteristics and organizational support for workplace violence, explore the influence path and the theoretical model, and provide a theoretical basis for reducing workplace violence. Methods: Stratified random sampling was used to select 813 medical staff, conductors and bus drivers in Chongqing with a self-made questionnaire to investigate job characteristics, organization attitude toward workplace violence, workplace violence, fear of violence, workplace violence, etc from February to October, 2014. Amos 21.0 was used to analyze the path and to establish a theoretical model of workplace violence. Results: The odds ratio of work characteristics and organizational attitude to workplace violence were 6.033 and 0.669, respectively, and the path coefficients were 0.41 and-0.14, respectively ( P workplace violence while organizational attitude is a protective factor for workplace violence, so changing the job characteristics and improving the enthusiasm of the organization to deal with workplace violence are conducive to reduce workplace violence and increase loyalty to the unit.

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

    OpenAIRE

    Jetha, Arif; Kernan, Laura; Kurowski, Alicia

    2017-01-01

    Background 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. Metho...

  19. Gender, Work and Workplace Learning.

    Science.gov (United States)

    Devos, Anita

    1996-01-01

    Argues that adult education discourse about the workplace uncritically adopts management perspectives and pays inadequate attention to gender and power issues. States that understanding gender as an organizing principle provides insights into these issues that can be applied to organizational change. (SK)

  20. Educating men about prostate cancer in the workplace.

    Science.gov (United States)

    Ilic, Dragan

    2013-07-01

    Prostate cancer is a common cancer affecting men worldwide. Few men access health services with respect to early detection. Workplace health education initiatives can promote behavior change in men. A total of 12 in-depth interviews with men were conducted in this study to examine how a workplace-based educational campaign on prostate cancer influences the knowledge, awareness, and beliefs of male workers on screening for prostate cancer. Analyses of interview transcripts identified that men had a poor overall knowledge about prostate cancer, its screening, and treatment. Participants were receptive to the introduction of workplace-based health education initiatives to promote men's health issues but recommended an integrated health approach that incorporated information delivered by medical professionals, cancer survivors, supplemented with existing patient education materials. Further research is required to formally evaluate the impact of workplace-based education strategies on men's health.

  1. 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

  2. Emergent Innovation—a Socio-Epistemological Innovation Technology. Creating Profound Change and Radically New Knowledge as Core Challenges in Knowledge Management

    OpenAIRE

    Peschl, Markus F.; Fundneider, Thomas

    2008-01-01

    This paper introduces an alternative approach to innovation: Emergent Innovation. As opposed to radical innovation Emergent Innovation finds a balance and integrates the demand both for radically new knowledge and at the same time for an organic development from within the organization. From a knowledge management perspective one can boil down this problem to the question of how to cope with the new and with profound change in knowledge. This question will be dealt with in the first part of t...

  3. Radical feminists & trans activists truce

    OpenAIRE

    Mackay, F.

    2014-01-01

    #GenderWeek: Truce! When radical feminists and trans feminists empathise\\ud Feminist Times\\ud By Finn Mackay \\ud read all #GenderWeek articles.\\ud We wanted to explore the ground between the polarised, entrenched positions in the so-called “TERF-war”. Radical feminists on one pole, trans-inclusionary feminists and trans activists on the other. The disputed territory being women-only space, language and the ever changing legal framework surrounding gender.\\ud Entrenchment leads to stalemate. S...

  4. Design principles for data- and change-oriented organisational analysis in workplace health promotion.

    Science.gov (United States)

    Inauen, A; Jenny, G J; Bauer, G F

    2012-06-01

    This article focuses on organizational analysis in workplace health promotion (WHP) projects. It shows how this analysis can be designed such that it provides rational data relevant to the further context-specific and goal-oriented planning of WHP and equally supports individual and organizational change processes implied by WHP. Design principles for organizational analysis were developed on the basis of a narrative review of the guiding principles of WHP interventions and organizational change as well as the scientific principles of data collection. Further, the practical experience of WHP consultants who routinely conduct organizational analysis was considered. This resulted in a framework with data-oriented and change-oriented design principles, addressing the following elements of organizational analysis in WHP: planning the overall procedure, data content, data-collection methods and information processing. Overall, the data-oriented design principles aim to produce valid, reliable and representative data, whereas the change-oriented design principles aim to promote motivation, coherence and a capacity for self-analysis. We expect that the simultaneous consideration of data- and change-oriented design principles for organizational analysis will strongly support the WHP process. We finally illustrate the applicability of the design principles to health promotion within a WHP case study.

  5. 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....

  6. Workplace changes associated with a reduction in musculoskeletal symptoms in office workers.

    Science.gov (United States)

    Nelson, N A; Silverstein, B A

    1998-06-01

    The purpose of this study was to identify factors associated with reductions observed in musculoskeletal symptoms when office workers were moved to a new building. A questionnaire including items regarding symptoms and aspects of the work environment was administered to 577 office workers before and after they were moved from nine buildings to a single new facility in 1992. Employees working in two reference buildings, where they remained throughout the study period, were also surveyed. Two musculoskeletal outcomes, hand/arm and neck/shoulder/back, were selected for study. In matched multivariate analyses, the reduction in hand/arm symptoms from 1992 to 1993 was associated with improved satisfaction with the physical workstation (odds ratio [OR] = 2.0); the reduction in neck/shoulder/back symptoms was associated with improved chair comfort (OR = 1.8), fewer housekeeping responsibilities (OR = 3.6), female gender (OR = 1.8), and low pay range (OR = 1.7). Longitudinal results suggested that changes in workstations resulted in decreased symptoms. Results of this investigation might be used to develop workplace changes that result in reductions of musculoskeletal disorders.

  7. Taking a radical position: Evidence for position specific radical representations in Chinese character recognition using masked priming ERP

    Directory of Open Access Journals (Sweden)

    I-Fan eSu

    2012-09-01

    Full Text Available In the investigation of orthographic representation of Chinese characters, one question that has stimulated much research is whether radicals (character components are specified for spatial position in a character (e.g. Ding, Peng, & Taft, 2004; Tsang & Chen, 2009. Differing from previous work, component or radical position information in this study is conceived in terms of relative frequency across different positions of characters containing it. A lexical decision task in a masked priming paradigm focusing on radicals with preferred position of occurrence was conducted. A radical position that encompasses more characters than other positions was identified to be the preferred position of a particular radical. The prime that was exposed for 96ms might share a radical with the target in the same or different positions. Moreover, the shared radical appeared either in its preferred or non-preferred position in the target. While response latencies only revealed the effect of graphical similarity, both effects of graphical similarity and radical position preference were found in the ERP results. The former effect was reflected in greater positivity in occipital P1 and greater negativity in N400 for radicals in different positions in prime and target characters. The latter effect manifested as greater negativity in occipital N170 and greater positivity in frontal P200 in the same time window elicited by radicals in their non-preferred position. Equally interesting was the reversal of the effect of radical position preference in N400 with greater negativity associated with radicals in preferred position. These findings identify the early ERP components associated with activation of position-specific radical representations in the orthographic lexicon, and reveal the change in the nature of competition from processing at the radical level to the lexical level.

  8. Leadership and ‘tipping’ in workplace transformation:a critical review

    OpenAIRE

    Sanda, Mohammed-Aminu

    2011-01-01

    The purpose of this is to critically appraise the idea of the “tipping point” from the perspectives of leadership in workplace transformation. It is argued that the desirability of any workplace transformations requires that we clearly understand the nature of the expected changes and the relationship between leadership and change. It is also argued that the sustenance of the regressive character of such transformation might be attributed to its “tipping” in the negative sense in contrast to ...

  9. 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

  10. Relieving the Time Squeeze? Effects of a White-Collar Workplace Change on Parents.

    Science.gov (United States)

    Hill, Rachelle; Tranby, Eric; Kelly, Erin; Moen, Phyllis

    2013-08-01

    Employed parents perceive a time squeeze even as trends from the 1960s show they are spending more time with their children. Work conditions (e.g., hours and schedule control) would seem to affect both parents' time with children and perceived time squeeze, but most studies rely on cross-sectional data that do not establish causality. The authors examined the effects of the introduction of a workplace flexibility initiative (Results Only Work Environment [ROWE]) on changes in mothers' and fathers' perceptions of the adequacy of their time with children and actual time spent with children ( N = 225). Baseline data show the importance of work conditions for parents' sense of perceived time adequacy. Panel data show that mothers (but not fathers) in ROWE report increased schedule control and improved time adequacy, but no change in actual time spent with children, except that ROWE increases evening meals with children for mothers sharing few meals at baseline.

  11. Management capacity to promote nurse workplace health and safety.

    Science.gov (United States)

    Fang, Yaxuan; McDonald, Tracey

    2018-04-01

    To investigate regarding workplace health and safety factors, and to identify strategies to preserve and promote a healthy nursing workplace. Data collected using the Delphi technique with input from 41 key informants across four participant categories drawn from a Chinese university and four hospitals were thematically analysed. Most respondents agreed on the importance of nurses' health and safety, and that nurse managers should act to protect nurses, but not enough on workplace safety. Hospital policies, staff disempowerment, workload and workplace conflicts are major obstacles. The reality of Chinese nurses' workplaces is that health and safety risks abound and relate to socio-cultural expectations of women. Self-management of risks is neccessary, gaps exist in understanding of workplace risks among different nursing groups and their perceptions of the professional status, and the value of nurses' contribution to ongoing risks in the hospital workplace. The Chinese hospital system must make these changes to produce a safer working environment for nurses. This research, based in China, presents an instructive tale for all countries that need support on the types and amounts of management for nurses working at the clinical interface, and on the consequences of management neglect of relevant policies and procedures. © 2017 John Wiley & Sons Ltd.

  12. Health, equity, and reproductive risks in the workplace.

    Science.gov (United States)

    Daniels, C R; Paul, M; Rosofsky, R

    1990-01-01

    Potential exposure to occupational reproductive hazards raises complex questions regarding health and gender discrimination in the workplace. On the one hand, growing scientific evidence suggests that workplace exposures to either sex can cause a wide range of disorders ranging from infertility to adverse pregnancy outcomes. On the other hand, policies alleging to protect workers from reproductive risks have often reinforced gender inequalities in the workplace. This article sheds new light on this continuing debate through an examination of the policy insights suggested by a recent study of reproductive hazard policies in Massachusetts. In what ways do policies evidenced in this study reflect or differ from historical patterns of protectionism? The article presents a political-legal review of reproductive hazard policies in the workplace, then examines the policy implications of the Massachusetts study, and finally presents the prescriptions for change that are implied by both the historical and contemporary evidence.

  13. 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 ...

  14. Stress Reduction at the Work-Family Interface: Positive Parenting and Self-Efficacy as Mechanisms of Change in Workplace Triple P

    Science.gov (United States)

    Hartung, Doreen; Hahlweg, Kurt

    2011-01-01

    Workplace Triple P (WPTP) is a group-based parenting skills training specifically designed to meet the needs of employed parents. Several randomized controlled trials have demonstrated the training's efficacy. This study examined possible mechanisms of change that account for the stress reduction effects of this parenting skills training at the…

  15. 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

  16. Chronic workplace stress and insufficient physical activity: a cohort study.

    Science.gov (United States)

    Kouvonen, Anne; Vahtera, Jussi; Oksanen, Tuula; Pentti, Jaana; Väänänen, Ari K P; Heponiemi, Tarja; Salo, Paula; Virtanen, Marianna; Kivimäki, Mika

    2013-01-01

    To examine whether exposure to workplace stressors predicts changes in physical activity and the risk of insufficient physical activity. Prospective data from the Finnish Public Sector Study. Repeated exposure to low job control, high job demands, low effort, low rewards and compositions of these (job strain and effort-reward imbalance) were assessed at Time 1 (2000-2002) and Time 2 (2004). Insufficient physical activity (workplace stressors on change in physical activity was examined using fixed-effects (within-subject) logistic regression models (N=6665). In addition, logistic regression analysis was applied to examine the associations between repeated exposure to workplace stressors and insufficient physical activity (N=13 976). In these analyses, coworker assessed workplace stressor scores were used in addition to individual level scores. The proportion of participants with insufficient physical activity was 24% at baseline and 26% at follow-up. 19% of the participants who were sufficiently active at baseline became insufficiently active at follow-up. In the fixed-effect analysis, an increase in workplace stress was weakly related to an increase in physical inactivity within an individual. In between-subjects analysis, employees with repeated exposure to low job control and low rewards were more likely to be insufficiently active at follow-up than those with no reports of these stressors; fully adjusted ORs ranged from 1.11 (95% CI 1.00 to 1.24) to 1.21 (95% CI 1.05 to 1.39). Workplace stress is associated with a slightly increased risk of physical inactivity.

  17. PHYSICAL DESIGN OF CHANGE OF POWER INFLUENCE IS ON WORKPLACES TAKING INTO ACCOUNT HIGH TEMPERATURE RADIATION

    Directory of Open Access Journals (Sweden)

    BELIKOV A. S.

    2017-04-01

    Full Text Available Purpose. Development of the degree of control methods for hazard exposure of workers to special divisions of large-scale emergencies and industrial accidents under the influence of excess heat radiation. The operational security solutions vital activity of special divisions of workers in extreme situations with high thermal radiation. Method. Construction of thermal fields and the establishment of dependencies change of infrared radiation on the location of jobs, the type of radiation source and the spectrum of the radiation sources. Results. In order to solve the problems of thermal protection of work places, actual data of measurement of thermal radiation at all workplaces is required. Such studies, for example, at an open window of a thermal furnace at a distance of 1.5-2 m are obviously dangerous and, most importantly, the reliability of the data is reduced because of the decrease in the productivity of measurements in extreme conditions of work. In order to determine the intensity of irradiation of the heat flow, it is necessary to perform a significant number of intermediate calculations or use several graphs or nomograms, which makes these calculations labor-intensive and not convenient for practical use. An attempt was made to summarize the results of research carried out in this direction, to improve working conditions, to significantly reduce the number of variables and to use existing instruments more efficiently during measurements. Based on the theoretical studies of thermal radiation at workplaces, it was established that with great accuracy it is possible to determine the distance to the source of thermal radiation from the point of measurement, the angle at which the source of thermal radiation is visible; in this case, the measurement point may be located at a distance safe for the researcher as we put the basis for the development of an experimental installation for the study of thermal radiation at workplaces. Scientific

  18. Efficacy of a workplace osteoporosis prevention intervention: a cluster randomized trial.

    Science.gov (United States)

    Tan, Ai May; LaMontagne, Anthony D; English, Dallas R; Howard, Peter

    2016-08-24

    Osteoporosis is a debilitating disease. Adequate calcium consumption and physical activity are the two major modifiable risk factors. This paper describes the major outcomes and efficacy of a workplace-based targeted behaviour change intervention to improve the dietary and physical activity behaviours of working women in sedentary occupations in Singapore. A cluster-randomized design was used, comparing the efficacy of a tailored intervention to standard care. Workplaces were the units of randomization and intervention. Sixteen workplaces were recruited from a pool of 97, and randomly assigned to intervention and control arms (eight workplaces in each). Women meeting specified inclusion criteria were then recruited to participate. Workplaces in the intervention arm received three participatory workshops and organization-wide educational activities. Workplaces in the control/standard care arm received print resources. Outcome measures were calcium intake (milligrams/day) and physical activity level (duration: minutes/week), measured at baseline, 4 weeks and 6 months post intervention. Adjusted cluster-level analyses were conducted comparing changes in intervention versus control groups, following intention-to-treat principles and CONSORT guidelines. Workplaces in the intervention group reported a significantly greater increase in calcium intake and duration of load-bearing moderate to vigorous physical activity (MVPA) compared with the standard care control group. Four weeks after intervention, the difference in adjusted mean calcium intake was 343.2 mg/day (95 % CI = 337.4 to 349.0, p workplace-based intervention substantially improved calcium intake and load-bearing moderate to vigorous physical activity 6 months after the intervention began. Australia New Zealand Clinical Trial Registry ACTRN12616000079448 . Registered 25 January 2016 (retrospectively registered).

  19. Occupational Stress, Mental Health and Satisfaction in the Canadian Multicultural Workplace

    Science.gov (United States)

    Pasca, Romana; Wagner, Shannon L.

    2012-01-01

    Workplaces are becoming increasingly multicultural and therefore, include a large variety of employees from more than one ethnicity, nationality, religious and/or cultural background. In the context of this new global economy, Canadian workplace structure and composition has also permanently changed. Consequently, the primary purpose of this…

  20. Difficulties in radon measurements at workplaces

    International Nuclear Information System (INIS)

    Kavasi, Norbert; Kovacs, Tibor; Nemeth, Csaba; Szabo, Tibor; Gorjanacz, Zoran; Varhegyi, Andras; Hakl, Jozsef; Somlai, Janos

    2006-01-01

    Different legislation systems can be found in the world concerning radon levels at workplaces. Following the European Union suggestion, a reference level for radon concentration in the air at workplaces was established in several European countries. In Hungary, the relevant legislation has come into effect on 1 January 2003. The determination of average radon concentration might present a problem, especially in places where the monthly average concentrations vary to a great extent. For example, the monthly averages measured in a hospital cave used for treating respiratory diseases showed a 24-fold difference depending on the chosen month. In such cases, attention should be paid when choosing the months and using the results of measurements for dose assessment. Another uncertainty emerges when estimating the annual dose, based on the data coming from long-term measurements, usually using integrated methods such as track detectors. There is a considerable difference between the averages measured during the working hours and over the total time (including nights and weekends), mostly in the cases of rooms with frequent air change like schools, kindergartens and ventilated workplaces. This can lead to a significant overestimation in dose calculation. Special attention needs to be paid to workplaces such as mines, tunnels and open air uranium tailings sites. This paper discusses the possible inaccuracies caused by the improper selection of time periods and methods in the measurements of the average radon concentration at workplaces

  1. Your guide to Workplace innovation

    NARCIS (Netherlands)

    Totterdill, P.; Dhondt, S.; Boermans, S.

    2016-01-01

    Therefore we decided to answer the main question related to workplace innovation: “how can we actually do it?” This short guide will give you practical knowledge, inspire you with great case studies, help you to assess current practice in your organisation, suggest pathways to change, and signpost

  2. 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...

  3. Work as Community: Narratives of Solidarity and Teamwork in the Contemporary Workplace, Who Owns Them?

    OpenAIRE

    Gillian Vogl

    2009-01-01

    The workplace provides a very important context for the development of community. Structural changes that have occurred in the workplace in the last 25 years have impacted on how community has been constructed and experienced in the workplace. These structural changes have often been accompanied by particular types of organisational cultures and forms of work organisation. One such form of work organisation has been teamwork. Some have argued that management induced forms of employee collecti...

  4. 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...

  5. A test of cognitive mediation in a 12-month physical activity workplace intervention: does it explain behaviour change in women?

    Science.gov (United States)

    Plotnikoff, Ronald C; Pickering, Michael A; Rhodes, Ryan E; Courneya, Kerry S; Spence, John C

    2010-05-03

    Attempts to demonstrate the efficacy of interventions aimed at increasing physical activity (PA) have been mixed. Further, studies are seldom designed in a manner that facilitates the understanding of how or why a treatment is effective or ineffective and PA intervention designs should be guided by a heavier reliance upon behavioral theory. The use of a mediating variable framework offers a systematic methodological approach to testing the role of theory, and could also identify the effectiveness of specific intervention components. The primary purpose of this paper was to test the mediating role that cognitive constructs may have played in regards to the positive effect that a workplace behavioral intervention had on leisure-time PA for women. A subsidiary purpose was to examine the cross-sectional relationships of these cognitive constructs with PA behavior. The Physical Activity Workplace Study was a randomized controlled trial which compared the effects of stage-matched and standard print materials upon self-reported leisure-time PA, within a workplace sample at 6 and 12-months. In this secondary analysis we examined the mediation effects of 14 psychosocial constructs across 3 major social-cognitive theories which were operationalized for the intervention materials and measured at baseline, 6 and 12-months. We examined change in PA and change in the psychological constructs employing a mediation strategy proposed by Baron and Kenny for: (1) the first 6-months (i.e., initial change), (2) the second 6-months (i.e., delayed change), and (3) the entire 12-months (overall change) of the study on 323 women (n = 213 control/standard materials group; n = 110 stage-matched materials group). Of the 14 constructs and 42 tests (including initial, delayed and overall change) two positive results were identified (i.e., overall change in pros, initial change in experiential powerful intervention approaches processes), with very small effect sizes. However, these mediating

  6. A test of cognitive mediation in a 12-month physical activity workplace intervention: does it explain behaviour change in women?

    Directory of Open Access Journals (Sweden)

    Pickering Michael A

    2010-05-01

    Full Text Available Abstract Background Attempts to demonstrate the efficacy of interventions aimed at increasing physical activity (PA have been mixed. Further, studies are seldom designed in a manner that facilitates the understanding of how or why a treatment is effective or ineffective and PA intervention designs should be guided by a heavier reliance upon behavioral theory. The use of a mediating variable framework offers a systematic methodological approach to testing the role of theory, and could also identify the effectiveness of specific intervention components. The primary purpose of this paper was to test the mediating role that cognitive constructs may have played in regards to the positive effect that a workplace behavioral intervention had on leisure-time PA for women. A subsidiary purpose was to examine the cross-sectional relationships of these cognitive constructs with PA behavior. Methods The Physical Activity Workplace Study was a randomized controlled trial which compared the effects of stage-matched and standard print materials upon self-reported leisure-time PA, within a workplace sample at 6 and 12-months. In this secondary analysis we examined the mediation effects of 14 psychosocial constructs across 3 major social-cognitive theories which were operationalized for the intervention materials and measured at baseline, 6 and 12-months. We examined change in PA and change in the psychological constructs employing a mediation strategy proposed by Baron and Kenny for: (1 the first 6-months (i.e., initial change, (2 the second 6-months (i.e., delayed change, and (3 the entire 12-months (overall change of the study on 323 women (n = 213 control/standard materials group; n = 110 stage-matched materials group. Results Of the 14 constructs and 42 tests (including initial, delayed and overall change two positive results were identified (i.e., overall change in pros, initial change in experiential powerful intervention approaches processes, with very

  7. New workplace practices and the gender wage gap

    OpenAIRE

    Datta Gupta, Nabanita; Tor, Eriksson

    2005-01-01

    We explore the effect of introducing new workplace practices on the gender gap using a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project organisation and job rotation schemes are the most widely implemented work practices. Wage gains from adopting new workplace practices accrue mainly to hourly paid males and salaried females but do not generate large changes in the gender gap ...

  8. 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.

  9. 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…

  10. Engaging men and women as allies: a workplace curriculum module to challenge gender norms about domestic violence, male bullying and workplace violence and encourage ally behavior.

    Science.gov (United States)

    Wagner, K C; Yates, Diane; Walcott, Quentin

    2012-01-01

    This post-hoc analysis discusses a replicable workplace behavior change module called Men and Women As Allies, that was designed and implemented by a team of labor, management and community anti-violence educators at a private sector telecommunications employer. A job site-specific educational seminar linked issues of domestic violence to male bullying and workplace violence. It challenged social stereotypes about gender, taught skills to engage ally peer behavior and provided information on how to seek assistance from union, workplace and external community resources.

  11. 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

  12. Study progress on free radicals and graves disease

    International Nuclear Information System (INIS)

    Zhang Ruiguo; Jin Jianhua

    2009-01-01

    Free radical-mediated oxidative injury has been closely implicated in the occurrence and development of many diseases. Graves disease was also accompanied by changes of the free radicals, especially for reactive oxygen species and reactive nitrogen, et al, and the oxidative stress can cause a certain degree of injury on the thyroid and other human important organs. Antithyroid drug and 131 I treatment of Graves disease, the oxidative and antioxidative parameters can also be changed. (authors)

  13. Measurement of average radon gas concentration at workplaces

    International Nuclear Information System (INIS)

    Kavasi, N.; Somlai, J.; Kovacs, T.; Gorjanacz, Z.; Nemeth, Cs.; Szabo, T.; Varhegyi, A.; Hakl, J.

    2003-01-01

    In this paper results of measurement of average radon gas concentration at workplaces (the schools and kindergartens and the ventilated workplaces) are presented. t can be stated that the one month long measurements means very high variation (as it is obvious in the cases of the hospital cave and the uranium tailing pond). Consequently, in workplaces where the expectable changes of radon concentration considerable with the seasons should be measure for 12 months long. If it is not possible, the chosen six months period should contain summer and winter months as well. The average radon concentration during working hours can be differ considerable from the average of the whole time in the cases of frequent opening the doors and windows or using artificial ventilation. (authors)

  14. Use of workplace evaluations in briefing and design

    NARCIS (Netherlands)

    van der Voordt, Theo; Haugen, Tore I.; Moum, Anita; Brochner, Jan

    2006-01-01

    Many organizations are engaged in organizational change, adopting new management styles and new ways of working. Innovative workplace design is used to facilitate organizational change, to improve user satisfaction and labour productivity, and to lower facility costs. Although some research has been

  15. It's Time to Start Changing the Game: A 12-Week Workplace Team Sport Intervention Study.

    Science.gov (United States)

    Brinkley, Andrew; McDermott, Hilary; Grenfell-Essam, Rachel; Munir, Fehmidah

    2017-08-23

    A 12-week multi-team sport programme was provided to employees of a large services organisation and conducted in workplaces. This programme was used to investigate the short-term effect of regular sports team participation on individual employee and organisational health. A large services organisation participated in this study. Two regional worksites of office workers were assigned as the team sport (intervention) (n = 28 participants) or control (n = 20 participants) groups. The team sport sessions were underpinned by psychological behaviour change theory and consisted of weekly 1-h team sport sessions for 12 weeks. Measures of aerobic fitness, physical activity behaviour, group cohesion, interaction and communication, psychological wellbeing, health, anthropometrics and workplace experiences were recorded pre- and post-intervention. Data were analysed using a series of mixed ANOVAs. After 12 weeks significant improvements were observed in VO 2 max (+ 4.5 ± 5.8 ml/min kg, P employees, and promote interpersonal communication between colleagues. Individual health outcomes and social interactions have the capacity to influence the health of the organisation. The extent of which these findings are replicable across a scope of organisations should be examined objectively over the long term.

  16. 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

  17. Workplace Innovations as Reflected in the Romanian Economic Press

    Directory of Open Access Journals (Sweden)

    Cristina Leovaridis

    2015-04-01

    Full Text Available Workplace innovations are designed to optimize production processes in firms and improve employees’ working conditions; few researches on this topic have shown that workplace innovations increased employees’ job satisfaction, as well as a sense of responsibility and autonomy, but also employees’ overall well-being, especially regarding to work–life balance and health. Workplace innovation includes aspects regarding work organization (job autonomy, self-managed teams, flexible working etc., organizational structure and systems (devolution of decision-making to employees, fairness and equality, supporting employee initiative etc., learning and development (high involvement innovation, staff learning and development, shared knowledge and experience etc., workplace partnership (social dialogue, representative participation, involvement in change, openness and communication, integrating tacit and strategic knowledge etc.. This paper aims to highlight the main characteristics of workplace innovations in Romanian firms, as they are presented in some economical, business and academic, journals in our country. The research methodology consisted of a content analysis performed on four Romanian economic journals two from academic area (Management and Marketing and Management Dynamics in Knowledge Economy and two from business area (Cariere and Biz. The dimensions of content analysis included the different types of workplace innovations and their effects on organizational performance as well as on employees’ quality of life at the workplace, the size and the source of capital and economic sector of firms that innovate in human resource management, barriers and drivers to the implementation of workplace innovations etc. The period for journals content analysis was 1 year, between January 1 and December 31, 2013. The paper contains a case study for each journal, including abstracts of the most relevant articles on the workplace innovations and

  18. Peroxyl radical reactions with carotenoids in microemulsions: Influence of microemulsion composition and the nature of peroxyl radical precursor.

    Science.gov (United States)

    El-Agamey, Ali; McGarvey, David J

    2016-01-01

    The reactions of acetylperoxyl radicals with different carotenoids (7,7'-dihydro-β-carotene and ζ-carotene) in SDS and CTAC microemulsions of different compositions were investigated using laser flash photolysis (LFP) coupled with kinetic absorption spectroscopy. The primary objective of this study was to explore the influence of microemulsion composition and the type of surfactant used on the yields and kinetics of various transients formed from the reaction of acetylperoxyl radicals with carotenoids. Also, the influence of the site (hydrocarbon phases or aqueous phase) of generation of the peroxyl radical precursor was examined by using 4-acetyl-4-phenylpiperidine hydrochloride (APPHCl) and 1,1-diphenylacetone (11DPA) as water-soluble and lipid-soluble peroxyl radical precursors, respectively. LFP of peroxyl radical precursors with 7,7'-dihydro-β-carotene (77DH) in different microemulsions gives rise to the formation of three distinct transients namely addition radical (λmax=460 nm), near infrared transient1 (NIR, λmax=700 nm) and 7,7'-dihydro-β-carotene radical cation (77DH(•+), λmax=770 nm). In addition, for ζ-carotene (ZETA) two transients (near infrared transient1 (NIR1, λmax=660 nm) and ζ-carotene radical cation (ZETA(•+), λmax=730-740 nm)) are generated following LFP of peroxyl radical precursors in the presence of ζ-carotene (ZETA) in different microemulsions. The results show that the composition of the microemulsion strongly influences the observed yield and kinetics of the transients formed from the reactions of peroxyl radicals (acetylperoxyl radicals) with carotenoids (77DH and ZETA). Also, the type of surfactant used in the microemulsions influences the yield of the transients formed. The dependence of the transient yields and kinetics on microemulsion composition (or the type of surfactant used in the microemulsion) can be attributed to the change of the polarity of the microenvironment of the carotenoid. Furthermore, the nature of

  19. Climate change and radical energy innovation: the policy issues

    Energy Technology Data Exchange (ETDEWEB)

    Smith, Keith

    2009-01-15

    How can we sustain global economic performance while reducing and perhaps eliminating climate impacts? This dual objective ultimately requires the innovation of radically new low- or zero-emitting energy technologies. But what is involved in such innovation, and why and how should governments support it? What are the implications for innovation policy makers? The paper discusses the nature of the innovation challenge of climate change, develops a framework for analyzing modes of innovation, applies the framework to energy technologies and analyses policies for energy innovation. The overall argument is that we are 'locked in' to an unsustainable but large-scale hydrocarbon energy system. The innovation problem is to develop alternatives to this system as a whole. Yet despite widespread environmental innovation efforts and incentives, these are not yet addressing the innovation challenge on an adequate scale. The analytical framework sees technologies not as single techniques but as multi-faceted technological 'regimes'. Technological regimes comprise production systems and methods, scientific and engineering knowledge organization, infrastructures, and social patterns of technology use. We live not with individual energy technologies but with a complex hydrocarbon regime. Against this background we can identify three modes of innovation, with very different characteristics. They are; Incremental innovations - upgrades to existing technologies, producing innovation within existing technological regimes, such as increases in the capabilities and speeds of microprocessors; Disruptive innovations - new methods of performing existing technical functions, changing how things are done, but not changing the overall regime, such as the shift from film to digital imaging; Radical innovations - technological regime shifts, involving wholly new technical functions, new knowledge bases, and new organizational forms, such as the transition from steam power

  20. Hydroxyl-radical induced dechlorination of pentachlorophenol in water

    International Nuclear Information System (INIS)

    He Yongke; Wu Jilan; Fang Xingwang; Sonntag, C. von

    1998-01-01

    The hydroxyl-radical induced dechlorination of pentachlorophenol (PCP) in water has been investigated pulse radiolytically. Hydroxyl radicals react with PCP by both electron transfer and addition. The former process results in pentachlorophenoxyl radicals (PCP-O), the latter process followed by rapid HCl elimination gives birth to deprotonated hydroxytetrachlorophenoxyl radicals ( - O-TCP-O). These phenoxyl radicals exhibit maximum absorption around 452 nm, which hinders the proper estimation of the ratio of the two processes. However, these two processes cause different changes in conductivity. In basic solution, the electron transfer causes a conductivity increase due to the formation of OH - whereas an addition followed by HCl elimination results in a conductivity decrease. The concurrence of these two processes reduces the relative variation in conductivity, from which about 53% electron transfer is deduced

  1. 75 FR 52857 - National Endowment for the Humanities Implementation of OMB Guidance on Drug-Free Workplace...

    Science.gov (United States)

    2010-08-30

    ... Endowment for the Humanities Implementation of OMB Guidance on Drug-Free Workplace Requirements AGENCY... the Governmentwide common rule on drug-free workplace requirements for financial assistance, currently... Federal regulations on drug-free workplace requirements for financial assistance. These changes constitute...

  2. Even free radicals should follow some rules: a guide to free radical research terminology and methodology.

    Science.gov (United States)

    Forman, Henry Jay; Augusto, Ohara; Brigelius-Flohe, Regina; Dennery, Phyllis A; Kalyanaraman, Balaraman; Ischiropoulos, Harry; Mann, Giovanni E; Radi, Rafael; Roberts, L Jackson; Vina, Jose; Davies, Kelvin J A

    2015-01-01

    Free radicals and oxidants are now implicated in physiological responses and in several diseases. Given the wide range of expertise of free radical researchers, application of the greater understanding of chemistry has not been uniformly applied to biological studies. We suggest that some widely used methodologies and terminologies hamper progress and need to be addressed. We make the case for abandonment and judicious use of several methods and terms and suggest practical and viable alternatives. These changes are suggested in four areas: use of fluorescent dyes to identify and quantify reactive species, methods for measurement of lipid peroxidation in complex biological systems, claims of antioxidants as radical scavengers, and use of the terms for reactive species. Copyright © 2014 Elsevier Inc. All rights reserved.

  3. Workplace accommodations and job success for persons with bipolar disorder.

    Science.gov (United States)

    Tremblay, Carol Horton

    2011-01-01

    This research seeks to identify job characteristics and workplace policies conducive to the job success of individuals with bipolar disorder, and to examine the interactions between employers and bipolar employees regarding requested workplace accommodations. The study population consists of 39 adults who were in outpatient care and diagnosed with bipolar I or II disorder. Each participant completed a mail-in questionnaire regarding workplace characteristics that would enhance job performance. Primary beneficial work characteristics reported are schedule flexibility, autonomy, and supervisor willingness to provide accommodations. Specific helpful characteristics noted by participants include allowances for working at home, leaves of absence, frequent breaks, barriers between work spaces, control over goal-setting, creativity, and avoidance of jobs with pace set by machinery. Twelve of the 26 workers requested workplace changes, and of the 12 requests, 10 were implemented. Incidents of employer bias were reported. The experiences of the survey participants regarding beneficial workplace accommodations may help to improve the productivity and well-being of other individuals with bipolar disorder.

  4. 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.

  5. 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...

  6. 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.

  7. 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.

  8. Workplace Innovation: Theory, Research and Practice

    NARCIS (Netherlands)

    Oeij, P.R.A.; Rus, D.; Pot, F.D.

    2017-01-01

    This book focuses on workplace innovation, which is a key element in ensuring that organizations and the people within them can adapt to and engage in healthy, sustainable change. It features a collection of multi-level, multi-disciplinary contributions that combine theory, research and practical

  9. 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.

  10. 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...

  11. NRC drug-free workplace plan. Revision 1

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1997-11-01

    On September 15, 1986, President Reagan signed Executive Order 12564, establishing the goal of a Drug-Free Federal Workplace. The Order made it a condition of employment that all Federal employees refrain from using illegal drugs on or off duty. On July 11, 1987, Congress passed legislation affecting implementation of the Executive Order under Section 503 of the Supplemental Appropriations Act of 1987, Public Law 100-71 (the Act). The Nuclear Regulatory Commission first issued the NRC Drug Testing Plan to set forth objectives, policies, procedures, and implementation guidelines to achieve a drug-free Federal workplace, consistent with the Executive Order and Section 503 of the Act. Revision 1, titled, ``NRC Drug-Free Workplace Plan,`` supersedes the previous version and its supplements and incorporates changes to reflect current guidance from the Department of Justice, the Department of Health and Human Services, as well as other guidance.

  12. NRC drug-free workplace plan. Revision 1

    International Nuclear Information System (INIS)

    1997-11-01

    On September 15, 1986, President Reagan signed Executive Order 12564, establishing the goal of a Drug-Free Federal Workplace. The Order made it a condition of employment that all Federal employees refrain from using illegal drugs on or off duty. On July 11, 1987, Congress passed legislation affecting implementation of the Executive Order under Section 503 of the Supplemental Appropriations Act of 1987, Public Law 100-71 (the Act). The Nuclear Regulatory Commission first issued the NRC Drug Testing Plan to set forth objectives, policies, procedures, and implementation guidelines to achieve a drug-free Federal workplace, consistent with the Executive Order and Section 503 of the Act. Revision 1, titled, ''NRC Drug-Free Workplace Plan,'' supersedes the previous version and its supplements and incorporates changes to reflect current guidance from the Department of Justice, the Department of Health and Human Services, as well as other guidance

  13. 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

  14. "If You Don't Do Parking Management .. Forget Your Behaviour Change, It's Not Going to Work.": Health and Transport Practitioner Perspectives on Workplace Active Travel Promotion.

    Directory of Open Access Journals (Sweden)

    Nick Petrunoff

    Full Text Available After having conducted two studies of the effectiveness of workplace travel plans for promoting active travel, we investigated health and transport practitioners' perspectives on implementing workplace travel plans to share some of the lessons learnt. The objectives of this study were to describe perceived elements of effective workplace travel plans, barriers and enablers to workplace travel planning, their experiences of working with the other profession on travel plan implementation, their recommendations for workplace travel planning, and also to explore similarities and differences in transport and health practitioner perspectives.Fourteen health and ten transport practitioners who had prior involvement in workplace travel plan programs were purposefully selected from workplaces in Australia. We conducted 20 in-depth interviews since data saturation had been reached at this point, and data were subject to framework analysis.Perceived essential elements of effective workplace travel plans included parking management; leadership, organisational commitment and governance; skills and other resources like a dedicated travel plan coordinator; and, pre-conditions including supportive transport infrastructure in the surrounds. Recommendations for promoting travel plans included supportive government policy, focusing on business benefits and working at different scales of implementation (e.g. single large worksites and business precincts. Health and transport practitioner perspectives differed, with transport practitioners believing that parking management is the key action for managing travel demand at a worksite.Health practitioners implementing travel plans may require training including concepts of travel demand management, and support from transport planners on parking management strategies. Promoting an understanding of the shared travel behaviour change skills of transport and health practitioners may assist further collaboration. For take

  15. "If You Don't Do Parking Management .. Forget Your Behaviour Change, It's Not Going to Work.": Health and Transport Practitioner Perspectives on Workplace Active Travel Promotion.

    Science.gov (United States)

    Petrunoff, Nick; Rissel, Chris; Wen, Li Ming

    2017-01-01

    After having conducted two studies of the effectiveness of workplace travel plans for promoting active travel, we investigated health and transport practitioners' perspectives on implementing workplace travel plans to share some of the lessons learnt. The objectives of this study were to describe perceived elements of effective workplace travel plans, barriers and enablers to workplace travel planning, their experiences of working with the other profession on travel plan implementation, their recommendations for workplace travel planning, and also to explore similarities and differences in transport and health practitioner perspectives. Fourteen health and ten transport practitioners who had prior involvement in workplace travel plan programs were purposefully selected from workplaces in Australia. We conducted 20 in-depth interviews since data saturation had been reached at this point, and data were subject to framework analysis. Perceived essential elements of effective workplace travel plans included parking management; leadership, organisational commitment and governance; skills and other resources like a dedicated travel plan coordinator; and, pre-conditions including supportive transport infrastructure in the surrounds. Recommendations for promoting travel plans included supportive government policy, focusing on business benefits and working at different scales of implementation (e.g. single large worksites and business precincts). Health and transport practitioner perspectives differed, with transport practitioners believing that parking management is the key action for managing travel demand at a worksite. Health practitioners implementing travel plans may require training including concepts of travel demand management, and support from transport planners on parking management strategies. Promoting an understanding of the shared travel behaviour change skills of transport and health practitioners may assist further collaboration. For take-up by

  16. Alkyl Radicals as Hydrogen Bond Acceptors: Computational Evidence

    DEFF Research Database (Denmark)

    Hammerum, Steen

    2009-01-01

    Spectroscopic, energetic and structural information obtained by DFT and G3-type computational studies demonstrates that charged proton donors can form moderately strong hydrogen bonds to simple alkyl radicals. The presence of these bonds stabilizes the adducts and modifies their structure......, and gives rise to pronounced shifts of IR stretching frequencies and to increased absorption intensities. The hydrogen bond acceptor properties of alkyl radicals equal those of many conventional acceptors, e.g., the bond length changes and IR red-shifts suggest that tert-butyl radicals are slightly better...... acceptors than formaldehyde molecules, while propyl radicals are as good as H2O. The hydrogen bond strength appears to depend on the proton affinity of the proton donor and on the ionization energy of the acceptor alkyl radical, not on the donor-acceptor proton affinity difference, reflecting...

  17. 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.

  18. Hydroxyl-radical-induced oxidation of cyclic dipeptides: Reactions of free peptide radicals and their peroxyl radicals

    International Nuclear Information System (INIS)

    Mieden, O.J.

    1989-01-01

    In the course of this study investigations were carried out into the reactions of hydroxyl radicals and hydrogen atoms with cyclic dipeptides as well as the subsequent reactions of peptide radicals and their peroxyl radicals in aqueous solution. The radiolysis products formed in the absence and presence of oxygen or transient metal complexes were characterized and determined on a quantitative basis. The linking of information from product analyses to the kinetic data for transient species obtained by time-resolving UV/VIS and conductivity measurements (pulse radiolysis) as well as computer-assisted simulations of individual events during the reaction permitted an evaluation of the mechanisms underlying the various processes and an identification of interim products with short life-times, which did or did not belong to the group of radicals. Through the characterization of key reactions of radicals and peroxyl radicals of this substance class a major advance has been made towards a better understanding of the role of radicals in the peptide compound and the mechanisms involved in indirect radiation effects on long-chain peptides and proteins. (orig.) [de

  19. Penile rehabilitation after radical prostatectomy

    DEFF Research Database (Denmark)

    Fode, Mikkel; Ohl, Dana A; Ralph, David

    2013-01-01

    The pathophysiology of erectile dysfunction after radical prostatectomy (RP) is believed to include neuropraxia, which leads to temporarily reduced oxygenation and subsequent structural changes in penile tissue. This results in veno-occlusive dysfunction, therefore, penile rehabilitation programmes...

  20. A radical approach to radical innovation

    NARCIS (Netherlands)

    D. Deichmann (Dirk); J.C.M. van den Ende (Jan)

    2014-01-01

    textabstractInnovation pays. Amazon, Apple, Facebook, Google – nearly every one of today’s most successful companies has a talent for developing radical new ideas. But how best to encourage radical initiative taking from employees, and does their previous success or failure at it play a role?

  1. Studies of initial stage in coal liquefaction. 4. Radical formation and structural change with thermal decomposition of coal; Ekika hanno no shoki katei ni kansuru kenkyu. 4. Netsubunkai ni tomonau radical seisei kyodo to kozo henka

    Energy Technology Data Exchange (ETDEWEB)

    Kanaji, M.; Kaneko, T.; Shimasaki, K. [Nippon Brown Coal Liquefaction Co. Ltd., Tokyo (Japan); Kumagai, H.; Chiba, T. [Hokkaido University, Sapporo (Japan). Center for Advanced Research of Energy Technology

    1996-10-28

    In relation to coal liquefaction reaction, the effect of the coexistence of transferable hydrogen (TH) from process solvent on reduction of radical concentration and the effect of pre-heat treatment on average structure of coals were studied. In experiment, change in radical concentration with temperature rise was measured using the system composed of Yallourn coal and process solvent. The results are as follows. Process solvent with a wide boiling point range of 180-420{degree}C is effective in suppressing an increase in radical concentration even at higher temperature. The effect of hydrogen-donating solvent increases with TH. It was also suggested that high-boiling point constituents in solvent stabilize radicals even over 400{degree}C by vapor phase hydrogenation. The experimental results of pre-heat treatment are as follows. Although the conversion improvement effect of TH is equivalent to that of the model solvent, TH tends to produce soluble products with smaller ring numbers. It was thus suggested that pre-heat treatment in process solvent is effective to inhibit retrogressive reactions. 6 refs., 5 figs., 1 tab.

  2. Radicalization In Pakistan And The Spread Of Radical Islam In Pakistan

    Directory of Open Access Journals (Sweden)

    Bahir ahmad

    2015-08-01

    Full Text Available ABSTRACT It is pertinent to mention that radicalism is not intrinsic to Islam and radical interpretations of the religion or for that matter may occur within any way of life and religion Saikal 2003 and yet the question remains as to why Muslims in certain geographical regions have more radical approaches towards their religion and also that what are the causes of such radicalization. Becoming a radical Muslim is not even a matter of a day nor is it a sudden process. There are several reasons behind making a person radical peaceful angry smiling or tolerant. For knowing the reason behind radicalization or radicals persons one has to understand the causes. Tracing these causes is one of the ways to eliminate such behavior. The first step in the elimination of the radical sentiments in a person is to develop peace in his personality Fair Malhotra amp Shapiro 2010. The chapter which has been addressed here is going to shed light on the roots and symptoms of the radicalism. There will be a brief discussion on how the roots of radicalism can be traced and can be eliminated. The assessment and discussion will be conducted on the parameters of the economy media politics and theology from social cultural point of view. According to the analysis of Ahrari 2000 political factor is one of the major and direct factors which have resulted in causing of the radicalism. These factors however intertwine with one another. Radical actions cannot take place only because of the political factors.

  3. Allylthioketone Mediated Free Radical Polymerization of Methacrylates

    Directory of Open Access Journals (Sweden)

    Feng Zhong

    2017-11-01

    Full Text Available By combination of high trapping free radical efficiency of the thioketone and resonance of the allylic radical, a new type of mediating agent, 1,3,3-triphenylprop-2-ene-1-thione (TPPT has been successfully synthesized, and then is used to study controlled free radical polymerization of methacrylates. Very stable TPPT radicals at the end of poly(methyl methacrylate (PMMA are detected in the polymerization of MMA using TPPT and AIBN as the control agent and initiator. The MALDI-TOF MS spectra are used to identify terminal groups of the resultant poly(glycidyl methacrylate (PGMA, and major component of the obtained polymer has the structure, (CH32(CNC-PGMA-C7H9O3. Chain extension reaction tests ascertain formation of the dead polymers during the polymer storage and purification process of the polymers. Owing to very slow fragmentation reaction of the TPPT-terminated polymethacrylate radical and addition reaction of this radical with a primary radical, the growing chain radicals are difficult to be regenerated, leading to an unobvious change of the molecular weight with monomer conversion. The molecular weights of polymers can be controlled by the ratios of monomer/initiator and TPPT/initiator. However, the first order kinetics of the polymerization and the polymers with narrow polydispersity are obtained, and these phenomena are discussed. This study provides useful information on how to design a better controlling agent.

  4. Carbonate radical anion-induced electron transfer in bovine serum albumin

    Energy Technology Data Exchange (ETDEWEB)

    Joshi, Ravi [Chemistry Group, Bhabha Atomic Research Centre, Mumbai 400 085 (India)]. E-mail: rjudrin@yahoo.com; Mukherjee, T. [Chemistry Group, Bhabha Atomic Research Centre, Mumbai 400 085 (India)

    2006-07-15

    Reaction of native and thermally denatured bovine serum albumin (BSA) with carbonate radical anion (CO{sub 3}{sup -} radical) has been studied using pulse radiolysis technique. Scavenging of CO{sub 3}{sup -} radical by native BSA and consequent electron transfer from tyrosine to tryptophan radical has been observed to occur with almost same rate constant (k{approx}1.7x10{sup 8} dm{sup 3} mol{sup -1} s{sup -1}) at pH 8.8. Effect of structural changes, due to thermal denaturation, on scavenging of CO{sub 3}{sup -} radical and the electron transfer process have been studied and discussed in this paper.

  5. 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...

  6. Genders at Work: Exploring the Role of Workplace Equality in Preventing Men's Violence Against Women

    OpenAIRE

    Holmes, Scott; Flood, Michael

    2013-01-01

    This report examines the role of workplaces, and men in workplaces in particular, in preventing men's violence against women. The report begins by noting that men's violence against women is a widespread social problem which requires urgent action. It highlights the need for preventative measures oriented to changing the social and structural conditions at the root of this violence, including through settings such as workplaces. Men's violence against women is a workplace issue. As well as be...

  7. 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

  8. [Professional outcomes and psychological health after workplace bullying: an exploratory follow-up study].

    Science.gov (United States)

    Fiabane, Elena; Flachi, Daniela; Giorgi, Ines; Crepaldi, Ilaria; Candura, Stefano M; Mazzacane, Fulvio; Argentero, Piergiorgio

    2015-07-08

    The literature shows that workplace bullying can lead to negative consequences for both individuals' health and professional outcomes. Most of these studies used cross-sectional designs and self-report questionnaires and further research is needed in order to explore long-term effects of workplace bullying. This follow-up study aimed to explore professional and psychological outcomes in a sample of subjects who required a specialized and multidisciplinary assessment for psychological problems related, in their opinion, to workplace bullying. The sample includes 71 patients with a baseline diagnosis of work-related psychological disorder who were assessed at follow-up by means of a structured telephone interview. The interview included structured questions about professional career developments and psycho-somatic health, and administration of the General Health Questionnaire-12. 62.0% of the participants were currently working and, of these, 59.1% had changed workplace after experiencing mobbing. Patients who changed workplace scored significantly higher on job satisfaction levels (p<0.01) and showed lower levels of social dysfunction (p<0.01) compared to those who did not change their job. Patients with a baseline diagnosis of Adjustment disorder/Post-Traumatic Stress disorder had higher levels of general dysphoria (p<0.04) and social dysfunction (p<0.01) at follow-up than other patients. These findings  stress the importance of an accurate diagnostic assessment of mobbing-related psychopathological disorder. Victims of workplace bullying require early and continuous psychological support in order to promote their psychological well-being and work reinstatement.

  9. Raising Employee Engagement through Workplace Financial Education

    Science.gov (United States)

    Vitt, Lois A.

    2014-01-01

    This chapter discusses shifts in hiring and benefits that changed the employment landscape, offering a historical look at workplace financial education, and arguing that educating employees to adjust to new financial realities is a win-win for employers and employees.

  10. 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

  11. Changes in Physical Activity Behaviour and Health Risk Factors Following a Randomised Controlled Pilot Workplace Exercise Intervention

    Directory of Open Access Journals (Sweden)

    Naomi Burn

    2017-05-01

    Full Text Available Background: Declining physical activity (PA and associated health risk factors are well established. Workplace strategies to increase PA may be beneficial to ameliorate extensive sedentary behavior. This study assessed the effectiveness of two PA interventions in workplace settings. Methods: Interventions were conducted over 40 days targeting insufficiently active (<150 min/wk PA and/or obese (BMI ≥ 30 kg/m2 adults; participants were randomly allocated to instructor-led exercise sessions either after-work (n = 25 or in-work (n = 23 with a 60 minPA/day common goal, or a wait-listed control group (n = 23. The programme commenced with low-moderate physical activities and progressed to high intensity game style activities by week six. Adherence and compliance were determined using both objective measures of daily PA time from HR monitors and self-report responses to PA questionnaires. Cardiovascular and metabolic risk factors were measured pre- and post-intervention. Changes across the study were analysed using Chi square and repeat-measures ANOVA. Results: Adherence rates (completed pre and post-testing were not different between groups (76.0 vs 65.2%. Compliance for the instructor-led sessions was higher for the after-work group (70.4% vs 26.4%, respectively. Increased total PA and aerobic fitness, and decreased weight in both intervention groups were found relative to controls. The after-work group undertook more vigorous PA, and had greater weight loss and fasting blood glucose improvement, relative to in-work participants and controls. Conclusions: These workplace interventions resulted in rapid and dramatic increases in PA behaviour and important health benefits. Short, in-work PA sessions were less efficacious than longer after-work sessions.

  12. Human semen assays for workplace monitoring

    International Nuclear Information System (INIS)

    Wyrobek, A.J.; Gledhill, B.L.

    1978-01-01

    Decades of human semen studies have yielded compelling evidence that sperm can be used to access reproductive potential and diagnose pathology. With these studies as background, the small number of detailed semen studies of men exposed to physical and chemical agents point with optimism to the application of human semen assays as efficient, effective means to monitor for reproductive hazards in the workplace. Sperm are the most accessible of human gonadal tissue and provide a means of monitoring exposure induced changes in the human testes, changes which may result in infertility and increased frequencies of genetically abnormal gametes. The focus on semen has precipitated the development of new sperm bioassays which use older conventional andrological methods (i.e., sperm counts, motility, and morphology) as well as recently developed high speed flow and scanning methods for automated cytological analyses. The status of these sperm assays for workplace surveillance is reviewed, procedures are suggested with examples of use, and their effectiveness is evaluated. The available mouse models of induced semen changes are briefly described and the importance of these models for evaluating the genetic implications of findings in human semen is discussed

  13. [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.

  14. 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.

  15. Psychopathology according to behaviorism: a radical restatement.

    Science.gov (United States)

    Pérez-Alvarez, Marino

    2004-11-01

    This article is a radical restatement of the predominant psychopathology, which is characterized by nosological systems and by its approach towards a neurobiological conception of the so-called mental disorders. The "radical" sense of this restatement is that of radical behaviorism itself. As readers will recall, "radical" applied to behaviorism means total (not ignoring anything that interests psychology), pragmatic (referring to the practical sense of knowledge), and it also derives from the Latin word for "root" (and thus implies change beginning at a system's roots or getting to the root of things, in this case, of psychological disorders). Based on this, I introduce the Aristotelian distinction of material and form, which, besides being behaviorist avant la lettre, is used here as a critical instrument to unmask the hoax of psychopathology as it is presented. The implications of this restatement are discussed, some of them already prepared for clinical practice.

  16. Projections for Our Changing Workplace and Work Force: Implications for Business Educators.

    Science.gov (United States)

    Olivas, Louis

    1981-01-01

    Discusses issues that will have significance for business educators in the coming decade. These include increased government regulation, productivity, improved sophisticated technology, the workplace, women, the economy, research and development, the individual, privacy and rights, and the intellectual life. (CT)

  17. Role of free radicals in radiation chemical aging

    Energy Technology Data Exchange (ETDEWEB)

    Greenstock, C L

    1986-01-01

    Ionizing radiation initiates chemical changes in DNA, phospholipid membranes and other critical cell targets, that, if allowed to accumulate unrepaired, may lead to aging and other chronic effects. The chemical effects are free radical mediated, the principal damaging species being radical OH and to a lesser extent O2-anion radical and the molecular product H/sub 2/O/sub 2/. Many compounds can act in combination with ionizing radiation, to amplify the potential oxidative stress. Chemicals, ultra-violet light, lipid peroxides and their breakdown products may increase the extent of acute and chronic radiobiological effects.

  18. Building workplace social capital: A longitudinal study of student nurses' clinical placement experiences.

    Science.gov (United States)

    Materne, Michelle; Henderson, Amanda; Eaton, Emma

    2017-09-01

    Quality clinical placement experiences have been associated with nurses' workplace social capital. Social capital is broadly understood as the social organisation of trust, norms and networks that benefit society. Building social capital in the workplace may benefit experiences of staff and students. The aim of this study was to assess the impact of building workplace social capital on student nurse perceptions of clinical learning experiences. A quality improvement process was measured through repeated student surveys. First, second, third year students (n = 1176) from three universities completed a validated Student Clinical Learning Culture Survey (SCLCS) following their placement, at the commencement of quality improvement initiatives and five years later. The SCLCS measured students' perceptions of social affiliation, their motivation, satisfaction and dissatisfaction with clinical contexts. The first year of systematic changes focused on increasing student numbers along with improving communication, trust and knowledge sharing, antecedents to workplace social capital. No change was evident after the first year. Six years after commencement of building workplace social capital differences across all subscales, except dissatisfaction, were significant (p social capital that enhances student placement experiences. Copyright © 2017 Elsevier Ltd. All rights reserved.

  19. Managing Workplace Conflict in the School Environment ...

    African Journals Online (AJOL)

    Managing Workplace Conflict in the School Environment: Challenges, ... Annals of Humanities and Development Studies ... in a working environment, differences in opinion, attitudes and beliefs are bound to ... Conflict, if constructively handled, can be very helpful in making necessary changes within the work environment.

  20. Manipulating radicals: Using cobalt to steer radical reactions

    OpenAIRE

    Chirilă, A.

    2017-01-01

    This thesis describes research aimed at understanding and exploiting metallo-radical reactivity and explores reactions mediated by square planar, low-spin cobalt(II) complexes. A primary goal was to uncover novel reactivity of discrete cobalt(III)-bound carbene radicals generated upon reaction of the cobalt(II) catalysts with carbene precursors. Another important goal was to replace cobalt(II)-porphyrin catalysts with cheaper and easier to prepare metallo-radical analogues. Therefore the cata...

  1. 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.

  2. 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.

  3. Is there any change in pelvic floor electromyography during the first 6 months after radical retropubic prostatectomy?

    Science.gov (United States)

    Hacad, Claudia R; Glazer, Howard I; Zambon, João Paulo C; Burti, Juliana S; Almeida, Fernando G

    2015-03-01

    The aim of this study is to determine electromyographic pelvic floor muscles activity during the first 6 months post RRP and its relationship to urinary continence. Thirty-eight men (mean age of 63.1 ± 5.7 year) with prostate cancer scheduled for open radical retropubic prostatectomy were evaluated. pelvic radiotherapy, systemic or neurologic diseases, pre-operative International Prostate Symptoms Score (IPSS) >7 and OABq ≥8. Surface electromyography (sEMG) evaluation, IPSS, Urinary Distress Inventory, Incontinence Impact Questionnaire, and Overactive Bladder Questionnaire-short form were applied before and at 1, 3, and 6 months after RRP. Six months after surgery, 18 men (47.4 %) presented urinary leakage. The sEMG evaluations within the first 6 months presented changes in fast contraction amplitude (p = 0.006), rest amplitude after fast contraction (p = 0.04), 10 s sustained contraction mean amplitude (p = 0.024) and final rest amplitude (p = 0.011). We observed that continent and incontinent patients as a group presented electromyographic changes during the first 6 months after radical prostatectomy that could be justified by the denervation/reinnervation of the external urethral sphincter. This finding is consistent with the adaptation of the pelvic floor musculature to the new urethral sphincter condition following surgery.

  4. Free radical inactivation of trypsin

    International Nuclear Information System (INIS)

    Cudina, Ivana; Jovanovic, S.V.

    1988-01-01

    Reactivities of free radical oxidants, radical OH, Br2-anion radical and Cl 3 COO radical and a reductant, CO2-anion radical, with trypsin and reactive protein components were determined by pulse radiolysis of aqueous solutions at pH 7, 20 0 C. Highly reactive free radicals, radical OH, Br2-anion radical and CO2-anion radical, react with trypsin at diffusion controlled rates. Moderately reactive trichloroperoxy radical, k(Cl 3 COO radical + trypsin) preferentially oxidizes histidine residues. The efficiency of inactivation of trypsin by free radicals is inversely proportional to their reactivity. The yields of inactivation of trypsin by radical OH, Br2-anion radical and CO2-anion radical are low, G(inactivation) = 0.6-0.8, which corresponds to ∼ 10% of the initially produced radicals. In contrast, Cl 3 COO radical inactivates trypsin with ∼ 50% efficiency, i.e. G(inactivation) = 3.2. (author)

  5. Learning in the workplace: the role of Nurse Managers.

    Science.gov (United States)

    Yen, Margaret; Trede, Franziska; Patterson, Carmel

    2016-06-01

    Objective This research explores Nurse Managers' (NMs') influence on workplace learning. The facilitation of staff learning has implications for the role of NMs, who are responsible for the quality and safety of patient care. However, this aspect of their work is implicit and there is limited research in the area. Methods This paper discusses the findings from one hospital as part of a broader philosophical hermeneutic study conducted in two public hospitals over a 20-month timeframe. NMs participated in interviews, a period of observation, follow-up interviews and a focus group. Transcribed data was thematically analysed. Eraut's 'Two triangle theory of workplace learning' was used to interpret participants' accounts of how they facilitated workplace learning. Findings The analysis found that NMs worked to positively influence staff performance through learning in three domains: orientating new staff, assessing staff performance and managing underperformance. Conclusions This study purports that NMs influence workplace learning in ways that are seldom recognised. A more conscious understanding of the impact of their role can enable NMs to more purposefully influence workplace learning. Such understanding also has implications for the professional preparation of NMs for their role in the context of workplace learning, facilitating learning for change and enabling the advancement of quality and safety in healthcare. What is known about the topic? Studies exploring the influence of Nurse Managers in workplace learning have been limited to their role in the facilitation of formal learning. There is a paucity of research that examines their role in influencing informal learning. What does this paper add? The findings of this study draw on Eraut's 'Two triangle theory of workplace learning' to further define the interdependent relationship between management and educational practices. What are the implications for practitioners? NMs' awareness and deliberate use of

  6. Excimer laser corneal surgery and free oxygen radicals.

    Science.gov (United States)

    Bilgihan, K; Bilgihan, A; Akata, F; Hasanreisoğlu, B; Türközkan, N

    1996-01-01

    Corneal photoablation with 193 nm argon fluoride excimer laser is a new technique for the treatment of refractive errors and for removing corneal opacities and irregularities. Ultraviolet radiation and thermal injury induce free radical formation in the tissues. The aim of this study was to confirm the production of free radicals by excimer laser photoablation in rabbits. The thermal changes of the posterior corneal surface were recorded during excimer laser photoablation. The lipid peroxide (LPO) levels and superoxide dismutase (SOD) activities of aqueous humour were measured after excimer laser keratectomy. The aqueous LPO levels were not changed after excimer laser ablation, but both the thermal increase in the cornea during the photoablation and the decreased aqueous SOD activities suggest that free radicals are formed in the cornea during excimer laser keratectomy, and that they may be responsible for some of the complications of excimer laser corneal surgery.

  7. The Mobile Worker in the Flexible Workplace. Trends and Issues Alert No. 10.

    Science.gov (United States)

    Brown, Bettina Lankard

    New information technologies, changing work force demographics, rising customer expectations, transnational companies, and cost pressures are altering traditional views of what constitutes a workplace and have given rise to a new trend: the mobile worker in the flexible workplace. Two factors promote acceptance of telework or telecommuting: (1)…

  8. Exploring the Theories of Radicalization

    Directory of Open Access Journals (Sweden)

    Maskaliūnaitė Asta

    2015-12-01

    Full Text Available After the London bombings in July 2005, the concern of terrorism scholars and policy makers has turned to “home-grown” terrorism and potential for political violence from within the states. “Radicalization” became a new buzz word. This article follows a number of reviews of the literature on radicalization and offers another angle for looking at this research. First, it discusses the term “radicalization” and suggests the use of the following definition of radicalization as a process by which a person adopts belief systems which justify the use of violence to effect social change and comes to actively support as well as employ violent means for political purposes. Next, it proposes to see the theories of radicalization focusing on the individual and the two dimensions of his/her motivation: whether that motivation is internal or external and whether it is due to personal choice or either internal (due to some psychological traits or external compulsion. Though not all theories fall neatly within these categories, they make it possible to make comparisons of contributions from a variety of different areas thus reflecting on the interdisciplinary nature of the study of terrorism in general and radicalization as a part of it.

  9. 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.

  10. Persuasiveness, Personalization & Productive Workplace Practices with IT-Knowledge Artefacts

    DEFF Research Database (Denmark)

    Fischer, Louise Harder; Pries-Heje, Lene

    2016-01-01

    work. We see a possible way forward for improving workplace practices with IT-knowledge artefact based applications, by combining new insight of how different personality traits prefer different knowledge sharing processes with new insight on personalizing persuasive technology. We explore new research......The workplace is getting increasingly globalized, virtualized and networked. At the same time, work itself has become discrete, autonomous and complex. In a fast changing world, the individual knowledge worker and his interactions becomes the new locus of value creation. Management promote...

  11. Radicals of DNA and DNA nucleotides generated by ionising radiation

    International Nuclear Information System (INIS)

    Przybytniak, G.

    2004-01-01

    A first stage of cell processes leading to DNA damage of initiated by radical reactions. In a model system such transformations were generated by ionising radiation which involves production of electron loss and electron gain centers of the substrate and radical formation. Using cryogenic ESR spectroscopy it was found that the DNA nucleotides, which convert to radical anions upon electron capture undergo the separation of unpaired spin and charge due to protonation. Circular and linear dichroism studies enabled to conclude that iron ions(III) induce strong changes in the DNA helical structure indicating their coordination with nitrogen bases. The repair of DNA radicals produced via radiolytic oxidation, i.e. the guanine radical cation and the allyl type radical of thymine, is possible at elevated temperatures due to the involvement of sulphydryl groups. The influence of the thiol charge is then limited

  12. Aims, assessments and workplace needs

    Science.gov (United States)

    Black, Paul

    1997-03-01

    This paper attempts to consider the aims that undergraduate physics degree courses actually reflect and serve in the light of the employment patterns of graduates and of the expressed needs of employers. Calling on evidence mainly from the UK, it reviews analyses of what degree examinations actually test, and goes on to quote criticisms of their courses and radical proposals to change them adopted by the senior physics professors in the UK. The discussion is then broadened by discussion of evidence, about the employment of graduates and about the priorities that some industrialists now give in the qualities that they look for when recruiting new graduates. The evidence leads to a view that radical changes are needed, both in courses and examinations, and that there is a need for university departments to work more closely with employers in re-formulating the aims and priorities in their teaching.

  13. New insights into the aquatic photochemistry of fluoroquinolone antibiotics: Direct photodegradation, hydroxyl-radical oxidation, and antibacterial activity changes.

    Science.gov (United States)

    Ge, Linke; Na, Guangshui; Zhang, Siyu; Li, Kai; Zhang, Peng; Ren, Honglei; Yao, Ziwei

    2015-09-15

    The ubiquity and photoreactivity of fluoroquinolone antibiotics (FQs) in surface waters urge new insights into their aqueous photochemical behavior. This study concerns the photochemistry of 6 FQs: ciprofloxacin, danofloxacin, levofloxacin, sarafloxacin, difloxacin and enrofloxacin. Methods were developed to calculate their solar direct photodegradation half-lives (td,E) and hydroxyl-radical oxidation half-lives (tOH,E) in sunlit surface waters. The td,E values range from 0.56 min to 28.8 min at 45° N latitude, whereas tOH,E ranges from 3.24h to 33.6h, suggesting that most FQs tend to undergo fast direct photolysis rather than hydroxyl-radical oxidation in surface waters. However, a case study for levofloxacin and sarafloxacin indicated that the hydroxyl-radical oxidation induced risky photochlorination and resulted in multi-degradation pathways, such as piperazinyl hydroxylation and clearage. Changes in the antibacterial activity of FQs caused by photodegradation in various waters were further examined using Escherichia coli, and it was found that the activity evolution depended on primary photodegradation pathways and products. Primary intermediates with intact FQ nuclei retained significant antibacterial activity. These results are important for assessing the fate and risk of FQs in surface waters. Copyright © 2015. Published by Elsevier B.V.

  14. 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...

  15. X-band ESR study on evaluation of radicals induced in pasteurized pepper

    International Nuclear Information System (INIS)

    Matsuura, Masaaki; Ogawa, Satoko; Ukai, Mitsuko; Oowada, Shigeru

    2007-01-01

    The radical properties of pasteurized pepper were investigated by means of X-band ESR spectroscopy. Pasteurization process was done by irradiation or steam. There were three radicals in the specimens before and after pasteurization. Upon irradiation a new radical was found. ESR peak intensity of specimen before and after parturition with steam was almost same level. Peak intensity of radiated pepper showed almost 4 times as compare with that of non treated pepper. Radical activity of the specimens after pasteurization showed almost same value. We concluded that radicals were induced by irradiation. But the radical activity was not changed before and after pasteurization. (author)

  16. Implications of applying cumulative risk assessment to the workplace.

    Science.gov (United States)

    Fox, Mary A; Spicer, Kristen; Chosewood, L Casey; Susi, Pam; Johns, Douglas O; Dotson, G Scott

    2018-06-01

    Multiple changes are influencing work, workplaces and workers in the US including shifts in the main types of work and the rise of the 'gig' economy. Work and workplace changes have coincided with a decline in unions and associated advocacy for improved safety and health conditions. Risk assessment has been the primary method to inform occupational and environmental health policy and management for many types of hazards. Although often focused on one hazard at a time, risk assessment frameworks and methods have advanced toward cumulative risk assessment recognizing that exposure to a single chemical or non-chemical stressor rarely occurs in isolation. We explore how applying cumulative risk approaches may change the roles of workers and employers as they pursue improved health and safety and elucidate some of the challenges and opportunities that might arise. Application of cumulative risk assessment should result in better understanding of complex exposures and health risks with the potential to inform more effective controls and improved safety and health risk management overall. Roles and responsibilities of both employers and workers are anticipated to change with potential for a greater burden of responsibility on workers to address risk factors both inside and outside the workplace that affect health at work. A range of policies, guidance and training have helped develop cumulative risk assessment for the environmental health field and similar approaches are available to foster the practice in occupational safety and health. Copyright © 2018 Elsevier Ltd. All rights reserved.

  17. 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.

  18. The Impact of Activity Based Working (ABW) on Workplace Activity, Eating Behaviours, Productivity, and Satisfaction.

    Science.gov (United States)

    Arundell, Lauren; Sudholz, Bronwyn; Teychenne, Megan; Salmon, Jo; Hayward, Brooke; Healy, Genevieve N; Timperio, Anna

    2018-05-17

    The redesign of the physical workplace according to activity-based working (ABW) principles has potential to influence employee health and workplace outcomes. This natural experiment examined changes in accelerometer-derived workplace activity, self-reported eating behaviours, productivity, workplace satisfaction before (March to November 2014) and six to nine months after moving to an ABW workplace compared to a comparison workplace ( n = 146 at baseline (56% ABW, aged 40.1 ± 8.5 years, 72% female). Interviews were also conducted with 21 ABW participants. Between- and within-group differences were examined and mixed model analysis examined intervention effects over time. Effect sizes were calculated on change scores (Cohen's d ). Although not statistically significant, ABW participants had meaningful improvements in workday sedentary time, light-, and moderate-to-vigorous intensity physical activity, job satisfaction and relationship with co-workers ( d = 0.379⁻0.577), and small declines in productivity ( d = 0.278). There were significant, meaningful, and beneficial intervention effects on perceived organisational support for being active in the workplace, frequency of eating lunch with colleagues, and satisfaction with the physical environment in ABW compared to comparison participants ( d = 0.501⁻0.839). Qualitative data suggested that ABW employees associated ABW with greater opportunities for movement and collaboration, but had mixed views on the impact on productivity. Future research with larger samples and over longer follow-up periods is warranted.

  19. Conversion of alkyl radicals to allyl radicals in irradiated single crystal mats of polyethylene

    International Nuclear Information System (INIS)

    Fujimura, T.; Hayakawa, N.; Kuriyama, I.

    1978-01-01

    The decay of alkyl radicals, the conversion of alkyl radicals to allyl radicals and the trapping of allyl radicals in irradiated single crystal mats of polyethylene have been studied by electron spin resonance (e.s.r.). It has been suggested that in the crystal core alkyl radicals react with trans-vinylene double bonds and are converted into trans-vinylene allyl radicals; at the crystal surface, alkyl radicals react with vinyl end groups and are converted into allyl radicals with vinyl end groups. The decay of radical pairs and the formation of trans-vinylene double bonds are discussed. (author)

  20. Workplace Determinants of Social Capital: Cross-Sectional and Longitudinal Evidence from a Finnish Cohort Study

    Science.gov (United States)

    Oksanen, Tuula; Kawachi, Ichiro; Kouvonen, Anne; Takao, Soshi; Suzuki, Etsuji; Virtanen, Marianna; Pentti, Jaana; Kivimäki, Mika; Vahtera, Jussi

    2013-01-01

    Objective To examine which contextual features of the workplace are associated with social capital. Methods This is a cohort study of 43,167 employees in 3090 Finnish public sector workplaces who responded to a survey of individual workplace social capital in 2000–02 (response rate 68%). We used ecometrics approach to estimate social capital of work units. Features of the workplace were work unit's demographic and employment patterns and size, obtained from employers' administrative records. We used multilevel-multinomial logistic regression models to examine cross-sectionally whether these features were associated with social capital between individuals and work units. Fixed effects models were used for longitudinal analyses in a subsample of 12,108 individuals to examine the effects of changes in workplace characteristics on changes in social capital between 2000 and 2004. Results After adjustment for individual characteristics, an increase in work unit size reduced the odds of high levels of individual workplace social capital (odds ratio 0.94, 95% confidence interval 0.91–0.98 per 30-person-year increase). A 20% increase in the proportion of manual and male employees reduced the odds of high levels of social capital by 8% and 23%, respectively. A 30% increase in temporary employees and a 20% increase in employee turnover were associated with 11% (95% confidence interval 1.04–1.17) and 24% (95% confidence interval 1.18–1.30) higher odds of having high levels of social capital respectively). Results from fixed effects models within individuals, adjusted for time-varying covariates, and from social capital of the work units yielded consistent results. Conclusions These findings suggest that workplace social capital is contextually patterned. Workplace demographic and employment patterns as well as the size of the work unit are important in understanding variations in workplace social capital between individuals and workplaces. PMID:23776555

  1. Workplace determinants of social capital: cross-sectional and longitudinal evidence from a Finnish cohort study.

    Directory of Open Access Journals (Sweden)

    Tuula Oksanen

    Full Text Available OBJECTIVE: To examine which contextual features of the workplace are associated with social capital. METHODS: This is a cohort study of 43,167 employees in 3090 Finnish public sector workplaces who responded to a survey of individual workplace social capital in 2000-02 (response rate 68%. We used ecometrics approach to estimate social capital of work units. Features of the workplace were work unit's demographic and employment patterns and size, obtained from employers' administrative records. We used multilevel-multinomial logistic regression models to examine cross-sectionally whether these features were associated with social capital between individuals and work units. Fixed effects models were used for longitudinal analyses in a subsample of 12,108 individuals to examine the effects of changes in workplace characteristics on changes in social capital between 2000 and 2004. RESULTS: After adjustment for individual characteristics, an increase in work unit size reduced the odds of high levels of individual workplace social capital (odds ratio 0.94, 95% confidence interval 0.91-0.98 per 30-person-year increase. A 20% increase in the proportion of manual and male employees reduced the odds of high levels of social capital by 8% and 23%, respectively. A 30% increase in temporary employees and a 20% increase in employee turnover were associated with 11% (95% confidence interval 1.04-1.17 and 24% (95% confidence interval 1.18-1.30 higher odds of having high levels of social capital respectively. Results from fixed effects models within individuals, adjusted for time-varying covariates, and from social capital of the work units yielded consistent results. CONCLUSIONS: These findings suggest that workplace social capital is contextually patterned. Workplace demographic and employment patterns as well as the size of the work unit are important in understanding variations in workplace social capital between individuals and workplaces.

  2. 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…

  3. Screening for unhealthy lifestyle factors in the workplace.

    Science.gov (United States)

    Richmond, R; Wodak, A; Bourne, S; Heather, N

    1998-01-01

    To examine (1) the prevalence of four lifestyle behaviours among Australia Post employees and (2) employees' perceptions of the role of the workplace in promotion of lifestyle change. A cross-sectional survey using a self-administered questionnaire involved 688 employees working in Australia Post throughout metropolitan Sydney. Prevalence related to age and sex of alcohol consumption, cigarette smoking, inadequate exercise, perception of excessive weight. 36% of men and 11% of women reported drinking alcohol at levels considered hazardous or harmful; 33% of men and 25% of women reported smoking; 51% of men and 62% of women thought they were overweight; 30% of men and 39% of women did not exercise regularly. Younger respondents were more likely to report drinking hazardously or harmfully, were smokers and had multiple risk factors. A majority of respondents thought that their employer should be interested in employee's lifestyle issues, particularly excessive drinking (63%). However, few considered seeking advice from the workplace regarding smoking (16%), weight (25%) and excessive alcohol consumption (12%). These results show that many of Australia Post employees have unhealthy lifestyle behaviours. While employees perceive that the workplace has an important role in promoting healthy lifestyles among staff, few are presently willing to seek advice from the workplace regarding these issues. Promotion of healthy lifestyles in Australian workplaces is a potentially important public health advance that could reduce the incidence of diseases associated with high-risk lifestyle behaviours.

  4. 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...

  5. Hyperfine interactions of a muoniated ethyl radical in supercritical CO2

    International Nuclear Information System (INIS)

    Cormier, Philip; Taylor, Becky; Ghandi, Khashayar

    2009-01-01

    A muoniated ethyl radical was studied in supercritical carbon dioxide. The muon and the proton hyperfine coupling constants were measured over temperatures ranging from 305 to 475 K, and a density range from 0.2 to 0.7 (g cm -3 ). A decrease was found in the muon hyperfine coupling constants as a function of the density, which can be attributed to the interaction between the CO 2 molecule and the p-orbital of the ethyl radical. The changes to the α-proton and β-proton hyperfine coupling constants with density are attributed to changes in the overall geometry in the formed radical. This system was modeled using quantum calculations.

  6. Guest Editorial: Processes of Radicalization and De-Radicalization

    Directory of Open Access Journals (Sweden)

    Donatella Della Porta

    2012-05-01

    Full Text Available The study of radicalization and de-radicalization, understood as processes leading towards the increased or decreased use of political violence, is central to the question of how political violence emerges, how it can be prevented, and how it can be contained. The focus section of this issue of the International Journal of Conflict and Violence addresses radicalization and de-radicalization, seeking to develop a more comprehensive understanding of the processes, dynamics, and mechanisms involved and taking an interdisciplinary approach to overcome the fragmentation into separate disciplines and focus areas. Contributions by Pénélope Larzillière, Felix Heiduk, Bill Kissane, Hank Johnston, Christian Davenport and Cyanne Loyle, Veronique Dudouet, and Lasse Lindekilde address repressive settings, legitimacy, institutional aspects, organizational outcomes, and dynamics in Europe, Asia, Africa, and North and South America.

  7. The "halo effect" in Korea: change in practice patterns since the introduction of robot-assisted laparoscopic radical prostatectomy.

    Science.gov (United States)

    Sung, Ee-Rah; Jeong, Wooju; Park, Sung Yul; Ham, Won Sik; Choi, Young Deuk; Hong, Sung Joon; Rha, Koon Ho

    2009-03-01

    Acquisition of the da Vinci surgical system (Intuitive Surgical, Mountain View, USA) has enabled robot-assisted surgery to become an acceptable alternative to open radical prostatectomy (ORP). Implementation of robotics at a single institution in Korea induced a gradual increase in the number of performances of robot-assisted laparoscopic radical prostatectomy (RALP) to surgically treat localized prostate cancer. We analyzed the impact of robotic instrumentation on practice patterns among urologists and explain the change in value in ORP and RALP-the standard treatment and the new approach or innovation of robotic technology. The overall number of prostatectomies has increased over time because the number of RALPs has grown drastically whereas the number of OPRs did not decrease during the period of evaluation. Our experience emphasizes the potential of RALP to become the gold standard in the treatment of localized prostate cancer in various parts of the world.

  8. Metal-catalyzed living radical polymerization and radical polyaddition for precision polymer synthesis

    Energy Technology Data Exchange (ETDEWEB)

    Mizutani, M; Satoh, K [Department of Applied Chemistry, Graduate School of Engineering, Nagoya University, Furo-cho, Chikusa-ku, Nagoya 464-8603 (Japan); Kamigaito, M, E-mail: kamigait@apchem.nagoya-u.ac.j

    2009-08-01

    The metal-catalyzed radical addition reaction can be evolved into two different polymerization mechanisms, i.e.; chain- and step-growth polymerizations, while both the polymerizations are based on the same metal-catalyzed radical formation reaction. The former is a widely employed metal-catalyzed living radical polymerization or atom transfer radical polymerization of common vinyl monomers, and the latter is a novel metal-catalyzed radical polyaddition of designed monomer with an unconjugated C=C double bond and a reactive C-Cl bond in one molecule. The simultaneous ruthenium-catalyzed living radical polymerization of methyl acrylate and radical polyaddition of 3-butenyl 2-chloropropionate was achieved with Ru(Cp*)Cl(PPh{sub 3}){sub 2} to afford the controlled polymers, in which the homopolymer segments with the controlled chain length were connected by the ester linkage.

  9. Efficacy of a workplace osteoporosis prevention intervention: a cluster randomized trial

    Directory of Open Access Journals (Sweden)

    Ai May Tan

    2016-08-01

    Full Text Available Abstract Background Osteoporosis is a debilitating disease. Adequate calcium consumption and physical activity are the two major modifiable risk factors. This paper describes the major outcomes and efficacy of a workplace-based targeted behaviour change intervention to improve the dietary and physical activity behaviours of working women in sedentary occupations in Singapore. Methods A cluster-randomized design was used, comparing the efficacy of a tailored intervention to standard care. Workplaces were the units of randomization and intervention. Sixteen workplaces were recruited from a pool of 97, and randomly assigned to intervention and control arms (eight workplaces in each. Women meeting specified inclusion criteria were then recruited to participate. Workplaces in the intervention arm received three participatory workshops and organization-wide educational activities. Workplaces in the control/standard care arm received print resources. Outcome measures were calcium intake (milligrams/day and physical activity level (duration: minutes/week, measured at baseline, 4 weeks and 6 months post intervention. Adjusted cluster-level analyses were conducted comparing changes in intervention versus control groups, following intention-to-treat principles and CONSORT guidelines. Results Workplaces in the intervention group reported a significantly greater increase in calcium intake and duration of load-bearing moderate to vigorous physical activity (MVPA compared with the standard care control group. Four weeks after intervention, the difference in adjusted mean calcium intake was 343.2 mg/day (95 % CI = 337.4 to 349.0, p < .0005 and the difference in adjusted mean load-bearing MVPA was 55.6 min/week (95 % CI = 54.5 to 56.6, p < .0005. Six months post intervention, the mean differences attenuated slightly to 290.5 mg/day (95 % CI = 285.3 to 295.7, p < .0005 and 50.9 min/week (95 % CI =49.3 to 52.6, p < .0005

  10. 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.

  11. 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...

  12. Attributes Required of Graduates for the Future Workplace.

    Science.gov (United States)

    Gow, Kathryn; McDonald, Paula

    2000-01-01

    Australian employers (n=127) and postsecondary educators (n=84) rated the importance of attributes needed for workplace success. Factor analysis yielded four categories: adaptability to the changing work environment, cross-cultural competence, accountability, and business management skills. (Contains 64 references.) (SK)

  13. Climate conditions, workplace heat and occupational health in South-East Asia in the context of climate change.

    Science.gov (United States)

    Kjellstrom, Tord; Lemke, Bruno; Otto, Matthias

    2017-09-01

    Occupational health is particularly affected by high heat exposures in workplaces, which will be an increasing problem as climate change progresses. People working in jobs of moderate or heavy work intensity in hot environments are at particular risk, owing to exposure to high environmental heat and internal heat production. This heat needs to be released to protect health, and such release is difficult or impossible at high temperatures and high air humidity. A range of clinical health effects can occur, and the heat-related physical exhaustion leads to a reduction of work capacity and labour productivity, which may cause substantial economic losses. Current trends in countries of the World Health Organization South-East Asia Region are towards higher ambient heat levels during large parts of each year, and modelling indicates continuing trends, which will particularly affect low-income individuals and communities. Prevention activities need to address the climate policies of each country, and to apply currently available heat-reducing technologies in workplaces whenever possible. Work activities can be adjusted to reduce exposure to daily heat peaks or seasonal heat concerns. Application of basic occupational health principles, such as supply of drinking water, enforcement of rest periods and training of workers and supervisors, is essential.

  14. 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.

  15. Conceptions of how a learning or teaching curriculum, workplace culture and agency of individuals shape medical student learning and supervisory practices in the clinical workplace.

    Science.gov (United States)

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

    2015-05-01

    The role of workplace supervisors in the clinical education of medical students is currently under debate. However, few studies have addressed how supervisors conceptualize workplace learning and how conceptions relate to current sociocultural workplace learning theory. We explored physician conceptions of: (a) medical student learning in the clinical workplace and (b) how they contribute to student learning. The methodology included a combination of a qualitative, inductive (conventional) and deductive (directed) content analysis approach. The study triangulated two types of interview data from 4 focus group interviews and 34 individual interviews. A total of 55 physicians participated. Three overarching themes emerged from the data: learning as membership, learning as partnership and learning as ownership. The themes described how physician conceptions of learning and supervision were guided by the notions of learning-as-participation and learning-as-acquisition. The clinical workplace was either conceptualized as a context in which student learning is based on a learning curriculum, continuity of participation and partnerships with supervisors, or as a temporary source of knowledge within a teaching curriculum. The process of learning was shaped through the reciprocity between different factors in the workplace context and the agency of students and supervising physicians. A systems-thinking approach merged with the "co-participation" conceptual framework advocated by Billet proved to be useful for analyzing variations in conceptions. The findings suggest that mapping workplace supervisor conceptions of learning can be a valuable starting point for medical schools and educational developers working with changes in clinical educational and faculty development practices.

  16. One Year Sustainability of Risk Factor Change from a 9-Week Workplace Intervention

    Science.gov (United States)

    Rush, Elaine C.; Cumin, Michelle B.; Migriauli, Lela; Ferguson, Lynnette R.; Plank, Lindsay D.

    2009-01-01

    We examined the effect of a 9-week diet and physical activity intervention provided in the workplace by a group education session where personal dietary and physical activity goals were proposed. Measurements of anthropometry, fasting blood lipids, glucose and insulin, assays for antioxidant activity (AOA) and questionnaires were completed at 0, 3, 6, 9, and 12 weeks in 50 healthy workers (50% male, mean age 46y). Followup measurements in 39 (56% male) were possible at 52 weeks. At week 3 a group dietary and physical activity “motivational seminar” was held. At week 6, half the group were supplied daily kiwifruit for 3 weeks with cross over at week 9 until week 12. Compared to baseline, lipid, glucose, insulin and AOA measurements were improved at 12 and 52 weeks. Body measurements did not change. Group diet and physical activity advice reinforced over 9 weeks is associated with a sustained improvement in cardiovascular risk factors at 52 weeks. PMID:20169118

  17. One Year Sustainability of Risk Factor Change from a 9-Week Workplace Intervention

    Directory of Open Access Journals (Sweden)

    Elaine C. Rush

    2009-01-01

    Full Text Available We examined the effect of a 9-week diet and physical activity intervention provided in the workplace by a group education session where personal dietary and physical activity goals were proposed. Measurements of anthropometry, fasting blood lipids, glucose and insulin, assays for antioxidant activity (AOA and questionnaires were completed at 0, 3, 6, 9, and 12 weeks in 50 healthy workers (50% male, mean age 46y. Followup measurements in 39 (56% male were possible at 52 weeks. At week 3 a group dietary and physical activity “motivational seminar” was held. At week 6, half the group were supplied daily kiwifruit for 3 weeks with cross over at week 9 until week 12. Compared to baseline, lipid, glucose, insulin and AOA measurements were improved at 12 and 52 weeks. Body measurements did not change. Group diet and physical activity advice reinforced over 9 weeks is associated with a sustained improvement in cardiovascular risk factors at 52 weeks.

  18. The Public Health Responsibility Deal: making the workplace healthier?

    Science.gov (United States)

    Knai, Cécile; Scott, Courtney; D'Souza, Preethy; James, Lesley; Mehrotra, Anushka; Petticrew, Mark; Eastmure, Elizabeth; Durand, Mary Alison; Mays, Nicholas

    2017-06-01

    The Public Health Responsibility Deal (RD) in England is a public-private partnership which aims to improve public health by addressing issues such as health at work. This paper analyses the RD health at work pledges in terms of their likely effectiveness and added value. A review of evidence on the effectiveness of the RD 'health at work' pledges to improve health in the workplace; analysis of publically available data on signatory organizations' plans and progress towards achieving the pledges; and assessment of the likelihood that workplace activities pledged by signatories were brought about by participating in the RD. The 'health at work' pledges mostly consist of information sharing activities, and could be more effective if made part of integrated environmental change at the workplace. The evaluation of organizations' plans and progress suggests that very few actions (7%) were motivated by participation in the RD, with most organizations likely (57%) or probably (36%) already engaged in the activities they listed before joining the RD. The RD's 'health at work' pledges are likely to contribute little to improving workplace health as they stand but could contribute more if they were incorporated into broader, coherent workplace health strategies. © The Author 2016. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  19. Midwifery student exposure to workplace violence in clinical settings: An exploratory study.

    Science.gov (United States)

    McKenna, Lisa; Boyle, Malcolm

    2016-03-01

    Evidence indicates that nurses regularly experience bullying within the workplace which has the potential for health and social effects, as well as worker attrition. Literature suggests that nursing students are exposed to workplace violence during clinical placements including from health professionals and mentors, however little is known about midwifery students. This study sought to examine undergraduate midwifery students' experiences of workplace violence during clinical placements. A cross-sectional approach using a paper-based survey, the Paramedic Workplace Questionnaire, was used to solicit the information. Students were exposed to workplace violence with the main act being intimidation (30%), verbal abuse (17%), physical abuse (3%), and sexual harassment (3%). In more than three-quarters of the incidents the students had some level of apprehension or were frightened as a result of the violence. Students responded to the acts of violence with changes to emotions, self-confidence, and a desire to "give up". This paper demonstrates ways in which midwifery students are vulnerable to potential workplace violence from various sources. Support mechanisms need to be developed to ensure this can be minimised. Crown Copyright © 2015. Published by Elsevier Ltd. All rights reserved.

  20. 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.

  1. 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.

  2. Workplace-based assessment in radiology-where to now?

    Energy Technology Data Exchange (ETDEWEB)

    Augustine, K. [Department of Radiology, Southmead Hospital, North Bristol NHS Trust, Bristol BS10 5NB (United Kingdom); McCoubrie, P., E-mail: paul.mccoubrie@nbt.nhs.u [Department of Radiology, Southmead Hospital, North Bristol NHS Trust, Bristol BS10 5NB (United Kingdom); Wilkinson, J.R. [Department of Cardiology, St Bartholomew' s Hospital, London (United Kingdom); McKnight, L. [Department of Radiology, Morriston Hospital, Swansea (United Kingdom)

    2010-04-15

    Assessment of doctors is in a state of flux. Traditional methods of assessment have been critically examined and found inherently limited. The wholesale shift towards outcome-orientated education in the last 10 years has led to the relatively rapid development of a radically different method of assessment. This method focuses on assessing what doctors do in everyday practice rather than written or practical simulations. Known collectively as 'workplace-based assessment' tools, these have been embraced in North America, whereas they have been more cautiously adopted in the UK. However, many of these assessment tools have not been rigorously studied and, moreover, few have been specifically developed for assessing radiologists. However, they are likely to be incorporated into radiology training in the near future. This paper critically analyses both the underpinning assumptions behind this method and the evidence behind existing tools, and looks at the work that is required to develop, adopt or adapt such tools for use in radiology.

  3. Workplace-based assessment in radiology-where to now?

    International Nuclear Information System (INIS)

    Augustine, K.; McCoubrie, P.; Wilkinson, J.R.; McKnight, L.

    2010-01-01

    Assessment of doctors is in a state of flux. Traditional methods of assessment have been critically examined and found inherently limited. The wholesale shift towards outcome-orientated education in the last 10 years has led to the relatively rapid development of a radically different method of assessment. This method focuses on assessing what doctors do in everyday practice rather than written or practical simulations. Known collectively as 'workplace-based assessment' tools, these have been embraced in North America, whereas they have been more cautiously adopted in the UK. However, many of these assessment tools have not been rigorously studied and, moreover, few have been specifically developed for assessing radiologists. However, they are likely to be incorporated into radiology training in the near future. This paper critically analyses both the underpinning assumptions behind this method and the evidence behind existing tools, and looks at the work that is required to develop, adopt or adapt such tools for use in radiology.

  4. Advancing employee engagement through a healthy workplace strategy.

    Science.gov (United States)

    Seymour, Andrea; Dupré, Kathryne

    2008-01-01

    In recent years, there has been increased focus on improving the quality of the working lives of staff in health care organizations. Research shows that improvements can be achieved through a comprehensive organizational approach to workplace health. Improved worker engagement is a realizable outcome of such an approach, provided that it is based on reliable and relevant data and is tailored to the specific environment in which it is being implemented. An intervention project was designed to develop an organization-wide approach to employee workplace health. A comprehensive health risk assessment was undertaken, along with a staff survey on workplace culture, individual health practice and environmental effects on physical health. In general, the findings present a positive picture of the culture and factors that influence psychological wellbeing. However, improvement is needed in some areas: satisfaction is only marginally outweighing stress, and musculoskeletal disorders account for much absenteeism. Employee health needs include weight management, improving fitness and nutrition, and decreasing coronary risk. Results have prompted this organization to pursue the development of a Healthy Workplace Policy that will be used as a filter for all other policies relating to workplace culture, environment and practice, and have provided the impetus and focus to review the organization of employee health services. Three major administrative activities are necessary to move from planning to sustained action: ensure adherence of all staff to any policy derived from a health risk assessment; ensure staff feel proposed changes are relevant and important; and create a road map to guide the development of a strategic and an implementation plan. The findings outlined in this report can be addressed by organizations that are willing to commit to a comprehensive approach to workplace health.

  5. [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.

  6. 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

  7. [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

  8. 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.

  9. The Impact of Activity Based Working (ABW on Workplace Activity, Eating Behaviours, Productivity, and Satisfaction

    Directory of Open Access Journals (Sweden)

    Lauren Arundell

    2018-05-01

    Full Text Available The redesign of the physical workplace according to activity-based working (ABW principles has potential to influence employee health and workplace outcomes. This natural experiment examined changes in accelerometer-derived workplace activity, self-reported eating behaviours, productivity, workplace satisfaction before (March to November 2014 and six to nine months after moving to an ABW workplace compared to a comparison workplace (n = 146 at baseline (56% ABW, aged 40.1 ± 8.5 years, 72% female. Interviews were also conducted with 21 ABW participants. Between- and within-group differences were examined and mixed model analysis examined intervention effects over time. Effect sizes were calculated on change scores (Cohen’s d. Although not statistically significant, ABW participants had meaningful improvements in workday sedentary time, light-, and moderate-to-vigorous intensity physical activity, job satisfaction and relationship with co-workers (d = 0.379–0.577, and small declines in productivity (d = 0.278. There were significant, meaningful, and beneficial intervention effects on perceived organisational support for being active in the workplace, frequency of eating lunch with colleagues, and satisfaction with the physical environment in ABW compared to comparison participants (d = 0.501–0.839. Qualitative data suggested that ABW employees associated ABW with greater opportunities for movement and collaboration, but had mixed views on the impact on productivity. Future research with larger samples and over longer follow-up periods is warranted.

  10. Search for flavour changing neutral currents in single top-quark production at {radical}(s)=7 TeV with the ATLAS detector

    Energy Technology Data Exchange (ETDEWEB)

    Alhroob, Muhammad

    2013-03-15

    This thesis represents the search for single top-quark production through flavour changing neutral currents using data collected by the ATLAS detector in 2011, at a centre-of-mass energy of {radical}(s)=7 TeV, corresponding to an integrated luminosity of 2.05 fb{sup -1}. Candidate events are selected with one isolated lepton, missing transverse momentum associated to the undetected neutrino and a jet originated from the hadronisation of a b quark. Given the large expected number of background events and the small number of expected signal events, a neural network classifier is developed to combine many kinematic variables to create a powerful separator in order classify the events as a signal- or a background-like events. As no sign of new physics is seen in the neural network output distribution, a Bayesian statistical method is used to set an upper limit at 95% confidence level (C.L.) on the single top-quark production cross section through FCNC processes. The observed upper limit at 95% C.L. on the cross-section multiplied by the t{yields}Wb branching fraction is measured to be {sigma}{sub qg{yields}t} x B(t {yields}Wb)< 3.9 pb. This upper limit is converted using a model-independent approach into upper limits on the coupling strengths (K{sub ugt})/({Lambda})<6.9.10{sup -3} TeV{sup -1} and (K{sub cgt})/({Lambda})<1.6.10{sup -2} TeV{sup -1}, where {Lambda} is the new physics scale, and on the branching fractions B(t{yields}ug)<5.7 .10{sup -5} and B(t{yields}cg)< 2.7.10{sup -4}. The limits on the branching fractions are the world's best limits to date and significantly improving the previous limits obtained by the DOe collaboration by a factor of 15.

  11. 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. ...

  12. Depression in the Workplace

    Science.gov (United States)

    ... You are here Home » Depression In The Workplace Depression In The Workplace Clinical depression has become one ... will die by suicide vi . Employees' Attitudes Towards Depression Often times a depressed employee will not seek ...

  13. Workshop III: Improving the Workplace Environment

    Science.gov (United States)

    Gledhill, Igle; Butcher, Gillian

    2015-12-01

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

  14. Workplace spirituality and organizational citizenship behavior: Evidence from banking industry

    Directory of Open Access Journals (Sweden)

    Mohammad Ghorbanifar

    2014-08-01

    Full Text Available This paper studies the relationship between workplace Spirituality and Organization Citizenship behavior (OCB in banks located in province of Sari, Iran. The statistical population of research includes the employees of Sari's Banks including Melli, Ghavamin, Saderat, Keshavarzi, Mellat,Tejarat, Saman, Parsian, Sarmaye, Pasargad and Karafarin. We used a questionnaire with 45 questions as an instrument for collecting research data. The questionnaire was designed based on workplace spirituality (Milliman et al., 2003 [Milliman, J., Czaplewski, A., & Ferguson, J. (2003. Workplace spirituality and employee work attitudes, an exploratory empirical assessment. Journal of Organizational Change Management, 16(4, 426-447.] and organizational citizenship behavior (Podsakoff et al., 1990 [Podsakoff, P., MacKenzie, S., Paine, J., & Bachrach, D. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3, 513–563.]. Findings show that there was a meaningful relationship between workplace Spirituality and Organization Citizenship behavior. The results also indicated that there was a positive relationship between work spirituality and Organization Citizenship behavior in Sari's Bank.

  15. Nurses′ workplace stressors and coping strategies

    Directory of Open Access Journals (Sweden)

    Vickie A Lambert

    2008-01-01

    Full Text Available Prior research has suggested that nurses, regardless of workplace or culture, are confronted with a variety of stressors. As the worldwide nursing shortage increases, the aged population becomes larger, there is an increase in the incidence of chronic illnesses and technology continues to advance, nurses continually will be faced with numerous workplace stressors. Thus, nurses, especially palliative care nurses, need to learn how to identify their workplace stressors and to cope effectively with these stressors to attain and maintain both their physical and mental health. This article describes workplace stressors and coping strategies, compares and contrasts cross-cultural literature on nurses′ workplace stressors and coping strategies, and delineates a variety of stress management activities that could prove helpful for contending with stressors in the workplace.

  16. Free radicals created by radiation and aging symptoms

    International Nuclear Information System (INIS)

    Ashry, O.M.

    2012-01-01

    The universality of aging implies that its cause is basically the same in all species. A free radical hypothesis of aging has been proposed that the free radicals produced during normal metabolism of the cell over time damage DNA and other macromolecules leading to degenerative diseases, malignancies, and eventual death of vital cells which in turn causes aging and death of the organism. This hypothesis is supported by several observations. Radiation produces its biologic effect through free radical formation and causes premature aging. Second, the age pigment lipo fuscin is associated with lipid peroxidation. The hypothesis that oxygen radicals play a role in aging is also supported by the observation that, in general, long-lived species produce less endogenous free oxygen radicals because of their lower metabolic rate. Long-lived animals also have more superoxide dismutase than do their short-lived counterparts, and animal species with the longest lifespan have the highest levels of superoxide dismutase. Oxidative DNA damage is rapidly and effectively repaired. It has been estimated that there are several thousand oxidative DNA damage sites in a human cell every day, and the majority of these are repaired. However, a small fraction of unrepaired lesions could cause permanent changes in DNA and might be a major contributor to aging and cancer. A consequence of the free radical hypothesis of aging is the idea that free radical scavenging agents might be used to prevent aging. (author)

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

    Science.gov (United States)

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

    2014-03-25

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

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

    Science.gov (United States)

    2014-01-01

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

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

    Science.gov (United States)

    Lentz, Paula

    2013-01-01

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

  20. DPPH and oxygen free radicals as pro-oxidant of biomolecules.

    Science.gov (United States)

    Letelier, María Eugenia; Molina-Berríos, Alfredo; Cortés-Troncoso, Juan; Jara-Sandoval, José; Holst, Marianne; Palma, Karina; Montoya, Margarita; Miranda, Dante; González-Lira, Víctor

    2008-03-01

    Numerous investigations exist about the alterations that oxygen free radicals can provoke on biomolecules; these modifications can be prevented and/or reversed by different antioxidants agents. On the other hand, 2,2-diphenyl-1-picrylhydrazyl radical (DPPH), a stable nitrogen synthetic radical, is used to evaluate the antioxidant capacity of medicinal herbal products; however, the structural changes that this radical provoke on the herbal active principles are not clear yet. In this work, we compared the redox reactivity of oxygen free radicals and DPPH radical on phospholipids and protein thiol groups present in rat liver microsomes. Cu2+/ascorbate was used as generator system of oxygen free radical and as antioxidant, an extract of Buddleja globosa's leaves. Cu2+/ascorbate provoked microsomal lipid peroxidation, microsomal thiols oxidation and oxygen consumption; all of these phenomena were inhibited by B. globosa extract. On the other hand, DPPH was bleached in different extension by the herbal extract and phosphatidyl choline; beside, DPPH decreased microsomal thiols content, but this phenomenon were not prevented by the herbal extract. Furthermore, DPPH did not induce oxygen consumption and neither modified the oxygen consumption induced by Cu2+/ascorbate. Distinct redox mechanisms may explain the differences between the reactivity of DPPH and oxygen free radicals on biomolecules, which is discussed.

  1. 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

    2013-01-01

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

  2. Changes in Physical Activity Behaviour and Health Risk Factors Following a Randomised Controlled Pilot Workplace Exercise Intervention

    OpenAIRE

    Naomi Burn; Lynda Heather Norton; Claire Drummond; Kevin Ian Norton

    2017-01-01

    Background: Declining physical activity (PA) and associated health risk factors are well established. Workplace strategies to increase PA may be beneficial to ameliorate extensive sedentary behavior. This study assessed the effectiveness of two PA interventions in workplace settings. Methods: Interventions were conducted over 40 days targeting insufficiently active (<150 min/wk PA) and/or obese (BMI ≥ 30 kg/m2) adults; participants were randomly allocated to instructor-led exercise session...

  3. The games radicals play : special issue on free radicals and radical ions

    OpenAIRE

    Walton, J.C.; Williams, F.

    2015-01-01

    Chemistry and Physics have aptly been described as “most excellent children of Intellect and Art” [1]. Both these “children” engage with many playthings, and molecules rank as one of their first favorites, especially radicals, which are amongst the most lively and exciting. Checking out radicals dancing to the music of entropy round their potential energy ballrooms is surely both entertaining and enlightening. Radicals’ old favorite convolutions are noteworthy, but the new styles, modes and a...

  4. Investigating free radical generation in HepG2 cells using immuno-spin trapping.

    Science.gov (United States)

    Horinouchi, Yuya; Summers, Fiona A; Ehrenshaft, Marilyn; Kawazoe, Kazuyoshi; Tsuchiya, Koichiro; Tamaki, Toshiaki; Mason, Ronald P

    2014-10-01

    Oxidative stress can induce the generation of free radicals, which are believed to play an important role in both physiological and pathological processes and a number of diseases such as cancer. Therefore, it is important to identify chemicals which are capable of inducing oxidative stress. In this study, we evaluated the ability of four environmental chemicals, aniline, nitrosobenzene (NB), N,N-dimethylaniline (DMA) and N,N-dimethyl-4-nitrosoaniline (DMNA), to induce free radicals and cellular damage in the hepatoma cell line HepG2. Cytotoxicity was assessed using lactate dehydrogenase (LDH) assays and morphological changes were observed using phase contrast microscopy. Free radicals were detected by immuno-spin trapping (IST) in in-cell western experiments or in confocal microscopy experiments to determine the subcellular localization of free radical generation. DMNA induced free radical generation, LDH release and morphological changes in HepG2 cells whereas aniline, NB and DMA did not. Confocal microscopy showed that DMNA induced free radical generation mainly in the cytosol. Preincubation of HepG2 cells with N-acetylcysteine and 2,2'-dipyridyl significantly prevented free radical generation upon subsequent incubation with DMNA, whereas preincubation with apocynin and dimethyl sulfoxide did not. These results suggest that DMNA induces oxidative stress and that reactive oxygen species, metals and free radical generation play a critical role in DMNA-induced cytotoxicity. Copyright © 2014. Published by Elsevier Inc.

  5. Time resolved resonance Raman spectra of anilino radical and aniline radical cation

    International Nuclear Information System (INIS)

    Tripathi, G.N.R.; Schuler, R.H.

    1987-01-01

    We report, in this paper, submicrosecond time resolved resonance Raman spectra of anilino radical and its radical cation as observed in pulse radiolytic studies of the oxidation of aniline in aqueous solution. By excitation in resonance with the broad and weak electronic transition of anilino radical at 400 nm (ε--1250 M -1 cm -1 ) we have observed, for the first time, the vibrational features of this radical. The Wilson ν 8 /sub a/ ring stretching mode at 1560 cm -1 is most strongly resonance enhanced. The ν 7 /sub a/ CN stretching band at 1505 cm -1 , which is shifted to higher frequency by 231 cm -1 with respect to aniline, is also prominent. The frequency of this latter mode indicates that the CN bond in the radical has considerable double bond character. The Raman spectrum of aniline radical cation, excited in resonance with the --425 nm electronic absorption (ε--4000 M -1 cm -1 ), shows features which are similar to phenoxyl radical. Most of the observed frequencies of this radical in solution are in good agreement with vibrational energies determined by recent laser photoelectron spectroscopic studies in the vapor phase. The bands most strongly enhanced in the resonance Raman spectrum are, however, weak in the photoelectron spectrum. While the vibrational frequencies observed for anilino radical and its isoelectronic cation are quite similar, the resonance enhancement patterns are very different. In particular the ν 14 b 2 mode of anilino radical observed at 1324 cm -1 is highly resonance enhanced because of strong vibronic coupling between the 400 nm 2 A 2 -- 2 B 1 and the higher 2 B 1 -- 2 B 1 electronic transitions

  6. Understanding and Influencing Workplace Sedentary Behaviour

    OpenAIRE

    NYSSA TEGAN HADGRAFT

    2017-01-01

    Sedentary behaviour (or sitting) is a recently identified chronic disease risk factor. Many adults spend the majority of their working hours sitting, making the workplace a key setting for public health interventions. This thesis aimed to identify factors that influence workplace sitting time and the feasibility of reducing this behaviour. The most prominent factors identified were: the nature of work, social norms and workplace culture, and the workplace physical environment. These findings ...

  7. 20 CFR 439.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  8. 22 CFR 1509.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  9. 28 CFR 83.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

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

  10. Free radicals, oxygen and radiosensitizing drugs: a very brief introduction

    International Nuclear Information System (INIS)

    Willson, R.

    1981-01-01

    A review is presented of the historical aspects of the search for radiation sensitizing drugs. Metronidazole, Flagyl and misonidazole are undergoing clincial trials as the result of basic free radical and cellular research. Studies at the molecular, biochemical and cellular levels are described. From the information obtained it now appears that several processes may be involved in sensitization: interference with charge recombination due to a sensitizer having a high electron affinity; an increase in the yield of oxidizing hydroxyl radicals by electron sequestration; interference with radical combination reactions due to a sensitizer having a high one electron oxidation potential; oxidation or organic radicals so fixing them; formation of products which are toxic; and changes in the biochemistry of the cell. 106 references, 4 figures

  11. Effectiveness of workplace weight management interventions: a systematic review

    Science.gov (United States)

    Background: A systematic review was conducted of randomized trials of workplace weight management interventions, including trials with dietary, physical activity, environmental, behavioral and incentive based components. Main outcomes were defined as change in weight-related measures. Methods: Key w...

  12. 34 CFR 84.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

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

  13. 22 CFR 133.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  14. 45 CFR 1173.635 - Drug-free workplace.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 1173.635 Section 1173.635... HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1173.635 Drug-free workplace. Drug-free workplace means a site for the...

  15. 21 CFR 1405.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a...

  16. 49 CFR 32.635 - Drug-free workplace.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for the...

  17. 10 CFR 607.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

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

  18. 22 CFR 210.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  19. 36 CFR 1212.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

  20. 32 CFR 26.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

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

  1. 22 CFR 1008.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  2. 7 CFR 3021.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Drug-free workplace. 3021.635 Section 3021.635..., DEPARTMENT OF AGRICULTURE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 3021.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  3. 45 CFR 1155.635 - Drug-free workplace.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the performance...

  4. The Prevalence of Exposure to Workplace Secondhand Smoke in the United States: 2010 to 2015.

    Science.gov (United States)

    Dai, Hongying; Hao, Jianqiang

    2017-11-01

    To compare changes in exposure to workplace secondhand smoke (SHS) by industry of employment and occupation from 2010 to 2015. Data were collected from 2010 and 2015 National Health Interview Survey. Weighted estimates of the prevalence of exposure to workplace SHS among currently working nonsmokers in 2010 (n = 12 627) and 2015 (n = 16 399) were compared. The prevalence of exposure to workplace SHS among currently working nonsmokers was 10.0% in 2015 and 9.5% in 2010. Exposure to workplace SHS is disproportionally high among male workers, young workers, non-Hispanic blacks, Hispanics, workers with low education and low income, and workers residing in the Southern United States. Tobacco control policies have effectively reduced exposure to workplace SHS in a few white-collar and service job categories but blue-collar workers remain to have a high prevalence of exposure to workplace SHS. From 2010 to 2015, "transportation and warehousing industries" had the largest increase in SHS exposure (13.3%-21.5%, p value = .004) and "arts, entertainment, and recreation industries" had the largest decline in prevalence of exposure to SHS (20.1%-11.5%, p value = .01). In the multivariate analysis, workers with service (aOR = 1.4, p workplace SHS than those with white-collar occupations. Disparities of SHS exposure by industry, occupation, and social demographic class continue to exist. Blue-collar workers, especially those working in "transportation and construction industries," along with young workers and workers in high risk social classes are priority groups for future workplace SHS prevention. An estimated 12.6 million working nonsmokers were regularly exposed to SHS at work in 2015. We compared the changes in prevalence of exposure to workplace SHS from 2010 to 2015 by social demographic class, industry of employment and occupation. Our findings could help inform the policymakers and health practitioners to establish stronger smoke-free air laws and conduct education

  5. Intramolecular transformation of thiyl radicals to α-aminoalkyl radicals: 'ab initio' calculations on homocystein

    International Nuclear Information System (INIS)

    Chhun, S.; Berges, J.; Bleton, V.; Abedinzadeh, Z.

    2000-01-01

    One-electron oxidation of thiols by oxidizing radicals leads to the formation of thiyl radical and carbon-centered radicals. It has been shown experimentally that in the absence of oxygen, the thiyl radicals derived from certain thiols of biological interest such as glutathion, cysteine and homocysteine decay rapidly by intramolecular rearrangement reactions into the carbon-centered radical. In the present work we have investigated theoretically the structure and the stability of thiyl and carbon-centered radicals of homocysteine in order to check the possibility of this rearrangement. (author)

  6. Employee direct participation in organisational decisions and workplace safety.

    Science.gov (United States)

    Widerszal-Bazyl, Maria; Warszewska-Makuch, Magdalena

    2008-01-01

    Managers from 192 companies filled out the Employee Direct Participation in Organisational Change questionnaire measuring employees' direct participation (DP) in organisational decisions. Four main forms of DP were identified: individual and group consultations, and individual and group delegation. Workplace safety was measured with the number of accidents, the number of employees working in hazardous conditions, accident absenteeism and sickness absence. Results showed that the 2 latter indicators were significantly related to some parameters of DP. Thus, companies that used face-to-face individual consultation had lower accident absenteeism than ones that did not. The same effect was true for group consultation with temporary groups, and individual and group delegation. Workplaces with high scores for scope for group consultation had lower accident absenteeism, and those with high scores for scope for group delegation had lower sickness absence. It was concluded that employee DP had a positive influence on workplace safety, even if involvement was not directly related to safety.

  7. Free radical transfer in polymers

    International Nuclear Information System (INIS)

    Sonntag, C. von; Bothe, E.; Ulanski, P.

    1998-01-01

    For the present study of free-radical transfer in polymers pulse radiolysis and product studies have been carried out in aqueous solutions using thus far only the water-soluble polymers polyacrylic acid, polymethacrylic acid and polyvinyl alcohol. When OH radicals, generated in the radiolysis of N 2 O-saturated aqueous solutions, react with polymers the lifetime of the polymer radical thus created very much depends on the number of radicals per polymer chain. When there are a large number of radicals per chain their bimolecular decay may be faster than the corresponding (diffusion controlled) decay of monomeric radicals, but when the macromolecule contains only few or even just one radical their lifetime is considerably prolonged. Highly charged polymers such as polyacrylic acid at high pH attain a rod-like conformation which again favors a long lifetime of the radicals. Under such conditions, radical transfer reactions can occur. For example, in polyacrylic acid OH radicals generate two kinds of radicals side by side. The radical in β-position to the carboxylate group converts into the thermodynamically more stable α-radicals by an H-transfer reaction as can be followed by spectrophotometry. Besides radical transfer reactions β-fragmentation reactions occur causing chain scission. Such reactions can be followed in a pulse radiolysis experiment by conductometry, because counter ions are released upon chain scission. Such a process is especially effective in the case of polymethacrylic acid, where it results in a chain depolymerization. An intramolecular H-abstraction is also observed in the γ-radiolysis of polyacrylic acid with the corresponding peroxyl radicals. This causes a chain reaction to occur. The resulting hydroperoxides are unstable and decarboxylate given rise to acetylacetone-like products. In polyvinyl alcohol the peroxyl radicals in α-position to the alcohol function undergo HO 2 -elimination. This prevents a scission of the polymer chain in the

  8. 45 CFR 630.635 - Drug-free workplace.

    Science.gov (United States)

    2010-10-01

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

  9. 2 CFR 182.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Drug-free workplace. 182.635 Section 182.635... Reserved GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection...

  10. 38 CFR 48.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

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

  11. 13 CFR 147.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Drug-free workplace. 147.635... FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award at which...

  12. 40 CFR 36.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

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

  13. 43 CFR 43.635 - Drug-free workplace.

    Science.gov (United States)

    2010-10-01

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

  14. 24 CFR 21.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  15. 22 CFR 312.635 - Drug-free workplace.

    Science.gov (United States)

    2010-04-01

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

  16. Radical Left in Albania and Kosovo: Differences and Similarities

    Directory of Open Access Journals (Sweden)

    Këlliçi Klejd

    2017-06-01

    Full Text Available The main research question for this paper is: Are there radical left wing movements in Albania and Kosovo and what are their main traits? Through answering this question, we will explore the development (or lack thereof of radical left wing movements. With radical left we intend movements that reject the underlying socio-economic structure of contemporary capitalism and its values and practices without opposing democracy. Through a thorough desk research and several interviews with experts and activists both in Albania and Kosovo, we look at the two case Political Opportunity Structures to study the emergence, the strategies, success or failures of the radical left. In Albania the radical left has been in decline since 1992, with only a recent revival from 2009 on. In Kosovo, the Lëvizja Vetëvendojse! (Self-Determination Movement, a civil movement transformed in a party, has succeeded in imposing its left agenda. Both cases employ a new rhetoric unrelated to the past communist regimes thus changing the perspective of political debate in both countries.

  17. [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.

  18. Recessions are Bad for Workplace Safety

    NARCIS (Netherlands)

    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

  19. Delocalization model of regioselectivity and reactivity of free radicals in reactions of addition to olefins

    International Nuclear Information System (INIS)

    Volovik, S.V.; Dyadyusha, G.G.; Staninets, V.I.

    1987-01-01

    On the basis of the concept of polarity (philicity) of free radicals as proposed by the authors, within the framework of methods of qualitative surfaces of potential energy (linear combinations of configurations of fragments) and stabilization energy, an effective model has been developed for the regioselectivity and reactivity of radicals in processes of addition. A critical examination is made of certain key aspects of the change in regiochemistry and reactivity with changes in the electronic structure of the free radical and substrate. The dominant trends in regioselectivity and reactivity in processes of free-radical addition to olefins are controlled by electronic effects and can be predicted by analyzing interactions of diabatic potential energy surfaces or orbital interactions for a system consisting of a free radical and an unsaturated substrate

  20. 29 CFR 1472.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award at...

  1. 14 CFR 1260.38 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a) Definitions... use of any controlled substance. Drug-free workplace means the site(s) for the performance of work...

  2. 15 CFR 29.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Drug-free workplace. 29.635 Section 29... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award at which...

  3. 29 CFR 94.635 - Drug-free workplace.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  4. 14 CFR 1267.635 - Drug-free workplace.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1267.635 Section 1267... FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award at which...

  5. Workplace interventions for reducing sitting at work.

    Science.gov (United States)

    Shrestha, Nipun; Kukkonen-Harjula, Katriina T; Verbeek, Jos H; Ijaz, Sharea; Hermans, Veerle; Bhaumik, Soumyadeep

    2016-03-17

    Office work has changed considerably over the previous couple of decades and has become sedentary in nature. Physical inactivity at workplaces and particularly increased sitting has been linked to increase in cardiovascular disease, obesity and overall mortality. To evaluate the effects of workplace interventions to reduce sitting at work compared to no intervention or alternative interventions. We searched the Cochrane Central Register of Controlled Trials (CENTRAL), MEDLINE, EMBASE, CINAHL, OSH UPDATE, PsycINFO, Clinical trials.gov and the World Health Organization (WHO) International Clinical Trials Registry Platform (ICTRP) search portal up to 2 June, 2015. We also screened reference lists of articles and contacted authors to find more studies to include. We included randomised controlled trials (RCTs), cluster-randomised controlled trials (cRCTs), and quasi-randomised controlled trials of interventions to reduce sitting at work. For changes of workplace arrangements, we also included controlled before-and-after studies (CBAs) with a concurrent control group. The primary outcome was time spent sitting at work per day, either self-reported or objectively measured by means of an accelerometer-inclinometer. We considered energy expenditure, duration and number of sitting episodes lasting 30 minutes or more, work productivity and adverse events as secondary outcomes. Two review authors independently screened titles, abstracts and full-text articles for study eligibility. Two review authors independently extracted data and assessed risk of bias. We contacted authors for additional data where required. We included 20 studies, two cross-over RCTs, 11 RCTs, three cRCTs and four CBAs, with a total of 2180 participants from high income nations. The studies evaluated physical workplace changes (nine studies), policy changes (two studies), information and counselling (seven studies) and interventions from multiple categories (two studies). One study had both physical

  6. Free radical reaction characteristics of coal low-temperature oxidation and its inhibition method.

    Science.gov (United States)

    Li, Zenghua; Kong, Biao; Wei, Aizhu; Yang, Yongliang; Zhou, Yinbo; Zhang, Lanzhun

    2016-12-01

    Study on the mechanism of coal spontaneous combustion is significant for controlling fire disasters due to coal spontaneous combustion. The free radical reactions can explain the chemical process of coal at low-temperature oxidation. Electron spin resonance (ESR) spectroscopy was used to measure the change rules of the different sorts and different granularity of coal directly; ESR spectroscopy chart of free radicals following the changes of temperatures was compared by the coal samples applying air and blowing nitrogen, original coal samples, dry coal samples, and demineralized coal samples. The fragmentation process was the key factor of producing and initiating free radical reactions. Oxygen, moisture, and mineral accelerated the free radical reactions. Combination of the free radical reaction mechanism, the mechanical fragmentation leaded to the elevated CO concentration, fracturing of coal pillar was more prone to spontaneous combustion, and spontaneous combustion in goaf accounted for a large proportion of the fire in the mine were explained. The method of added diphenylamine can inhibit the self-oxidation of coal effectively, the action mechanism of diphenylamine was analyzed by free radical chain reaction, and this research can offer new method for the development of new flame retardant.

  7. Workplace Counselling: Implications For Enhanced Productivity ...

    African Journals Online (AJOL)

    It further presents a model of workplace counseling and concludes that increase in work related trauma and stress, accidents at the workplace, harassment and bullying, absenteeism, low productivity/poor performance and labour turnover will be nipped in the bud if counseling service is provided at the workplace.

  8. Hyperfine interactions of a muoniated ethyl radical in supercritical CO{sub 2}

    Energy Technology Data Exchange (ETDEWEB)

    Cormier, Philip; Taylor, Becky [Department of Chemistry, Mount Allison University, Sackville, New Brunswick, E4L 1G8 (Canada); Ghandi, Khashayar, E-mail: kghandi@mta.c [Department of Chemistry, Mount Allison University, Sackville, New Brunswick, E4L 1G8 (Canada)

    2009-04-15

    A muoniated ethyl radical was studied in supercritical carbon dioxide. The muon and the proton hyperfine coupling constants were measured over temperatures ranging from 305 to 475 K, and a density range from 0.2 to 0.7 (g cm{sup -3}). A decrease was found in the muon hyperfine coupling constants as a function of the density, which can be attributed to the interaction between the CO{sub 2} molecule and the p-orbital of the ethyl radical. The changes to the alpha-proton and beta-proton hyperfine coupling constants with density are attributed to changes in the overall geometry in the formed radical. This system was modeled using quantum calculations.

  9. “If You Don’t Do Parking Management .. Forget Your Behaviour Change, It’s Not Going to Work.”: Health and Transport Practitioner Perspectives on Workplace Active Travel Promotion

    Science.gov (United States)

    Rissel, Chris; Wen, Li Ming

    2017-01-01

    Objectives After having conducted two studies of the effectiveness of workplace travel plans for promoting active travel, we investigated health and transport practitioners’ perspectives on implementing workplace travel plans to share some of the lessons learnt. The objectives of this study were to describe perceived elements of effective workplace travel plans, barriers and enablers to workplace travel planning, their experiences of working with the other profession on travel plan implementation, their recommendations for workplace travel planning, and also to explore similarities and differences in transport and health practitioner perspectives. Materials and Methods Fourteen health and ten transport practitioners who had prior involvement in workplace travel plan programs were purposefully selected from workplaces in Australia. We conducted 20 in-depth interviews since data saturation had been reached at this point, and data were subject to framework analysis. Results Perceived essential elements of effective workplace travel plans included parking management; leadership, organisational commitment and governance; skills and other resources like a dedicated travel plan coordinator; and, pre-conditions including supportive transport infrastructure in the surrounds. Recommendations for promoting travel plans included supportive government policy, focusing on business benefits and working at different scales of implementation (e.g. single large worksites and business precincts). Health and transport practitioner perspectives differed, with transport practitioners believing that parking management is the key action for managing travel demand at a worksite. Conclusions Health practitioners implementing travel plans may require training including concepts of travel demand management, and support from transport planners on parking management strategies. Promoting an understanding of the shared travel behaviour change skills of transport and health practitioners may

  10. Exploring informal workplace learning in primary healthcare for continuous professional development.

    Science.gov (United States)

    Joynes, Viktoria; Kerr, Micky; Treasure-Jones, Tamsin

    2017-07-01

    All health and social care professionals learn on the job through both formal and informal learning processes, which contributes to continuous professional development (CPD). This study explored workplace learning in General Practices, specifically looking at the role of informal learning and the workplace practices that appear to support or restrict that learning, as well as how technology was integrated into these learning processes. Three focus groups with general practitioners, practice nurses, managerial and administrative staff were conducted followed by twelve individual semi-structured interviews with participants drawn from the focus groups. Three observations of multi-disciplinary team meetings were used to establish potential team-based learning activities. Triggers for informal workplace learning included patients presenting challenging or unusual conditions; exposure to others' professional practice; and policy driven changes through revised guidance and protocols. By exploring how these triggers were acted upon, we identified mechanisms through which the primary care workplace supports or restricts informal learning through working practices, existing technologies and inter-professional structures. Informal workplace learning was identified as arising from both opportunistic encounters and more planned activities, which are both supported and restricted through a variety of mechanisms. Maximising informal learning opportunities and removing barriers to doing so should be a priority for primary care practitioners, managers and educators.

  11. Third European Company Survey: Workplace innovation in European companies

    NARCIS (Netherlands)

    Oeij, P.; Žiauberyté-Jakštiené, R.; Dhondt, S.; Corral, A.; Totterdill, P.; Preenen, P.

    2015-01-01

    Workplace innovation (WPI) is a developed and implemented practice or combination of practices which enables employees to participate in organisational change and renewal and hence improve the quality of working life and organisational performance. This report looks at reasons for enabling WPI,

  12. Workplace experiences and turnover intention among adult survivors of childhood cancer.

    Science.gov (United States)

    Crom, Deborah B; Ness, Kirsten K; Martinez, Larry R; Hebl, Michelle R; Robison, Leslie L; Hudson, Melissa M; Brinkman, Tara M

    2018-03-17

    The purpose of this study was to investigate workplace experiences and turnover intention (consideration of leaving or changing a job) and to examine factors associated with turnover intention among survivors. Adult survivors of childhood cancer with a history of employment (n = 289) completed measures of workplace experiences (n = 50, 18-29 years; n = 183, 30-44 years; n = 56; > 45 years of age at follow-up). Turnover intention was assessed using three items from the Job Satisfaction Scale. Responses were dichotomized as reflecting high vs. low turnover intention. Path analysis was used to estimate the influence of demographic characteristics, treatment exposures (cranial radiation therapy [CRT]), and workplace experiences on turnover intention. Thirty percent of survivors reported high turnover intention (95% CL, 25 to 36%). Exposure to CRT (P = 0.003), older attained age (P workplace discrimination (P = 0.008), and having lower continuance (P discrimination, mediated through job satisfaction, also influenced survivors' reported intent to leave their jobs. One third of adult survivors of childhood cancer report turnover intention, which is related to their cancer treatment, but more temporally proximal, workplace discrimination. Additional research is needed to understand the consequences of turnover intention among survivors. Survivors and their health care providers should be aware of legislative policies related to workplace discrimination (e.g., American with Disabilities Act) and related implications for job turnover.

  13. One Year Sustain ability of Risk Factor Change from a 9-Week Workplace Intervention

    International Nuclear Information System (INIS)

    Rush, E.C.; Cumin, M.B.; Migriauli, L.; Ferguson, L.R.; Plank, L.D.

    2010-01-01

    We examined the effect of a 9-week diet and physical activity intervention provided in the workplace by a group education session where personal dietary and physical activity goals were proposed. Measurements of anthropometry, fasting blood lipids, glucose and insulin, assays for antioxidant activity (AOA) and questionnaires were completed at 0, 3, 6, 9, and 12 weeks in 50 healthy workers (50% male, mean age 46y). Followup measurements in 39 (56% male) were possible at 52 weeks. At week 3 a group dietary and physical activity motivational seminar was held. At week 6, half the group were supplied daily kiwifruit for 3 weeks with cross over at week 9 until week 12. Compared to baseline, lipid, glucose, insulin and AOA measurements were improved at 12 and 52 weeks. Body measurements did not change. Group diet and physical activity advice reinforced over 9 weeks is associated with a sustained improvement in cardiovascular risk factors at 52 weeks.

  14. Workplace suitability

    International Nuclear Information System (INIS)

    Lazaro, A.

    2009-01-01

    The adaptation of workplaces can be defined as an integral service aimed at adapting all work areas to current legislation. At present, these activities involve the restoration of the areas and equipment in all the disciplines, achieving substantial improvements in terms of quality, safety, radiation protection and maintenance. The integral workplace adaptation service has been implemented in the Cofrentes Nuclear Power plant for more than five years and has succeeded in adapting a third of all the cubicles to current legislation. The goal is to continue with these activities until adaption of 100% of the plant cubicles is completed. (Author)

  15. Ethics-oriented learning in Environmental Education Workplaces: an ...

    African Journals Online (AJOL)

    body of research that focuses on work and learning, a new focus for SAQA research. The primary unit .... a balance of contradictions sufficient to catalyse learning and change without compromising the activity ..... qualification, but not really at my workplace or at my professional life … Because .... London: SAGE. Chaiklin, S.

  16. Performance pressure and organizational change

    DEFF Research Database (Denmark)

    Nielsen, Peter

    2016-01-01

    During the last ten years, employees in both the Danish health and the education sector have experienced political reforms, which have increased performance pressure and organizational change. Both sectors are characterized by professional organizations in which knowledge is important. This article...... sets focus on the dynamics of professional work relations approached as knowledge organization and investigate how the employees experience the organizational change and whether they are involved directly or indirectly in the change processes. It further investigates the influence of autonomy...... private and public workplaces at the employer and employee level. Data was collected in spring 2012 and resulted in a research sample of 617 private and public workplaces and 3362 employees. 543 are employed in 94 public education workplaces and 700 in 128 public health workplaces. The results...

  17. Workplace Innovation as Institutional Entrepreneurship

    DEFF Research Database (Denmark)

    Hvid, Helge Søndergaard; Scheller, Vibeke Kristine

    2017-01-01

    Workplace Innovation (WPI) ascribes to the tradition of Sociotechnical Systems (STS) in organisational development. Experiences of promoting STS show that neither economic arguments nor arguments of humanising work are sufficient to get companies to implement WPI activities. This chapter therefore...... that institutional alliances and coalitions are an important part of institutional entrepreneurship that creates change in the direction of WPI. The case studies also indicate that the sustainability of the introduced WPI activities depends on the institutional alliances related to their activity....

  18. beta-Scission of C-3 (beta-carbon) alkoxyl radicals on peptides and proteins

    DEFF Research Database (Denmark)

    Headlam, H A; Mortimer, A; Easton, C J

    2000-01-01

    Exposure of proteins to radicals in the presence of O(2) brings about multiple changes in the target molecules. These alterations include oxidation of side chains, fragmentation, cross-linking, changes in hydrophobicity and conformation, altered susceptibility to proteolytic enzymes, and formation...... of methanal (formaldehyde). This product has been quantified with a number of oxidized peptides and proteins, and can account for up to 64% of the initial attacking radicals with some Ala peptides. When quantified together with the hydroperoxide precursors, these species account for up to 80% of the initial...... radicals, confirming that this is a major process. Methanal causes cell toxicity and DNA damage and is an animal carcinogen and a genotoxic agent in human cells. Thus, the formation and subsequent reaction of alkoxyl radicals formed at the C-3 position on aliphatic amino acid side chains on peptides...

  19. Employers' views on the promotion of workplace health and wellbeing: a qualitative study.

    Science.gov (United States)

    Pescud, Melanie; Teal, Renee; Shilton, Trevor; Slevin, Terry; Ledger, Melissa; Waterworth, Pippa; Rosenberg, Michael

    2015-07-11

    The evidence surrounding the value of workplace health promotion in positively influencing employees' health and wellbeing via changes to their health behaviours is growing. The aim of the study was to explore employers' views on the promotion of workplace health and wellbeing and the factors affecting these views. Using a qualitative phenomenological approach, 10 focus groups were conducted with employers selected from a range of industries and geographical locations within Western Australia. The total sample size was 79. Three factors were identified: employers' conceptualization of workplace health and wellbeing; employers' descriptions of (un)healthy workers and perceptions surrounding the importance of healthy workers; and employers' beliefs around the role the workplace should play in influencing health. Progress may be viable in promoting health and wellbeing if a multifaceted approach is employed taking into account the complex factors influencing employers' views. This could include an education campaign providing information about what constitutes health and wellbeing beyond the scope of occupational health and safety paradigms along with information on the benefits of workplace health and wellbeing aligned with perceptions relating to healthy and unhealthy workers.

  20. 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,…

  1. CURRICULUM MATTERS: Aims assessments and workplace needs

    Science.gov (United States)

    Black, Paul

    1997-09-01

    This paper attempts to consider the aims that undergraduate physics degree courses actually reflect and serve in the light of the employment patterns of graduates and of the expressed needs of employers. It reviews the results of analyses of what degree examinations actually test, and goes on to quote criticisms of their courses and radical proposals to change them adopted by the UK conference of physics professors. The discussion is then broadened by discussion of evidence, about the employment of graduates and about the priorities that some industrialists now give in the qualities that they look for when recruiting new graduates. The evidence leads to a view that radical changes are needed, both in courses and examinations, and that there is a need for university departments to work more closely with employers in re-formulating the aims and priorities in their teaching.

  2. Romance in the Workplace: Analysis of Justice Perception toward Policies Concerning Romance in the Workplace

    OpenAIRE

    Syaebani, Muhammad Irfan; Rachmawati, Riani

    2017-01-01

    Romance in the workplace is a common phenomenon and inevitable from organization dynamics. Romance in the workplace has double effects to the organization: positive and negative. Therefore, organization must be careful in formulating policies concerning this phenomenon. Literature said that in formulation policies concerning romance in the workplace it must be started from organizational justice theory. This research tries to find out what policies which perceived as the most fair. Quasi expe...

  3. Workplaces slow to start

    International Nuclear Information System (INIS)

    Voutilainen, A.; Oksanen, E.

    1992-01-01

    Regulations on radon in workplaces are based on the Radiation Act, which came into force in Finland at the beginning of 1992. An employer is required to have the working conditions investigated if it is suspected that the radon concentration exceeds the maximum. The annual average in regular work must not exceed 400 becquerels per cubic metre. Employers have shown so little interest in radon measurements that the Finnish Centre for Radiation and Nuclear Safety has had to send letters prompting employers in the worst radon areas to conduct measurements at workplaces. According to preliminary estimates, thousands of workplaces have concentrations exceeding the permissible maximum. (orig.)

  4. Canadian Chefs' Workplace Learning

    Science.gov (United States)

    Cormier-MacBurnie, Paulette; Doyle, Wendy; Mombourquette, Peter; Young, Jeffrey D.

    2015-01-01

    Purpose: This paper aims to examine the formal and informal workplace learning of professional chefs. In particular, it considers chefs' learning strategies and outcomes as well as the barriers to and facilitators of their workplace learning. Design/methodology/approach: The methodology is based on in-depth, face-to-face, semi-structured…

  5. Exposure to workplace smoking bans and continuity of daily smoking patterns on workdays and weekends.

    Science.gov (United States)

    Dunbar, Michael S; Shiffman, Saul; Chandra, Siddharth

    2018-05-01

    Individuals may compensate for workplace smoking bans by smoking more before or after work, or escaping bans to smoke, but no studies have conducted a detailed, quantitative analysis of such compensatory behaviors using real-time data. 124 daily smokers documented smoking occasions over 3weeks using ecological momentary assessment (EMA), and provided information on real-world exposure to smoking restrictions and type of workplace smoking policy (full, partial, or no bans). Mixed modeling and generalized estimating equations assessed effects of time of day, weekday (vs weekend), and workplace policy on mean cigarettes per hour (CPH) and reports of changing location to smoke. Individuals were most likely to change locations to smoke during business hours, regardless of work policy, and frequency of EMA reports of restrictions at work was associated with increased likelihood of changing locations to smoke (OR=1.11, 95% CI 1.05-1.16; pbusiness hours across weekdays and weekends. Smokers largely compensate for exposure to workplace smoking bans by escaping restrictions during business hours. Better understanding the effects of smoking bans on smoking behavior may help to improve their effectiveness and yield insights into determinants of smoking in more restrictive environments. Copyright © 2018 Elsevier Ltd. All rights reserved.

  6. Development of a new free radical absorption capacity assay method for antioxidants: aroxyl radical absorption capacity (ARAC).

    Science.gov (United States)

    Nagaoka, Shin-ichi; Nagai, Kanae; Fujii, Yuko; Ouchi, Aya; Mukai, Kazuo

    2013-10-23

    A new free radical absorption capacity assay method is proposed with use of an aroxyl radical (2,6-di-tert-butyl-4-(4'-methoxyphenyl)phenoxyl radical) and stopped-flow spectroscopy and is named the aroxyl radical absorption capacity (ARAC) assay method. The free radical absorption capacity (ARAC value) of each tocopherol was determined through measurement of the radical-scavenging rate constant in ethanol. The ARAC value could also be evaluated through measurement of the half-life of the aroxyl radical during the scavenging reaction. For the estimation of the free radical absorption capacity, the aroxyl radical was more suitable than the DPPH radical, galvinoxyl, and p-nitrophenyl nitronyl nitroxide. The ARAC value in tocopherols showed the same tendency as the free radical absorption capacities reported previously, and the tendency was independent of an oxygen radical participating in the scavenging reaction and of a medium surrounding the tocopherol and oxygen radical. The ARAC value can be directly connected to the free radical-scavenging rate constant, and the ARAC method has the advantage of treating a stable and isolable radical (aroxyl radical) in a user-friendly organic solvent (ethanol). The ARAC method was also successfully applied to a palm oil extract. Accordingly, the ARAC method would be useful in free radical absorption capacity assay of antioxidative reagents and foods.

  7. Mobbing: Workplace Violence in the Academy

    Science.gov (United States)

    Keim, Jeanmarie; McDermott, J. Cynthia

    2010-01-01

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

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

    Science.gov (United States)

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

    2016-04-21

    image and employees seeking health improvements. Other facilitators included stakeholder buy-in, organisational support and stakeholder cohesiveness with regards to the level of support provided to the intervention. Anticipation of employee resistance towards menu changes, workplace restructuring and target-driven workplace cultures impeded intervention implementation. Contextual factors such as workplace structures and cultures need to be considered in the implementation of future workplace dietary interventions. Negotiation and flexibility of key workplace stakeholders plays an integral role in overcoming the barriers of workplace cultures, structures and resistance to change. Current Controlled Trials: ISRCTN35108237. Date of registration: 02/07/2013.

  9. Do gender differences matter to workplace bullying?

    Science.gov (United States)

    Wang, Mei-Ling; Hsieh, Yi-Hua

    2015-01-01

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

  10. Healthcare Workers and Workplace Violence

    Directory of Open Access Journals (Sweden)

    Tevfik Pinar

    2013-06-01

    Full Text Available Workplace violence is a threatening worldwide public health problem. Healthcare workers have under particular risk of workplace violence, and they are being exposed to violence 4-16 times more than other service workers. The frequency of violence in the health sector in the world has indicated in different range of results since there is no consistent definition of workplace violence and differences in research methodology (any type of violence: 22,0% - 60,0%; physical violence: 2,6% - 57,0%; verbal violence: 24,3% - 82,0%; sexual harassment: %1,9 - 10,5%. All healthcare workers have right to work in a safe working place. The safety of healthcare workers should deserve the same priority as patient safety. Various risk factors including social, cultural, environmental, organizational and personal elements play a role in the formation of workplace violence that is very important for our country. Considering all those factors, the workplace violence in health sector should be seriously handled and the strategies and policies must be developed for prevention. [TAF Prev Med Bull 2013; 12(3.000: 315-326

  11. The multiple reals of workplace learning

    Directory of Open Access Journals (Sweden)

    Kerry Harman

    2014-04-01

    Full Text Available The multiple reals of workplace learning are explored in this paper. Drawing on a Foucauldian conceptualisation of power as distributed, relational and productive, networks that work to produce particular objects and subjects as seemingly natural and real are examined. This approach enables different reals of workplace learning to be traced. Data from a collaborative industry-university research project is used to illustrate the approach, with a focus on the intersecting practices of a group of professional developers and a group of workplace learning researchers. The notion of multiple reals holds promise for research on workplace learning as it moves beyond a view of reality as fixed and singular to a notion of reality as performed in and through a diversity of practices, including the practices of workplace learning researchers.

  12. Measurement of radical scavenging activity of irradiated Kampo extracts using ESR spin-trap method

    International Nuclear Information System (INIS)

    Ohta, Yui; Kawamura, Shoei; Ukai, Mitsuko; Nakamura, Hideo; Kikuchi, Masahiro; Kobayashi, Yasuhiko

    2014-01-01

    The radical scavenging activity (RSA) of 13 kinds of γ-ray irradiated Kampo extracts were studied by ESR spin-trap method. The RSA against alkoxy radical and hydroxyl radical were measured using new spin trapping reagent CYPMPO. The RSA against these two radicals were evaluated using GSH for alkoxy RSA and L-ascorbic acid for hydroxy RSA as a standard antioxidant reagent. We revealed that a few Kampo extracts showed high RSA against alkoxy radical and also hydroxy radical. This RSA of Kampo extracts was changed by γ-ray irradiation treatment. Using ESR spin-trap method, it is concluded that the effect of radiation treatment on RSA of Kampo extracts were able to detect. (author)

  13. Workplace analysis and radiation protection

    International Nuclear Information System (INIS)

    Le Guen, B.; Bosquet, Ph.; Chevillard, S.; Gauron, Ch.; Lallemand, J.; Lombard, J.; Menetrier, F.; Feuardent, J.; Maccia, C.; Donadille, L.; Rehel, J.L.; Donnarieix, D.; Garrigou, A.; Gauthereau, V.; Truchi, F.; Chardin, J.; Debouck, F.; Clairand, I.; Amabile, J.Ch.; Vrigneaud, J.M.; Roussille, F.; Witschger, O.; Feuardent, J.; Scanff, P.; Rannou, A.

    2010-01-01

    This document gathers the slides of the available presentations given during this conference day. Fifteen presentations out of 16 are assembled in the document and deal with: 1 - the evolution of doses received by workers (J. Feuardent); 2 - evaluation of extremities dosimetry among interventional radiology practitioners (L. Donadille); 3 - practical guide for the realisation of workplace dosimetry studies presenting a ionizing radiation exposure risk: and example in nuclear medicine (J.L. Rehel); 4 - workplace studies in radiotherapy-curietherapy (D. Donnarieix); 5 - from dosimetry to physical intensity: the case of heat insulation activities (A. Garrigou and C. Piccadaci); 6 - the consideration of human factor during facility modifications (V. Gauthereau); 7 - how to carry out a workplace analysis in gamma-graphy? (F. Truchi); 8 - workplace studies in the framework of dismantling activities (J. Chardin); 9 - team synergy (F. Debouck); 10 - adaptation of individual dosimetry to the workplace: the case of external exposure (I. Clairand); 11 - technical aspects of the evaluation of ionizing radiations exposure induced by a new interventional radiology procedure (J.C. Amabile); 12 - the point of view of a radioprotection skilled person in a nuclear medicine service (J.M. Vrigneaud); 13 - workplace studies for the unique document (F. Roussille); 14 - occupational exposure to manufactured nano-particles: issues and knowledge status (O. Witschger); 15 - toxicological risk of nano-particles: 'health impact'? (S. Chevillard). (J.S.)

  14. [Gender differences in workplace bullying].

    Science.gov (United States)

    Campanini, P; Punzi, Silvia; Carissimi, Emanuela; Gilioli, R

    2006-01-01

    Despite the attention that international Agencies give to the gender issue in situations of workplace bullying, few investigations have been performed on this topic. The aim of the study is describe the gender differences in victims of workplace bullying observed in an Italian survey. A total of 243 subjects (124 males and 119 females) were examined at the Centre for Occupational Stress and Harassment of the "Clinica del Lavoro Luigi Devoto" (University of Milan and IRCCS Foundation); they were selected among patients who met the criteria for being considered victims of negative actions at work leading to workplace bullying. Data regarding the person, workplace and the workplace bullying situation were collected by means of an ad hoc questionnaire. Analysis of the data, compared with those of IS-TAT 2002, showed a higher prevalence of females subjected to negative actions at work. In women, the risk of being subjected to negative actions leading to workplace bullying was shown to increase in the 34-44 age range and to decrease in higher age ranges; in men the risk remained elevated also after 55 years of age. In general, women were victims of negative actions regarding personal values related to emotional-relational factors, while men were attacked on their work performance. Sexual harassment, may mark the onset of other types of psychological harassment or can be one of its components.

  15. Psychosocial antecedents and consequences of workplace aggression for hospital nurses.

    Science.gov (United States)

    Demir, Defne; Rodwell, John

    2012-12-01

    To test a full model of the antecedents to and consequences of various forms of workplace aggression, considering psychosocial factors, for hospital nursing staff. Cross-sectional survey design. Two hundred and seven nurses and midwives working across wards within a medium to large Australian hospital completed the survey. The survey response rate was 26.9%. High frequencies of nurses reported exposure to workplace bullying and internal and external emotional abuse violence types. In terms of antecedents, bullying was linked to high negative affectivity (NA), as well as low supervisor support and coworker support. Internal emotional abuse was associated with low levels of these support variables, as well as high outside work support and low job control. External threat of assault was related to high job demands and NA. In terms of consequences, bullying and verbal sexual harassment were linked to increased psychological distress levels. Bullying and internal emotional abuse were related to lowered organizational commitment. Changes in job satisfaction were not found for any of the workplace aggression types. NA was a significant covariate for all analyses examining consequences of aggression. Different combinations of work conditions (job demands-resources) and individual levels of NA predicted certain types of aggression. Further, nurse perceptions of psychological distress and organizational commitment were affected by exposure to several types of aggression, even after controlling for NA as a potential perceptual bias. This study therefore extends previous research on workplace bullying as a stressor to other types of workplace aggression for nurses. The findings highlight factors that are important in considering effective prevention and intervention of workplace aggression among nursing staff, particularly those working in hospital settings. © 2012 Sigma Theta Tau International.

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

    Science.gov (United States)

    Patrick, Nancy S.

    2010-01-01

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

  17. Can Childhood Factors Predict Workplace Deviance?

    Science.gov (United States)

    Piquero, Nicole Leeper; Moffitt, Terrie E

    2014-07-01

    Compared to the more common focus on street crime, empirical research on workplace deviance has been hampered by highly select samples, cross-sectional research designs, and limited inclusion of relevant predictor variables that bear on important theoretical debates. A key debate concerns the extent to which childhood conduct-problem trajectories influence crime over the life-course, including adults' workplace crime, whether childhood low self-control is a more important determinant than trajectories, and/or whether each or both of these childhood factors relate to later criminal activity. This paper provides evidence on this debate by examining two types of workplace deviance: production and property deviance separately for males and females. We use data from the Dunedin Multidisciplinary Health and Development Study, a birth cohort followed into adulthood, to examine how childhood factors (conduct-problem trajectories and low self-control) and then adult job characteristics predict workplace deviance at age 32. Analyses revealed that none of the childhood factors matter for predicting female deviance in the workplace but that conduct-problem trajectories did account for male workplace deviance.

  18. Workplace Health Promotion in Small Enterprises in Denmark

    DEFF Research Database (Denmark)

    Hasle, Peter; Peter, Wissing

    An analysis of the Danish experience with workplace health promotion including preventive activities aiming at a safe and healthy workplace.......An analysis of the Danish experience with workplace health promotion including preventive activities aiming at a safe and healthy workplace....

  19. Motivation in a multigenerational radiologic science workplace.

    Science.gov (United States)

    Kalar, Traci

    2008-01-01

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

  20. Effects of Metric Change on Safety in the Workplace for Selected Occupations.

    Science.gov (United States)

    1982-04-21

    to undertake certain types of research regarding the effects of metric con - version. Under the leadership of its research couiittee, the U.S. Metric...Service. At this time there was a growing concern about conditions in the nation’s workplaces -- from Colorado mines to New York City sweatshops ...incidence of worker injury within each occupation was also con - sidered in order to eliminate those occupations that, although they are hazardous

  1. Research on workplace health promotion in the Nordic countries: a literature review, 1986-2008.

    Science.gov (United States)

    Torp, Steffen; Eklund, Leena; Thorpenberg, Stefan

    2011-09-01

    Workplace health promotion may include approaches focusing on behavioral change among employees and approaches with a holistic system-oriented thinking aiming at changing the physical, social and organizational factors of a setting. This literature review aimed to identify studies on workplace health promotion in the Nordic countries (Denmark, Finland, Iceland, Norway and Sweden), to describe when, where and how the studies were performed and to further analyze the use of settings approaches and empowerment processes. Using scientific literature databases, we found 1809 hits when searching for Nordic studies published from 1986 to 2008 with the search term health promotion. Of these, 116 studies were related to workplace health promotion and 33 included interventions. We used content analysis to analyze the abstracts of all articles and the full articles of the intervention studies. Most studies were performed in Sweden and Finland. The focus was mainly on behavioral change rather than on holistic health promotion as defined by the Ottawa Charter for Health Promotion. This was especially obvious for the intervention studies. In addition to the intervention studies using non-settings approaches with top-down driven behavioral change, we identified studies with participatory settings approaches aimed at changing the setting. We categorized relatively few studies as having a non-participatory settings approach. The studies aiming specifically at improving employees' empowerment were evenly distributed between the categories market-oriented persuasion of empowerment, therapeutic empowerment and empowerment as a liberal management strategy. More studies on workplace health promotion using empowering and participatory settings approaches are needed in the Nordic countries, and a more theory-based approach towards this research field is needed.

  2. Workplaces as Transformative Learning Spaces

    DEFF Research Database (Denmark)

    Maslo, Elina

    2010-01-01

    some other examples on “successful learning” from the formal, informal and non-formal learning environments, trying to prove those criteria. This presentation provides a view on to new examples on transformative learning spaces we discovered doing research on Workplace Learning in Latvia as a part......Abstract to the Vietnam Forum on Lifelong Learning: Building a Learning Society Hanoi, 7-8 December 2010 Network 2: Competence development as Workplace Learning Title of proposal: Workplaces as Transformative Learning Spaces Author: Elina Maslo, dr. paed., University of Latvia, elina@latnet.lv Key...... words: learning, lifelong learning, adult learning, workplace learning, transformative learning spaces During many years of research on lifelong foreign language learning with very different groups of learners, we found some criteria, which make learning process successful. Since then we tried to find...

  3. Vinylcyclopropylacyl and polyeneacyl radicals. Intramolecular ketene alkyl radical additions in ring synthesis.

    Science.gov (United States)

    De Boeck, Benoit; Herbert, Nicola M A; Harrington-Frost, Nicole M; Pattenden, Gerald

    2005-01-21

    Treatment of a variety of substituted vinylcyclopropyl selenyl esters, e.g. 11, with Bu(3)SnH-AIBN in refluxing benzene leads to the corresponding acyl radical intermediates, which undergo rearrangement and intramolecular cyclisations via their ketene alkyl radical equivalents producing cyclohexenones in 50-60% yield. By contrast, treatment of conjugated triene selenyl esters, e.g. 32, with Bu(3)SnH-AIBN produces substituted 2-cyclopentenones via intramolecular cyclisations of their ketene alkyl radical intermediates. Under the same radical-initiating conditions the selenyl esters derived from o-vinylbenzoic acid and o-vinylcinnamic acid undergo intramolecular cyclisations producing 1-indanone and 5,6-dihydrobenzocyclohepten-7-one respectively in 60-70% yields. A tandem radical cyclisation from the alpha,beta,gamma,delta-diene selenyl ester 31 provides an expeditious synthesis of the diquinane 35 in 69% yield.

  4. Structure and Intramolecular Proton Transfer of Alanine Radical Cations

    International Nuclear Information System (INIS)

    Lee, Gab Yong

    2012-01-01

    The structures of the four lowest alanine conformers, along with their radical cations and the effect of ionization on the intramolecular proton transfer process, are studied using the density functional theory and MP2 method. The energy order of the radical cations of alanine differs from that of the corresponding neutral conformers due to changes in the basicity of the NH 2 group upon ionization. Ionization favors the intramolecular proton transfer process, leading to a proton-transferred radical-cation structure, [NH 3 + -CHCH 3 -COO·], which contrasts with the fact that a proton-transferred zwitterionic conformer is not stable for a neutral alanine in the gas phase. The energy barrier during the proton transfer process is calculated to be about 6 kcal/mol

  5. Workplace Financial Education Facilitates Improvement in Personal Financial Behaviors

    Science.gov (United States)

    Prawitz, Aimee D.; Cohart, Judith

    2014-01-01

    Based on the life-cycle theory of consumption, this quasi-experimental study of 995 employees examined changes in financial behaviors following employee-needs-driven workplace financial education. Repeated-measures ANOVA compared participants and non-participants on perceived financial wellness and savings ratios; main effects indicated that both…

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

    Science.gov (United States)

    Couser, Gregory P

    2008-04-01

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

  7. Null association between workplace social capital and body mass index. Results from a four-wave panel survey among employees in Japan (J-HOPE study).

    Science.gov (United States)

    Tsuboya, Toru; Tsutsumi, Akizumi; Kawachi, Ichiro

    2016-02-01

    Research on the longitudinal association of workplace social capital and obesity is limited. We sought to investigate the prospective association of social capital in the workplace with body mass index (BMI) among employees in Japan. We used repeat panel surveys from 12 private companies in Japan. In the present study, four annual surveys waves were used, including 8811, 10,608, 9766, and 6249 participants, respectively. The first survey was conducted between October 2010 and December 2011 (response rate = 77.4%), and the following three surveys were conducted at approximately annual intervals. Questionnaires inquiring about workplace social capital, and other characteristics were administered at each survey. Height and weight were objectively measured in 11 companies, and self-reported in one company. Cross-sectional as well as fixed effects analysis of change in social capital and change in BMI were conducted. Analyses were stratified by age, sex, BMI at baseline, and companies. The analysis was conducted in 2015. Over 3 years, approximately 32% of the participants changed their BMI by more than 1 unit, while workplace social capital changed for approximately 78% of the sample. We found no associations between change in workplace social capital and change in BMI. The null association was preserved across analyses stratified by sex, age, overweight/obesity status at baseline, and company. Workplace social capital is not associated with changes in employee BMI. Copyright © 2015 Elsevier Ltd. All rights reserved.

  8. Serum Hydroxyl Radical Scavenging Capacity as Quantified with Iron-Free Hydroxyl Radical Source

    Science.gov (United States)

    Endo, Nobuyuki; Oowada, Shigeru; Sueishi, Yoshimi; Shimmei, Masashi; Makino, Keisuke; Fujii, Hirotada; Kotake, Yashige

    2009-01-01

    We have developed a simple ESR spin trapping based method for hydroxyl (OH) radical scavenging-capacity determination, using iron-free OH radical source. Instead of the widely used Fenton reaction, a short (typically 5 seconds) in situ UV-photolysis of a dilute hydrogen peroxide aqueous solution was employed to generate reproducible amounts of OH radicals. ESR spin trapping was applied to quantify OH radicals; the decrease in the OH radical level due to the specimen’s scavenging activity was converted into the OH radical scavenging capacity (rate). The validity of the method was confirmed in pure antioxidants, and the agreement with the previous data was satisfactory. In the second half of this work, the new method was applied to the sera of chronic renal failure (CRF) patients. We show for the first time that after hemodialysis, OH radical scavenging capacity of the CRF serum was restored to the level of healthy control. This method is simple and rapid, and the low concentration hydrogen peroxide is the only chemical added to the system, that could eliminate the complexity of iron-involved Fenton reactions or the use of the pulse-radiolysis system. PMID:19794928

  9. Detrimental effects of workplace bullying: impediment of self-management competence via psychological distress

    Directory of Open Access Journals (Sweden)

    Gabriele eGiorgi

    2016-02-01

    Full Text Available Emotional intelligence has been linked to various positive outcomes, such as organizational effectiveness, commitment, morale and health. In addition, longitudinal studies demonstrate that the competencies of emotional intelligence may change and be developed over time. Researchers have argued that work relationships are important for the development of emotional competence, but their usefulness depends on the quality of the relationship. Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual’s physical and psychological health. Hence, the objective of the present study was to analyze the relationship linking workplace bullying, psychological distress and the self-management competence of emotional intelligence. More specifically, we tested part of the model presented by Cherniss and Goleman (2001 in which researchers argued that individual emotional intelligence is a result of relationships at work. In addition, we extended the model by proposing that the relationship between exposure to workplace bullying and the competence of self-management is explained by psychological distress. Data analysis of 326 participants from two private sector organizations in Italy demonstrated that psychological distress fully mediated the relationship between workplace bullying and the emotional intelligence ability of self-management. The present study’s findings point to the idea that, not only may emotional intelligence assist in handling exposure to workplace bullying, but exposure to workplace bullying may impede emotional intelligence via psychological distress.

  10. Detrimental Effects of Workplace Bullying: Impediment of Self-Management Competence via Psychological Distress

    Science.gov (United States)

    Giorgi, Gabriele; Perminienė, Milda; Montani, Francesco; Fiz-Perez, Javier; Mucci, Nicola; Arcangeli, Giulio

    2016-01-01

    Emotional intelligence has been linked to various positive outcomes, such as organizational effectiveness, commitment, morale, and health. In addition, longitudinal studies demonstrate that the competencies of emotional intelligence may change and be developed over time. Researchers have argued that work relationships are important for the development of emotional competence, but their usefulness depends on the quality of the relationship. Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual’s physical and psychological health. Hence, the objective of the present study was to analyze the relationship linking workplace bullying, psychological distress and the self-management competence of emotional intelligence. More specifically, we tested part of the model presented by Cherniss and Goleman (2001) in which researchers argued that individual emotional intelligence is a result of relationships at work. In addition, we extended the model by proposing that the relationship between exposure to workplace bullying and the competence of self-management is explained by psychological distress. Data analysis of 326 participants from two private sector organizations in Italy demonstrated that psychological distress fully mediated the relationship between workplace bullying and the emotional intelligence ability of self-management. The present study’s findings point to the idea that, not only may emotional intelligence assist in handling exposure to workplace bullying, but exposure to workplace bullying may impede emotional intelligence via psychological distress. PMID:26913013

  11. 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,…

  12. Impact of workplace based assessment on doctors' education and performance: a systematic review.

    Science.gov (United States)

    Miller, Alice; Archer, Julian

    2010-09-24

    To investigate the literature for evidence that workplace based assessment affects doctors' education and performance. Systematic review. The primary data sources were the databases Journals@Ovid, Medline, Embase, CINAHL, PsycINFO, and ERIC. Evidence based reviews (Bandolier, Cochrane Library, DARE, HTA Database, and NHS EED) were accessed and searched via the Health Information Resources website. Reference lists of relevant studies and bibliographies of review articles were also searched. Review methods Studies of any design that attempted to evaluate either the educational impact of workplace based assessment, or the effect of workplace based assessment on doctors' performance, were included. Studies were excluded if the sampled population was non-medical or the study was performed with medical students. Review articles, commentaries, and letters were also excluded. The final exclusion criterion was the use of simulated patients or models rather than real life clinical encounters. Sixteen studies were included. Fifteen of these were non-comparative descriptive or observational studies; the other was a randomised controlled trial. Study quality was mixed. Eight studies examined multisource feedback with mixed results; most doctors felt that multisource feedback had educational value, although the evidence for practice change was conflicting. Some junior doctors and surgeons displayed little willingness to change in response to multisource feedback, whereas family physicians might be more prepared to initiate change. Performance changes were more likely to occur when feedback was credible and accurate or when coaching was provided to help subjects identify their strengths and weaknesses. Four studies examined the mini-clinical evaluation exercise, one looked at direct observation of procedural skills, and three were concerned with multiple assessment methods: all these studies reported positive results for the educational impact of workplace based assessment tools

  13. Workplace bullying: a tale of adverse consequences.

    Science.gov (United States)

    Sansone, Randy A; Sansone, Lori A

    2015-01-01

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

  14. Workplace Bullying: A Tale of Adverse Consequences

    Science.gov (United States)

    Sansone, Lori A.

    2015-01-01

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

  15. Radical transfer between proteins: role of tyrosine, tryptophan and protein peroxyl radicals

    International Nuclear Information System (INIS)

    Irwin, J.A.; Ostdal, H.; Davies, M.J.

    1998-01-01

    Reaction of the Fe(III) forms of the heme proteins myoglobin (Mb) and horseradish peroxidase (HRP) with H 2 O 2 gives rise to high-oxidation-state heme-derived species which can be described as a Fe(IV)-oxo porphyrin radical-cation ('Compound 1'). In the case of Mb, the Fe(IV)-oxo porphyrin radical-cation undergoes rapid electron transfer with the surrounding protein to give protein (globin)-derived radicals and an Fe(lV)-oxo species ('Compound 2'). The globin-derived radicals have been shown to be located at two (or more) sites: Tyr-103 or Trp-14, with the latter radical known to react with oxygen to give a Trp-derived peroxyl radical (Mb-Trp-OO*). With HRP, the Fe(lV)-oxo porphyrin radical-cation carries out two successive one-electron oxidation reactions at the exposed heme edge to give firstly 'Compound 2' [the Fe(lV)oxo species] and then the resting Fe(III) state of the enzyme. n this study we have investigated whether the Trp-14 peroxyl radical from Mb and the Compound 1 and 2 species from HRP (in the absence and presence of free Tyr) can oxidise amino acids, peptides and proteins. Such reactions constitute intermolecular protein-to-protein radical transfer reactions and hence protein chain-oxidation. We have also examined whether these oxidants react with antioxidants. Reaction of these heme-protein derived oxidants with amino acids, proteins and antioxidants has been carried out at room temperature for defined periods of time before freeze-quenching to 77K to halt reaction. The radical species present in the reaction system at the time of freezing were subsequently examined by EPR spectroscopy at 77K. Three free amino acids, Tyr, Trp and Cys (with Cys the least efficient) have been shown to react rapidly with Mb-Trp-OO*, as evidenced by the loss of the characteristic EPR features of Mb-Trp-OO* on inclusion of increasing concentrations of the amino acids. All other amino acids are much less reactive. Evidence has also been obtained for (inefficient) hydrogen

  16. Free Radical Imaging Using In Vivo Dynamic Nuclear Polarization-MRI.

    Science.gov (United States)

    Utsumi, Hideo; Hyodo, Fuminori

    2015-01-01

    Redox reactions that generate free radical intermediates are essential to metabolic processes, and their intermediates can produce reactive oxygen species, which may promote diseases related to oxidative stress. The development of an in vivo electron spin resonance (ESR) spectrometer and its imaging enables us noninvasive and direct measurement of in vivo free radical reactions in living organisms. The dynamic nuclear polarization magnetic resonance imaging (DNP-MRI), also called PEDRI or OMRI, is also a new imaging method for observing free radical species in vivo. The spatiotemporal resolution of free radical imaging with DNP-MRI is comparable with that in MRI, and each of the radical species can be distinguished in the spectroscopic images by changing the frequency or magnetic field of ESR irradiation. Several kinds of stable nitroxyl radicals were used as spin probes to detect in vivo redox reactions. The signal decay of nitroxyl probes, which is determined with in vivo DNP-MRI, reflects the redox status under oxidative stress, and the signal decay is suppressed by prior administration of antioxidants. In addition, DNP-MRI can also visualize various intermediate free radicals from the intrinsic redox molecules. This noninvasive method, in vivo DNP-MRI, could become a useful tool for investigating the mechanism of oxidative injuries in animal disease models and the in vivo effects of antioxidant drugs. © 2015 Elsevier Inc. All rights reserved.

  17. Spirituality in the Healthcare Workplace

    Directory of Open Access Journals (Sweden)

    Donia Baldacchino

    2017-11-01

    Full Text Available Spirituality involves a sense of connectedness, meaning making and transcendence. There is abundant published research that focuses on the importance of spirituality to patients and their families during times of illness and distress. However over the last decade there has also been a growing awareness about the importance of considering the need to address peoples’ spiritual needs in the workplace. Engaging in ones own personal spirituality involves connecting with the inner self, becoming more self aware of ones humanity and limitations. Engaging with ones personal spirituality can also mean that people begin to greater find meaning and purpose in life and at work. This may be demonstrated in the workplace by collegial relationships and teamwork. Those who engage with their own spirituality also engage more easily with others through a connectedness with other staff and by aligning their values with the respective organization if they fit well with ones personal values. Workplace spirituality is oriented towards self-awareness of an inner life which gives meaning, purpose and nourishment to the employees’ dynamic relationships at the workplace and is eventually also nourished by meaningful work. Exercising ones personal spirituality contributes towards generating workplace spirituality. Essentially acting from ones own personal spirituality framework by being in doing can contribute towards a person becoming a healing and therapeutic presence for others, that is nourishing in many workplaces. Personal spirituality in healthcare can be enhanced by: reflection in and on action; role-modeling; taking initiative for active presence in care; committing oneself to the spiritual dimension of care; and, integrating spirituality in health caregivers’ education. As spirituality is recognized as becoming increasingly important for patients in healthcare, increasing educational opportunities are now becoming available for nurses internationally that

  18. 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

  19. Changes induced in spice paprika powder by treatment with ionizing radiation and saturated steam[Food conservation; Spice paprika; Rheology; Colorimetry; Free radicals

    Energy Technology Data Exchange (ETDEWEB)

    Kispeter, J. E-mail: kispeter@szef.u-szeged.hu; Bajusz-Kabok, K.; Fekete, M.; Szabo, G.; Fodor, E.; Pali, T. E-mail: tpali@nucleus.szbk.u-szeged.hu

    2003-12-01

    The changes in spice paprika powder induced by ionizing radiation, saturated steam (SS) and their combination were studied as a function of the absorbed radiation dose and the storage time. The SS treatment lead to a decrease in color content (lightening) after 12 weeks of storage, together with the persistence of free radicals and viscosity changes for a longer period. The results suggest that ionizing radiation is a more advantageous method as concerns preservation of the quality of spice paprika.

  20. Developing a workplace resilience instrument.

    Science.gov (United States)

    Mallak, Larry A; Yildiz, Mustafa

    2016-05-27

    Resilience benefits from the use of protective factors, as opposed to risk factors, which are associated with vulnerability. Considerable research and instrument development has been conducted in clinical settings for patients. The need existed for an instrument to be developed in a workplace setting to measure resilience of employees. This study developed and tested a resilience instrument for employees in the workplace. The research instrument was distributed to executives and nurses working in the United States in hospital settings. Five-hundred-forty completed and usable responses were obtained. The instrument contained an inventory of workplace resilience, a job stress questionnaire, and relevant demographics. The resilience items were written based on previous work by the lead author and inspired by Weick's [1] sense-making theory. A four-factor model yielded an instrument having psychometric properties showing good model fit. Twenty items were retained for the resulting Workplace Resilience Instrument (WRI). Parallel analysis was conducted with successive iterations of exploratory and confirmatory factor analyses. Respondents were classified based on their employment with either a rural or an urban hospital. Executives had significantly higher WRI scores than nurses, controlling for gender. WRI scores were positively and significantly correlated with years of experience and the Brief Job Stress Questionnaire. An instrument to measure individual resilience in the workplace (WRI) was developed. The WRI's four factors identify dimensions of workplace resilience for use in subsequent investigations: Active Problem-Solving, Team Efficacy, Confident Sense-Making, and Bricolage.

  1. Free radical generation from an aniline derivative in HepG2 cells: a possible captodative effect.

    Science.gov (United States)

    Horinouchi, Yuya; Summers, Fiona A; Ehrenshaft, Marilyn; Mason, Ronald P

    2015-01-01

    Xenobiotic metabolism can induce the generation of protein radicals, which are believed to play an important role in the toxicity of chemicals and drugs. It is therefore important to identify chemical structures capable of inducing macromolecular free radical formation in living cells. In this study, we evaluated the ability of four structurally related environmental chemicals, aniline, nitrosobenzene, N,N-dimethylaniline, and N,N-dimethyl-4-nitrosoaniline (DMNA), to induce free radicals and cellular damage in the hepatoma cell line HepG2. Cytotoxicity was assessed using lactate dehydrogenase assays, and morphological changes were observed using phase contrast microscopy. Protein free radicals were detected by immuno-spin trapping using in-cell western experiments and confocal microscopy to determine the subcellular locale of free radical generation. DMNA induced free radical generation, lactate dehydrogenase release, and morphological changes in HepG2 cells, whereas aniline, nitrosobenzene, N,N-dimethylaniline did not. Confocal microscopy showed that DMNA induced free radical generation mainly in the cytosol. Preincubation of HepG2 cells with N-acetylcysteine and 2,2'-dipyridyl significantly prevented free radical generation on subsequent incubation with DMNA, whereas preincubation with apocynin and dimethyl sulfoxide had no effect. These results suggest that DMNA is metabolized to reactive free radicals capable of generating protein radicals which may play a critical role in DMNA toxicity. We propose that the captodative effect, the combined action of the electron-releasing dimethylamine substituent, and the electron-withdrawing nitroso substituent, leads to a thermodynamically stabilized radical, facilitating enhanced protein radical formation by DMNA. Copyright © 2014 Elsevier Inc. All rights reserved.

  2. Health promotion in the workplace

    Directory of Open Access Journals (Sweden)

    Sultan T Al-Otaibi

    2016-01-01

    Full Text Available The objective of this review was to describe the scientific evidence for coordinating health promotion at the workplace and to discuss the required future research in this field. Literature review from March 1990 to November 2014 was performed. Using the keywords ′health, promotion, worksite and workplace′, literature was searched in the following databases: Medline, PubMed and Google Scholar; with no time limit. There is emerging evidence that workplace health promotion enhances the effectiveness of effort to promote and protect workers′ health. It proves both cost-effective and cost-beneficial to health promotion at the worksite and subsequently further reduces absenteeism. However, future research is needed to identify the impact of other factors such as age, gender and race on workers′ exposure. There is also a need to develop valid tests to measure the outcome of these programmes at the workplace. Health promotion should be central to workplace planning and should be recognised as an integral part of proactive occupational health. Indeed, the workplace is viewed as one of the most popular venues for promoting health and preventing diseases among employees.

  3. Homegrown religious radicalization

    DEFF Research Database (Denmark)

    Khawaja, Iram

    It has been reported that a growing number of youngsters from Western Europe are engaging in conflicts motivated by religious and political conflicts in the Middle East. This paper explores the reasons behind this seemingly religious radicalization from the point of view of the youngsters...... youngsters and parents of youngsters who have chosen a radicalized path in life. The paper will shed light on how the sense of and yearning for belonging and recognition have to be taken into account in our understanding of homegrown religious radicalization...

  4. Workplace Communication Practices and Policies

    DEFF Research Database (Denmark)

    Kirilova, Marta; Angouri, Jo

    2017-01-01

    This chapter addresses the issue of communication policy in the workplace. Modern workplaces are multinational and multilingual. Both white and blue collar employees interact in languages other than their L1 as part of their daily reality at work. At the same time a number of workplaces have...... introduced a ‘one language policy’ as a strategy to manage linguistic diversity as well as to encourage integration and, allegedly, shared decision making. Research has repeatedly shown, however, that this is a political and ideological decision rather than a purely linguistic one. Languages have different...... symbolic power and this is reflected in the linguistic ecosystem of the various work settings. In this chapter, we discuss issues around language use, language policy and language ideology in the workplace as well as gatekeeping. We draw on our recently completed and ongoing work as well as illustrative...

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

    Science.gov (United States)

    Hamilton, Chuck; Langlois, Kristen; Watson, Henry

    2010-01-01

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

  6. Antiferromagnetic character of workplace stress

    Science.gov (United States)

    Watanabe, Jun-Ichiro; Akitomi, Tomoaki; Ara, Koji; Yano, Kazuo

    2011-07-01

    We study the nature of workplace stress from the aspect of human-human interactions. We investigated the distribution of Center for Epidemiological Studies Depression Scale scores, a measure of the degree of stress, in workplaces. We found that the degree of stress people experience when around other highly stressed people tends to be low, and vice versa. A simulation based on a model describing microlevel human-human interaction reproduced this observed phenomena and revealed that the energy state of a face-to-face communication network correlates with workplace stress macroscopically.

  7. Workplace Counselling in Nigeria: Problems and Prospects ...

    African Journals Online (AJOL)

    Issues discussed included conflict of values, counsellor competency problem, workplace counselling as a victimization tool, management of client information, workplace counselling as an excuse or avoidance route, making workplaces mental-health friendly, display of care, preventive mechanism, a risk management tool, ...

  8. Workplace bullying: A risk control perspective

    OpenAIRE

    Notelaers, Guy

    2011-01-01

    Workplace bullying is an omnipresent phenomenon in contemporary workplaces (Nielsen, Matthiesen, & Einarsen, in press). With its negative consequences for victims, bystanders and the socio-economic fabric of organisations, it is an important psychological, sociological and economical hazard that needs to be firmly addressed. Several countries, such as Norway, Sweden, Finland, Belgium and France, have adopted laws explicitly banning it from workplaces. Some European countries have integrated t...

  9. Laparoscopic radical trachelectomy.

    Science.gov (United States)

    Rendón, Gabriel J; Ramirez, Pedro T; Frumovitz, Michael; Schmeler, Kathleen M; Pareja, Rene

    2012-01-01

    The standard treatment for patients with early-stage cervical cancer has been radical hysterectomy. However, for women interested in future fertility, radical trachelectomy is now considered a safe and feasible option. The use of minimally invasive surgical techniques to perform this procedure has recently been reported. We report the first case of a laparoscopic radical trachelectomy performed in a developing country. The patient is a nulligravid, 30-y-old female with stage IB1 adenocarcinoma of the cervix who desired future fertility. She underwent a laparoscopic radical trachelectomy and bilateral pelvic lymph node dissection. The operative time was 340 min, and the estimated blood loss was 100mL. There were no intraoperative or postoperative complications. The final pathology showed no evidence of residual disease, and all pelvic lymph nodes were negative. At 20 mo of follow-up, the patient is having regular menses but has not yet attempted to become pregnant. There is no evidence of recurrence. Laparoscopic radical trachelectomy with pelvic lymphadenectomy in a young woman who desires future fertility may also be an alternative technique in the treatment of early cervical cancer in developing countries.

  10. Workplace experience of radiographers: impact of structural and interpersonal interventions

    International Nuclear Information System (INIS)

    Kubik-Huch, R.A.; Roempler, M.; Weber, A.; Klaghofer, R.; Buddeberg-Fischer, B.

    2010-01-01

    Within the framework of organisational development, an assessment of the workplace experience of radiographers (RGs) was conducted. The aims of this study were to develop structural and interpersonal interventions and to prove their effectiveness and feasibility. A questionnaire consisting of work-related factors, e.g. time management and communication, and two validated instruments (Workplace Analysis Questionnaire, Effort-Reward Imbalance Scale) was distributed to all RGs (n = 33) at baseline (T1). Interventions were implemented and a follow-up survey (T2) was performed 18 months after the initial assessment. At T1, areas with highest dissatisfaction were communication and time management for ambulant patients (bad/very bad, 57% each). The interventions addressed adaptation of work plans, coaching in developing interpersonal and team leadership skills, and regular team meetings. The follow-up survey (T2) showed significantly improved communication and cooperation within the team and improved qualification opportunities, whereas no significant changes could be identified in time management and in the workplace-related scales 'effort' expended at work and 'reward' received in return for the effort. Motivating workplace experience is important for high-level service quality and for attracting well-qualified radiographers to work at a place and to stay in the team for a longer period. (orig.)

  11. Workplace experience of radiographers: impact of structural and interpersonal interventions

    Energy Technology Data Exchange (ETDEWEB)

    Kubik-Huch, R.A.; Roempler, M.; Weber, A. [Kantonsspital Baden, Institute of Radiology, Baden (Switzerland); Klaghofer, R.; Buddeberg-Fischer, B. [Zurich University Hospital, Department of Psychosocial Medicine, Zurich (Switzerland)

    2010-02-15

    Within the framework of organisational development, an assessment of the workplace experience of radiographers (RGs) was conducted. The aims of this study were to develop structural and interpersonal interventions and to prove their effectiveness and feasibility. A questionnaire consisting of work-related factors, e.g. time management and communication, and two validated instruments (Workplace Analysis Questionnaire, Effort-Reward Imbalance Scale) was distributed to all RGs (n = 33) at baseline (T1). Interventions were implemented and a follow-up survey (T2) was performed 18 months after the initial assessment. At T1, areas with highest dissatisfaction were communication and time management for ambulant patients (bad/very bad, 57% each). The interventions addressed adaptation of work plans, coaching in developing interpersonal and team leadership skills, and regular team meetings. The follow-up survey (T2) showed significantly improved communication and cooperation within the team and improved qualification opportunities, whereas no significant changes could be identified in time management and in the workplace-related scales 'effort' expended at work and 'reward' received in return for the effort. Motivating workplace experience is important for high-level service quality and for attracting well-qualified radiographers to work at a place and to stay in the team for a longer period. (orig.)

  12. MISCONCEPTIONS AND NON-SCIENTIFIC CONCEPTS ON FREE RADICALS

    Directory of Open Access Journals (Sweden)

    Rosiris Sindeaux de Alencar Pires de Oliveira

    2016-11-01

    Full Text Available INTRODUCTION: Misconceptions or alternative conceptions are defined as conceptions that are somewhat different from the scientifically accepted ones and are known to be highly resistant to changes. Free radicals are a widely publicized subject in the media due to their putative importance in human aging and health. Free radicals are a subject susceptible to misconceptions widely spread by the media supporting prejudicial advertising inducing antioxidant consumption. OBJECTIVES: Identify and categorized different free radicals misconceptions published in printed media. MATERIALS AND METHODS: Revista Veja (Digital Archive, the weekly magazine with the largest circulation in Brazil, was selected for this investigation. Period analyzed: from 01/01/2000 to 31/07/2014 with search terms Free radicals and antioxidants. Passages selected were classified as: Right Concept (RC, Wrong Concept (WC, Misconception (MC, Inadequate generalization (IG, Inductive [to misconceptions] Concept (IC, Inductive [to misconceptions] Information (II, and Not fit the inclusion criteria (NFIC. Each one of these categories were further subdivided. DISCUSSION AND RESULTS: 79 magazine articles, advertisements and information materials were found which led to 293 text passages. 56.3% were MC, 21.4% II, 8.8% IC, 5.4% IG, 3.4% RC, 2.7% WR, 2.0% NFIC. The most frequently subcategory in each category was: MC: x [something] combats free radicals (22.6%; II: x [substance] is antioxidant (54.0%; IC: x [something] increases free radicals production (34.6%; IG: antioxidant x [substance] combats cancer (56.3%; RC: too much vitamins and minerals is harmful to health (30.0%; WR: free radicals are formed during oxygen conversion to energy process (25.0%. CONCLUSION: Magazine analysis reveal non-scientific concepts (MC, II, IC and IG to be highly frequent, notably misconceptions. Moreover, non-scientific concepts together reach 91.8% of all concepts while right concepts respond for only 2

  13. Triple-loop learning as foundation for profound change, individual cultivation, and radical innovation. Construction processes beyond scientific and rational knowledge.

    OpenAIRE

    Peschl, Markus F.

    2007-01-01

    Purpose: Ernst von Glasersfeld’s question concerning the relationship between scientific/ rational knowledge and the domain of wisdom and how these forms of knowledge come about is the starting point. This article aims at developing an epistemological as well as methodological framework that is capable of explaining how profound change can be brought about in various contexts, such as in individual cultivation, in organizations, in processes of radical innovation, etc. This fra...

  14. Crew factors in the aerospace workplace

    Science.gov (United States)

    Kanki, Barbara G.; Foushee, H. C.

    1990-01-01

    The effects of technological change in the aerospace workplace on pilot performance are discussed. Attention is given to individual and physiological problems, crew and interpersonal problems, environmental and task problems, organization and management problems, training and intervention problems. A philosophy and conceptual framework for conducting research on these problems are presented and two aerospace studies are examined which investigated: (1) the effect of leader personality on crew effectiveness and (2) the working undersea habitat known as Aquarius.

  15. Evolving workplace flexibility for U.S. medical school tenure-track faculty.

    Science.gov (United States)

    Bunton, Sarah A; Corrice, April M

    2011-04-01

    The academic workplace has seen dramatic changes in recent decades, including growing faculty workloads, an increasingly demographically diverse faculty population, and changing expectations about workplace climate. Despite these significant changes, a typical medical faculty's career trajectory is often still quite linear and follows decades-old tenure policies. The authors describe the existence of flexible faculty policies related to tenure at U.S. medical schools to understand better the ways in which institutions are responding. Data primarily reflect responses from faculty affairs leaders at medical schools accredited by the Liaison Committee on Medical Education to a 2008 faculty personnel policies survey. These data are supplemented with results from the same survey fielded in previous years. The number of medical schools that have lengthened their probationary periods for faculty has increased over time, and, in 2008, nearly half of the institutions offered a probationary period length of eight years or more to faculty. Over three-fourths of the schools in 2008 had a tenure-clock-stopping policy available, and a third had a policy allowing faculty to work less than full-time while remaining on a tenure-eligible track. Findings suggest that many medical schools have made progress in making policy additions and modifications that acknowledge the changing academic workplace culture by adding flexibility to traditional tenure policies. Despite those efforts, significant opportunities remain for continued adoption of flexible policies so that faculty can achieve productive academic careers while balancing work, life, and family, and institutions can continue to recruit and retain high-quality faculty members. © by the Association of American Medical Colleges.

  16. Firefighter Workplace Learning: An Exploratory Case Study

    Science.gov (United States)

    Tracey, Edward A.

    2014-01-01

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

  17. Radical Evil

    Directory of Open Access Journals (Sweden)

    Carlos Manrique

    2007-12-01

    Full Text Available There is an aporia in Kant’s analysis of evil: he defines radical evilas an invisible disposition of the will, but he also demands an inferential connection between visible evil actions and this invisible disposition. This inference,however, undermines the radical invisibility of radical evil according to Kant’s own definition of the latter. Noting how this invisibility of moral worth is a distinctive feature of Kant’s approach to the moral problem, the paper then asks why, in the Groundwork, he nonetheless forecloses a question about evil that seems to be consistent with this approach. It is argued that to account for this aporia and this foreclosure, one has to interrogate the way in which the category of religion orients Kant’s incipient philosophy of history in Die Religion.

  18. 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.

  19. 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.

  20. Does Worker Wellbeing Affect Workplace Performance?

    OpenAIRE

    Bryson, Alex; Forth, John; Stokes, Lucy

    2015-01-01

    This paper uses linked employer-employee data to investigate the relationship between employees' subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically-significant relationship between the average level of job satisfaction at the workplace and workplace performance. This finding is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no associatio...

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

    Science.gov (United States)

    Sarmiento, Tony

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

  2. Bullying in the Nursing Workplace: Applying Evidence Using A Conceptual Framework.

    Science.gov (United States)

    Lee, Youn Ju; Bernstein, Kunsook; Lee, Mihyoung; Nokes, Kathleen M

    2014-01-01

    Bullying in the nursing workplace can result in serious health-related outcomes for both nurses and patients who are under their care as well as the health care organizations. Bullying can erode the victim's professional competence and reputation and challenge the victim to maintain and improve professional identity. Although bullying can occur among co-workers, the most common form of bullying involves the abuse of power by superiors against subordinates. Persistent negative behaviors of a perpetrator indicates repeated negative behaviors of at least once or twice weekly by the perpetrator targeting the victim over period of time of at least 6 months and as long as 12 months. Building a conceptual framework of bullying specific to the nursing workplace is warranted to better understand bullying dynamics and its consequences while developing strategies to change the health care environment to a safer workplace for nurses.

  3. Radon measurements in indoor workplaces

    International Nuclear Information System (INIS)

    Tokonami, S.; Matsumoto, M.; Furukawa, M.; Fujimoto, K.; Fujitaka, K.; Pan, J.; Kurosawa, R.

    1996-01-01

    Radon measurements in several office buildings located in Tokyo were carried out with two types of device to study the time-dependent radon concentration in indoor workplaces. Both types of device use the electrostatic field for the collection of 218 Po onto the electrode of the detector. One provides an average radon concentration throughout the day. The other, in which a weekly timer is installed in the circuit of the electrode of the device, provides an average radon concentration during working hours (9:00-17:00, Monday-Friday). Although radon concentrations in Japanese dwellings have been found to be generally low, relatively high concentrations were observed in the office buildings. No consistent seasonal variation was recognised in this study. Little difference of average radon concentrations between working hours and the whole day was found throughout the year in two offices. On the other hand, a significant difference was observed in other offices. The operation of an air conditioner might change the radon concentration during working hours. From the results of radon measurements the average effective dose in the workplace was estimated to be 0.23 mSv for 2000 working hours in a year. (Author)

  4. Predictors of workplace satisfaction for U.S. medical school faculty in an era of change and challenge.

    Science.gov (United States)

    Bunton, Sarah A; Corrice, April M; Pollart, Susan M; Novielli, Karen D; Williams, Valerie N; Morrison, Leslie A; Mylona, Elza; Fox, Shannon

    2012-05-01

    To examine the current state of satisfaction with the academic medicine workplace among U.S. medical school faculty and the workplace factors that have the greatest influence on global satisfaction. The authors used data from the 2009 administration of a medical school faculty job satisfaction survey and used descriptive statistics and χ analyses to assess levels of overall satisfaction within faculty subgroups. Multiple regressions used the mean scores of the 18 survey dimensions and demographic variables to predict three global satisfaction measures. The survey was completed by 9,638 full-time faculty from 23 U.S. medical schools. Respondents were mostly satisfied on global satisfaction measures including satisfaction with their department (6,506/9,128; 71.3%) and medical school (5,796/9,124; 63.5%) and whether they would again choose to work at their medical school (5,968/8,506; 70.2%). The survey dimensions predicted global satisfaction well, with the final models explaining 51% to 67% of the variance in the dependent measures. Predictors across models include organization, governance, and transparency; focus of mission; recruitment and retention effectiveness; department relationships; workplace culture; and nature of work. Despite the relatively unpredictable environmental challenges facing medical schools today, leaders have opportunities to influence and improve the workplace satisfaction of their faculty. Examples of opportunities include fostering a culture characterized by open communication and occasions for faculty input, and remaining vigilant regarding factors contributing to faculty burnout. Understanding what drives faculty satisfaction is crucial for medical schools as they continue to seek excellence in all missions and recruit and retain high-quality faculty.

  5. Workplace characteristics and work-to-family conflict: does caregiving frequency matter?

    Science.gov (United States)

    Brown, Melissa; Pitt-Catsouphes, Marcie

    2013-01-01

    Many workers can expect to provide care to an elder relative at some point during their tenure in the workforce. This study extends previous research by exploring whether caregiving frequency (providing care on a regular, weekly basis vs. intermittently) moderates the relationship between certain workplace characteristics and work-to-family conflict. Utilizing a sample of 465 respondents from the National Study of the Changing Workforce (Families and Work Institute, 2008), results indicate that access to workplace flexibility has a stronger effect on reducing work-to-family conflict among intermittent caregivers than among those who provide care regularly.

  6. Workplace violence and the changing nature of work in Europe: Trends and risk groups

    NARCIS (Netherlands)

    Bossche, S.N.J. van den; Taris, T.W.; Houtman, I.L.D.; Smulders, P.G.W.; Kompier, M.A.J.

    2013-01-01

    Incidence rates of third party workplace violence in Europe have increased, but little is known about the causes thereof. It has been suggested that the growth of the service sector and the intensification of work could be responsible for the increase. This study aimed to identify trends in the

  7. Workplace violence and the changing nature of work in Europe: trends and risk groups

    NARCIS (Netherlands)

    Bossche, S. van den; Taris, T.; Houtman, I.; Smulders, P.; Kompier, M.

    2013-01-01

    Incidence rates of third party workplace violence in Europe have increased, but little is known about the causes thereof. It has been suggested that the growth of the service sector and the intensification of work could be responsible for the increase. This study aimed to identify trends in the

  8. Radical constructivism: Between realism and solipsism

    Science.gov (United States)

    Martínez-Delgado, Alberto

    2002-11-01

    This paper criticizes radical constructivism of the Glasersfeld type, pointing out some contradictions between the declared radical principles and their theoretical and practical development. These contradictions manifest themselves in a frequent oscillation between solipsism and realism, despite constructivist claims to be an anti-realist theory. The paper also points out the contradiction between the relativism of the radical constructivist principles and the constructivist exclusion of other epistemological or educational paradigms. It also disputes the originality and importance of the radical constructivist paradigm, suggesting the idea of an isomorphism between radical constructivist theory and contemplative realism. In addition, some pedagogical and scientific methodological aspects of the radical constructivist model are examined. Although radical constructivism claims to be a rational theory and advocates deductive thinking, it is argued that there is no logical deductive connection between the radical principles of constructivism and the radical constructivist ideas about scientific research and learning. The paper suggests the possibility of an ideological substratum in the construction and hegemonic success of subjective constructivism and, finally, briefly advances an alternative realist model to epistemological and educational radical constructivism.

  9. Workplace Learning in Malaysia: The Learner's Perspective

    Science.gov (United States)

    Muhamad, Mazanah; Idris, Khairuddin

    2005-01-01

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

  10. [Changing the focus: an exploratory study of drug use and workplace violence among women of popular classes in Rio de Janeiro, Brazil].

    Science.gov (United States)

    David, Helena Maria Scherlowski Leal; Caufield, Catherine

    2005-01-01

    This exploratory study aimed to investigate factors related to the use of illicit and licit drugs and workplace violence in a group of women from popular classes in the city of Rio de Janeiro. We used a descriptive and analytic quantitative approach was used, as well as a qualitative approach through in-depth interviews with women who suffered or were suffering workplace violence, using the collective subject discourse analysis methodology. The results showed sociodemographic and work situations that can be considered as possible risk factors for drug consumption and workplace violence. The qualitative analysis shows how this group perceives the phenomena of drug use and workplace violence, expanding the comprehension about these issues and providing conceptual and methodological elements for additional studies on this subject.

  11. Social capital and workplace bullying.

    Science.gov (United States)

    Pihl, Patricia; Albertsen, Karen; Hogh, Annie; Andersen, Lars Peter Sønderbo

    2017-01-01

    Workplace bullying is a serious stressor with devastating short- and long-term consequences. The concept of organizational social capital may provide insights into the interactional and communicative dynamics of the bullying process and opportunities for prevention. This study aimed to explore the association between organizational social capital and being a target or observer of workplace bullying. Based on self-reported cross-sectional data from a large representative sample of the Danish working population (n = 10.037), logistic regression analyses were conducted to explore at the individual level the associations between vertical and horizontal organizational social capital with being a target or observer of workplace bullying. In the fully adjusted models, low organizational social capital (vertical and horizontal) was associated with significantly increased odds ratios of both self-labelled (vertical: OR = 3.25; CI = 2.34-4.51; horizontal: OR = 3.17; CI = 2.41-4.18) and observed workplace bullying (vertical: OR = 2.09; CI = 1.70-2.56; horizontal: OR = 1.60; CI = 1.35-1.89), when compared with high organizational social capital. This study supports that characteristics of the psychosocial work environment are of importance in the development of workplace bullying, and provides focus on the importance of self-reported organizational social capital.

  12. The role of the nurse in the rehabilitation of patients with radical changes in body image due to burn injuries.

    Science.gov (United States)

    Aacovou, I

    2005-06-30

    Burn injuries are among the most serious causes of radical changes in body image. The subject of body image and self-image is essential in rehabilitation, and the nurse must be aware of the issues related to these concepts and take them seriously into account in drafting out the nursing programme. This paper defines certain key words related to body image and discusses the social context of body image. Burn injuries are considered in relation to the way each of these affects the patient's body image. The aim of nursing is defined and the nurse's role in cases of severe changes in body image due to burn injuries is discussed.

  13. Radical Decisions in Cancer: Redox Control of Cell Growth and Death

    International Nuclear Information System (INIS)

    Sainz, Rosa M.; Lombo, Felipe; Mayo, Juan C.

    2012-01-01

    Free radicals play a key role in many physiological decisions in cells. Since free radicals are toxic to cellular components, it is known that they cause DNA damage, contribute to DNA instability and mutation and thus favor carcinogenesis. However, nowadays it is assumed that free radicals play a further complex role in cancer. Low levels of free radicals and steady state levels of antioxidant enzymes are responsible for the fine tuning of redox status inside cells. A change in redox state is a way to modify the physiological status of the cell, in fact, a more reduced status is found in resting cells while a more oxidative status is associated with proliferative cells. The mechanisms by which redox status can change the proliferative activity of cancer cells are related to transcriptional and posttranscriptional modifications of proteins that play a critical role in cell cycle control. Since cancer cells show higher levels of free radicals compared with their normal counterparts, it is believed that the anti-oxidative stress mechanism is also increased in cancer cells. In fact, the levels of some of the most important antioxidant enzymes are elevated in advanced status of some types of tumors. Anti-cancer treatment is compromised by survival mechanisms in cancer cells and collateral damage in normal non-pathological tissues. Though some resistance mechanisms have been described, they do not yet explain why treatment of cancer fails in several tumors. Given that some antitumoral treatments are based on the generation of free radicals, we will discuss in this review the possible role of antioxidant enzymes in the survival mechanism in cancer cells and then, its participation in the failure of cancer treatments

  14. Distributed Systems of Generalizing as the Basis of Workplace Learning

    Science.gov (United States)

    Virkkunen, Jaakko; Pihlaja, Juha

    2004-01-01

    This article proposes a new way of conceptualizing workplace learning as distributed systems of appropriation, development and the use of practice-relevant generalizations fixed within mediational artifacts. This article maintains that these systems change historically as technology and increasingly sophisticated forms of production develop.…

  15. Comparison between Two Bromine Containing Free Radical Initiators in PRESAGE®

    Energy Technology Data Exchange (ETDEWEB)

    Park, Hyeonsuk; Ryu, Dongmin; Ye, Sung-Joon [Seoul National University, Seoul (Korea, Republic of)

    2016-10-15

    PRESAGE® is an optically clear 3-D polyurethane dosimeter which contains a halogenated carbon as a free radical initiator and leucomalachite dye. The change of the optical density is known to be linear with respect to the absorbed dose and the sensitivity is related to the carbon–halogen bond dissociation energy of the free radical initiator. Although there are some studies regarding free radical initiators and dye materials, there’s a lack of reports about the effect of other elements like LMG solvent which can be added when there’s a difficulty mixing materials. Also, there are some studies about comparison between free radicals with different kind of halogen atoms but there’s a lack of studies of comparison between initiators with the same halogen atom. In this experiments, two kinds of halocarbon free radical initiator with the same halogen atom (bromine) as well as the effect of the LMG solvent were studied to use the dosimeter as a therapeutic purpose. Effective atomic numbers were also calculated. The initiators with the same halogen atom, CBr{sub 4} and C{sub 2}H{sub 2}Br{sub 4}, reacted totally differently. CBr{sub 4} was more sensitive to the radiation and emitted maximum 4 times more free radicals upon irradiation with no additional effective atomic number but the absorbance after irradiation was highly variable with time. For stable measurement, C{sub 2}H{sub 2}Br{sub 4} would be more appropriate as a free radical initiator.

  16. Simulated workplace neutron fields

    International Nuclear Information System (INIS)

    Lacoste, V.; Taylor, G.; Rottger, S.

    2011-01-01

    The use of simulated workplace neutron fields, which aim at replicating radiation fields at practical workplaces, is an alternative solution for the calibration of neutron dosemeters. They offer more appropriate calibration coefficients when the mean fluence-to-dose equivalent conversion coefficients of the simulated and practical fields are comparable. Intensive Monte Carlo modelling work has become quite indispensable for the design and/or the characterization of the produced mixed neutron/photon fields, and the use of Bonner sphere systems and proton recoil spectrometers is also mandatory for a reliable experimental determination of the neutron fluence energy distribution over the whole energy range. The establishment of a calibration capability with a simulated workplace neutron field is not an easy task; to date only few facilities are available as standard calibration fields. (authors)

  17. Transformations of dissolved organic matter induced by UV photolysis, Hydroxyl radicals, chlorine radicals, and sulfate radicals in aqueous-phase UV-Based advanced oxidation processes.

    Science.gov (United States)

    Varanasi, Lathika; Coscarelli, Erica; Khaksari, Maryam; Mazzoleni, Lynn R; Minakata, Daisuke

    2018-05-15

    Considering the increasing identification of trace organic contaminants in natural aquatic environments, the removal of trace organic contaminants from water or wastewater discharge is an urgent task. Ultraviolet (UV) and UV-based advanced oxidation processes (AOPs), such as UV/hydrogen peroxide (UV/H 2 O 2 ), UV/free chlorine and UV/persulfate, are attractive and promising approaches for the removal of these contaminants due to the high reactivity of active radical species produced in these UV-AOPs with a wide variety of organic contaminants. However, the removal efficiency of trace contaminants is greatly affected by the presence of background dissolved organic matter (DOM). In this study, we use ultrahigh resolution mass spectrometry to evaluate the transformation of a standard Suwanee River fulvic acid DOM isolate in UV photolysis and UV-AOPs. The use of probe compounds allows for the determination of the steady-state concentrations of active radical species in each UV-AOP. The changes in the H/C and O/C elemental ratios, double bond equivalents, and the low-molecular-weight transformation product concentrations of organic acids reveal that different DOM transformation patterns are induced by each UV-AOP. By comparison with the known reactivities of each radical species with specific organic compounds, we mechanistically and systematically elucidate the molecular-level DOM transformation pathways induced by hydroxyl, chlorine, and sulfate radicals in UV-AOPs. We find that there is a distinct transformation in the aliphatic components of DOM due to HO• in UV/H 2 O 2 and UV/free chlorine. Cl• induced transformation of olefinic species is also observed in the UV/free chlorine system. Transformation of aromatic and olefinic moieties by SO 4 •- are the predominant pathways in the UV/persulfate system. Copyright © 2018 Elsevier Ltd. All rights reserved.

  18. Effect of water and ethanol radicals on the protein part of human hemoglobin

    International Nuclear Information System (INIS)

    Szweda-Lewandowska, Z.; Puchala, M.

    1989-01-01

    This paper studies the changes in the tryptophan fluorescence in human hemoglobin induced by ·OH, e aq - , H atoms and ethanol radicals. Measurements of irradiated hemoglobin performed in phosphate buffer, pH 7, indicate that the processes of unfolding a protein are induced with the highest efficiency by the ·OH radicals. A destructive action of e aq - is more evident in the absence of the ·OH radicals. Fluorescence measurements carried out after incubation of irradiated hemoglobin in Gdn·HCl solution reveal the tryptophan residues destruction, which is relatively small (at 2.5 kGy maximum fluorescence decrease was about 23%) and caused by the ·OH radicals. Within the dose range, the participation of the e aq - , H atoms and ethanol radicals in hemoglobin tryptophan residue destruction can be neglected. (author)

  19. Workplace attachment and request for professional transfer. Study on a population of French employees

    Directory of Open Access Journals (Sweden)

    Rioux, L.

    2011-01-01

    Full Text Available The current research aims at analysing the impact of theworkplace attachment, that the National Education employees manifest, on their decision to request professional mutation. 150 French employees were asked to respond to a questionnaire which comprised three scales, evaluating the workplace attachment, professional life satisfaction, and the organisational affective involvement, as well as a free item evaluating the perceived distance between the employees’ home and their workplace. The results show that the attachment to the workplace is a predictor of the intention to change the working place, which proves to be, furthermore, more important than both the level of organisational affective involvementand the satisfaction of one’s professional life.

  20. Information Literacy in the workplace

    OpenAIRE

    Inskip, C.

    2015-01-01

    This talk aims to provide an overview of thinking and practice in workplace information literacy, an important developing area. It will consider the semantic gap between education and workplace settings and identify key issues around the challenges to library and information professionals in bridging that gap.

  1. Workplace learning: panacea or challenge? : Epilogue of a special issue on boundaries of workplace learning

    NARCIS (Netherlands)

    Dr. J. Onstenk

    2012-01-01

    This article reflects on the previous articles in this special issue by discussing some common themes and raising some proposals for future research on the topic of workplace learning and its boundaries. The article subsequently discusses objects and results of workplace learning, the issue of

  2. The Radical Flank Effect and Cross-occupational Collaboration for Technology Development during a Power Shift

    Science.gov (United States)

    Truelove, Emily; Kellogg, Katherine C.

    2016-01-01

    This 12-month ethnographic study of an early entrant into the U.S. car-sharing industry demonstrates that when an organization shifts its focus from developing radical new technology to incrementally improving this technology, the shift may spark an internal power struggle between the dominant engineering group and a challenger occupational group such as the marketing group. Analyzing 42 projects in two time periods that required collaboration between engineering and marketing during such a shift, we show how cross-occupational collaboration under these conditions can be facilitated by a radical flank threat, through which the bargaining power of moderates is strengthened by the presence of a more-radical group. In the face of a strong threat by radical members of a challenger occupational group, moderate members of the dominant engineering group may change their perceptions of their power to resist challengers’ demands and begin to distinguish between the goals of radical versus more-moderate challengers. To maintain as much power as possible and prevent the more-dramatic change in engineering occupational goals demanded by radical challengers, moderate engineers may build a coalition with moderate challengers and collaborate for incremental technology development. PMID:28424533

  3. The Radical Flank Effect and Cross-occupational Collaboration for Technology Development during a Power Shift.

    Science.gov (United States)

    Truelove, Emily; Kellogg, Katherine C

    2016-12-01

    This 12-month ethnographic study of an early entrant into the U.S. car-sharing industry demonstrates that when an organization shifts its focus from developing radical new technology to incrementally improving this technology, the shift may spark an internal power struggle between the dominant engineering group and a challenger occupational group such as the marketing group. Analyzing 42 projects in two time periods that required collaboration between engineering and marketing during such a shift, we show how cross-occupational collaboration under these conditions can be facilitated by a radical flank threat, through which the bargaining power of moderates is strengthened by the presence of a more-radical group. In the face of a strong threat by radical members of a challenger occupational group, moderate members of the dominant engineering group may change their perceptions of their power to resist challengers' demands and begin to distinguish between the goals of radical versus more-moderate challengers. To maintain as much power as possible and prevent the more-dramatic change in engineering occupational goals demanded by radical challengers, moderate engineers may build a coalition with moderate challengers and collaborate for incremental technology development.

  4. The determination of the radical power - an in vitro test for the evaluation of cosmetic products.

    Science.gov (United States)

    Herrling, T; Seifert, M; Sandig, G; Jung, K

    2016-06-01

    Cosmetic formulations are influenced by environmental impacts and ageing, resulting in rancidity and change of colour and structure. These changes are caused by free radicals (FRs). The sensitivity of cosmetics generating FRs is a metric for its quality and should be determined. Electron spin resonance spectroscopy in combination with UV irradiation tested cosmetics such as creams, milks, lotions and fragrances. The probes were directly measured without expensive preparation. Nine formulations are tested for its radical generation and ranked corresponding to the radical power. The transformation of the FR properties of three formulations to skin is measured by the radical skin status factor (RSF) method. It shows that the higher the radical power (RP) is, the lower the radical status RSF of skin will be. The knowledge of the sensitivity of cosmetics to generate FRs is necessary for its stabilization and prevention of potential damages to skin. It is a new way in development of cosmetics which has to be considered. © 2015 Society of Cosmetic Scientists and the Société Française de Cosmétologie.

  5. Workplace Charging Challenge Mid-Program Review: Employees Plug In

    Energy Technology Data Exchange (ETDEWEB)

    None, None

    2015-12-31

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

  6. Analysis of radicals induced in irradiated cereal flour using ESR

    International Nuclear Information System (INIS)

    Kawamura, Shoei; Kishita, Keigo; Ukai, Mitsuko; Kikuchi, Masahiro; Kobayashi, Yasuhiko

    2013-01-01

    Using electron spin resonance (ESR) spectroscopy, we revealed radicals induced in cereal flour irradiated with gamma-ray or electron beam. Sample was wheat and rice. We detected a broad singlet signal at g = 2.0. It consists of a singlet signal and a triplet signal. It suggested that the singlet signal is originated from organic free radicals and the triplet signal is from 14 N. There were no differences of ESR spectra between irradiated wheat flour and rice flour. The signal intensity of radiation induced radical was tend to increase following with the increase of radiation dose level. After radiation treatment, relaxation time of radiation induced radical was changed during storage. T 1 was decreased and T 2 was increased. In this study, the relaxation time is calculated using the parameters obtained from the ESR signal. It is necessary to analyze the relaxation time directly with pulsed ESR spectroscopy in future. (author)

  7. Antecedents, consequences and interventions for workplace bullying.

    Science.gov (United States)

    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.

  8. The OHS consultant as a facilitator of learning in workplace design processes

    DEFF Research Database (Denmark)

    Broberg, Ole; Hermund, Ingelise

    2007-01-01

    Occupational health service (OHS) consultancy on workplace design proc-esses in client enterprises is expected also to entail some elements of learn-ing. When the OHS consultant has performed the task the enterprise should have learned something on how to integrate health and safety aspects...... into the workplace design process, thereby making it easier for the enterprise to manage such a change in the future. The objective of this explorative study was to survey current practice of OHS consultants and put forward recom-mendations on how to improve the learning aspects of OHS consultancy. Four cases were...... devices between different communities of practice. Certain boundary objects work better than others in promoting learning and collaborative workplace design processes. For both industry and OHS units it is of importance to properly understand learning models and to align their mutual expectations...

  9. Salvage robotic radical prostatectomy

    Directory of Open Access Journals (Sweden)

    Samuel D Kaffenberger

    2014-01-01

    Full Text Available Failure of non-surgical primary treatment for localized prostate cancer is a common occurrence, with rates of disease recurrence ranging from 20% to 60%. In a large proportion of patients, disease recurrence is clinically localized and therefore potentially curable. Unfortunately, due to the complex and potentially morbid nature of salvage treatment, radical salvage surgery is uncommonly performed. In an attempt to decrease the morbidity of salvage therapy without sacrificing oncologic efficacy, a number of experienced centers have utilized robotic assistance to perform minimally invasive salvage radical prostatectomy. Herein, we critically evaluate the existing literature on salvage robotic radical prostatectomy with a focus on patient selection, perioperative complications and functional and early oncologic outcomes. These results are compared with contemporary and historical open salvage radical prostatectomy series and supplemented with insights we have gained from our experience with salvage robotic radical prostatectomy. The body of evidence by which conclusions regarding the efficacy and safety of robotic salvage radical prostatectomy can be drawn comprises fewer than 200 patients with limited follow-up. Preliminary results are promising and some outcomes have been favorable when compared with contemporary open salvage prostatectomy series. Advantages of the robotic platform in the performance of salvage radical prostatectomy include decreased blood loss, short length of stay and improved visualization. Greater experience is required to confirm the long-term oncologic efficacy and functional outcomes as well as the generalizability of results achieved at experienced centers.

  10. Computational study of the structure-free radical scavenging relationship of procyanidins.

    Science.gov (United States)

    Mendoza-Wilson, Ana María; Castro-Arredondo, Sergio Ivan; Balandrán-Quintana, René Renato

    2014-10-15

    Procyanidins (PCs) are effective free radical scavengers, however, their antioxidant ability is variable because they have different degrees of polymerisation, are composed by distinct types of subunits and are very susceptible to changes in conformation. In this work the structure-free radical scavenging relationship of monomers, dimers and trimers of PCs was studied through the hydrogen atom transfer (HAT), sequential proton-loss electron-transfer (SPLET) and single electron transfer followed by proton transfer (SET-PT) mechanisms in aqueous phase, employing the Density Functional Theory (DFT) computational method. The structure-free radical scavenging relationship of PCs showed a very similar behaviour in HAT and SET-PT mechanisms, but very different in the SPLET mechanism. The structural factor that showed more effects on the ability of PCs to scavenge free radicals in aqueous phase was the conformation. Copyright © 2014 Elsevier Ltd. All rights reserved.

  11. A study of a culturally enhanced EatRight dietary intervention in a predominately African American workplace.

    Science.gov (United States)

    Ard, Jamy D; Cox, Tiffany L; Zunker, Christie; Wingo, Brooks C; Jefferson, Wendy K; Brakhage, Cora

    2010-01-01

    The workplace may be an ideal venue for engaging African American women in behavioral interventions for weight reduction. To examine the effectiveness of a culturally enhanced EatRight dietary intervention among a group of predominately African American women in a workplace setting. Crossover design study. Workplace. A total of 39 women volunteered for this study, of whom 27 completed it. The control period involved observation of participants for 22 weeks after receiving standard counseling on lifestyle methods to achieve a healthy weight; following the control period, participants crossed over to the 22-week intervention period. The intervention was culturally enhanced using feedback derived from formative assessment and delivered as 15 group sessions. The primary outcome measure was the difference in weight change between the control and intervention periods; changes in waist circumference and quality of life were secondary outcomes. Most participants were obese, with a mean baseline body mass index of 36 kg/m², weight of 97.9 kg, and waist circumference of 111 cm. Weight increased during the control period by 0.7 kg but decreased by 2.6 kg during the intervention (net difference = -3.4 kg, P culturally enhanced behavioral weight loss intervention in a predominately African American workplace setting. The workplace may be conducive for targeting African American women who are disproportionately affected by obesity.

  12. Muoniated acyl and thioacyl radicals

    International Nuclear Information System (INIS)

    McKenzie, Iain; Brodovitch, Jean-Claude; Ghandi, Khashayar; Percival, Paul W.

    2006-01-01

    The product of the reaction of muonium with tert-butylisocyanate was previously assigned as the muoniated tert-butylaminyl radical (I. McKenzie, J.-C. Brodovitch, K. Ghandi, S. Kecman, P. W. Percival, Physica B 326 (2003) 76). This assignment is incorrect since the muon and 14 N hyperfine-coupling constants (hfcc) of this radical would have the opposite sign, which is in conflict with the experimental results. The radical is now reassigned as the muoniated N-tert-butylcarbamoyl radical, based on the similarities between the experimental muon and 14 N hfcc and hfcc calculated at the UB3LYP/6-311G(d,p)//UB3LYP/EPR-III level. The large zero-point energy in the N-Mu bond results in the dissociation barrier of the muoniated N-tert-butylcarbamoyl radical being above the combined energy of the reactants, in contrast to the N-tert-butylcarbamoyl radical where the dissociation barrier lies below the combined energy of the reactants. The reaction of muonium with tert-butylisothiocyanate produced both conformers of the muoniated N-tert-butylthiocarbamoyl radical and their assignment was based on the similarities between the experimental and calculated muon hfcc. These are the first acyl and thioacyl radicals to be directly detected by muon spin spectroscopy

  13. Muoniated acyl and thioacyl radicals

    Energy Technology Data Exchange (ETDEWEB)

    McKenzie, Iain [TRIUMF and Department of Chemistry, 8888 University Drive, Simon Fraser University, Burnaby B.C., V5A 1S6 (Canada); Brodovitch, Jean-Claude [TRIUMF and Department of Chemistry, 8888 University Drive, Simon Fraser University, Burnaby B.C., V5A 1S6 (Canada); Ghandi, Khashayar [TRIUMF and Department of Chemistry, 8888 University Drive, Simon Fraser University, Burnaby B.C., V5A 1S6 (Canada); Percival, Paul W. [TRIUMF and Department of Chemistry, 8888 University Drive, Simon Fraser University, Burnaby B.C., V5A 1S6 (Canada)]. E-mail: percival@sfu.ca

    2006-03-31

    The product of the reaction of muonium with tert-butylisocyanate was previously assigned as the muoniated tert-butylaminyl radical (I. McKenzie, J.-C. Brodovitch, K. Ghandi, S. Kecman, P. W. Percival, Physica B 326 (2003) 76). This assignment is incorrect since the muon and {sup 14}N hyperfine-coupling constants (hfcc) of this radical would have the opposite sign, which is in conflict with the experimental results. The radical is now reassigned as the muoniated N-tert-butylcarbamoyl radical, based on the similarities between the experimental muon and {sup 14}N hfcc and hfcc calculated at the UB3LYP/6-311G(d,p)//UB3LYP/EPR-III level. The large zero-point energy in the N-Mu bond results in the dissociation barrier of the muoniated N-tert-butylcarbamoyl radical being above the combined energy of the reactants, in contrast to the N-tert-butylcarbamoyl radical where the dissociation barrier lies below the combined energy of the reactants. The reaction of muonium with tert-butylisothiocyanate produced both conformers of the muoniated N-tert-butylthiocarbamoyl radical and their assignment was based on the similarities between the experimental and calculated muon hfcc. These are the first acyl and thioacyl radicals to be directly detected by muon spin spectroscopy.

  14. 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

  15. Zero-Point Corrections for Isotropic Coupling Constants for Cyclohexadienyl Radical, C6H7 and C6H6Mu: Beyond the Bond Length Change Approximation

    Directory of Open Access Journals (Sweden)

    Bruce S. Hudson

    2013-04-01

    Full Text Available Zero-point vibrational level averaging for electron spin resonance (ESR and muon spin resonance (µSR hyperfine coupling constants (HFCCs are computed for H and Mu isotopomers of the cyclohexadienyl radical. A local mode approximation previously developed for computation of the effect of replacement of H by D on 13C-NMR chemical shifts is used. DFT methods are used to compute the change in energy and HFCCs when the geometry is changed from the equilibrium values for the stretch and both bend degrees of freedom. This variation is then averaged over the probability distribution for each degree of freedom. The method is tested using data for the methylene group of C6H7, cyclohexadienyl radical and its Mu analog. Good agreement is found for the difference between the HFCCs for Mu and H of CHMu and that for H of CHMu and CH2 of the parent radical methylene group. All three of these HFCCs are the same in the absence of the zero point average, a one-parameter fit of the static HFCC, a(0, can be computed. That value, 45.2 Gauss, is compared to the results of several fixed geometry electronic structure computations. The HFCC values for the ortho, meta and para H atoms are then discussed.

  16. Workplace Accidents and Self-Organized Criticality

    OpenAIRE

    Mauro, John C.; Diehl, Brett; Marcellin, Richard F.; Vaughn, Daniel J.

    2018-01-01

    The occurrence of workplace accidents is described within the context of self-organized criticality, a theory from statistical physics that governs a wide range of phenomena across physics, biology, geosciences, economics, and the social sciences. Workplace accident data from the U.S. Bureau of Labor Statistics reveal a power-law relationship between the number of accidents and their severity as measured by the number of days lost from work. This power-law scaling is indicative of workplace a...

  17. The provision of workplace accommodations following cancer: survivor, provider, and employer perspectives.

    Science.gov (United States)

    Stergiou-Kita, Mary; Pritlove, Cheryl; van Eerd, Dwayne; Holness, Linn D; Kirsh, Bonnie; Duncan, Andrea; Jones, Jennifer

    2016-06-01

    comfortable disclosing the need for accommodations. Ongoing communication and monitoring are required to ensure accommodations are implemented and changes made to the return to work plan as required. The provision of appropriate workplace accommodations can enhance survivors' abilities to stay or return to work.

  18. Muonium and muonic radicals

    International Nuclear Information System (INIS)

    Burkhard, P.; Fischer, H.; Roduner, E.; Strub, W.; Geeson, D.; Symons, M.C.R.

    1985-01-01

    An energetic positive muon which is injected in a liquid sample of substrate molecules (S) creates an ionization track consisting of substrate cations (S + ) and electrons. Near the end of this track the muon may combine with an electron to form muonium (Mu) which is observable in inert liquids, but which reacts by addition to form a radical. Alternatively, the electron can add to S to form S - , which then combines with the muon to form the radical. Furthermore, instead of ending up in Mu or in a radical the muon may stay in a diamagnetic environment as a solvated muon, or as a muon substituting a proton in a molecule. Of interest in these schemes are the mechanisms and rates of formation of muonated radicals and in particular the rate constants for their reactions to products. Investigations are based on the observation of Mu and the radical by means of the μSR technique in transverse magnetic fields. (Auth.)

  19. A zero-dimensional approach to compute real radicals

    Directory of Open Access Journals (Sweden)

    Silke J. Spang

    2008-04-01

    Full Text Available The notion of real radicals is a fundamental tool in Real Algebraic Geometry. It takes the role of the radical ideal in Complex Algebraic Geometry. In this article I shall describe the zero-dimensional approach and efficiency improvement I have found during the work on my diploma thesis at the University of Kaiserslautern (cf. [6]. The main focus of this article is on maximal ideals and the properties they have to fulfil to be real. New theorems and properties about maximal ideals are introduced which yield an heuristic prepare_max which splits the maximal ideals into three classes, namely real, not real and the class where we can't be sure whether they are real or not. For the latter we have to apply a coordinate change into general position until we are sure about realness. Finally this constructs a randomized algorithm for real radicals. The underlying theorems and algorithms are described in detail.

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

    Science.gov (United States)

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

    2016-12-01

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

  1. 7 CFR 1710.127 - Drug free workplace.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 11 2010-01-01 2010-01-01 false Drug free workplace. 1710.127 Section 1710.127... and Basic Policies § 1710.127 Drug free workplace. Borrowers are required to comply with the Drug Free Workplace Act of 1988 (Pub. L. 100-690, title V, subtitle D) and the Act's implementing regulations (7 CFR...

  2. Gratitude in Workplace Research: A Rossian Approach

    Science.gov (United States)

    Gibbs, Paul

    2009-01-01

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

  3. Leghemoglobin-derived radicals. Evidence for multiple protein-derived radicals and the initiation of peribacteroid membrane damage

    DEFF Research Database (Denmark)

    Moreau, S; Davies, Michael Jonathan; Mathieu, C

    1996-01-01

    , with the consequent generation of lipid-derived radicals. The formation of such radicals may result in the depletion of membrane antioxidants and the initiation of lipid peroxidation. This transfer of damage from the heme center via the protein surface to neighboring membranes may be of considerable biological......-derived phenoxyl radical present at Tyr-133 in the soybean protein and Tyr-138 in the lupin protein. To obtain further information on these protein radicals and their potential interaction with the physiologically important peribacteroid membrane (which surrounds the microsymbiont in vivo), EPR spin trapping......); these radicals may be side chain- or alpha-carbon-derived, their exact sites have not been determined. Some of these radicals are on the protein surface and may be key intermediates in the formation of protein dimers. These radicals have been shown to be capable of reacting with peribacteroid membrane fractions...

  4. Studies of radiation-produced radicals and radical ions. Progress report, June 1, 1981-August 31, 1982

    International Nuclear Information System (INIS)

    Williams, T.F.

    1982-01-01

    The discovery and characterization of novel radical ions produced by the γ irradiation of solids continues to be a fertile field for investigation. This Progress Report describes the generation and ESR identification of several new paramagnetic species, some of which have long been sought as important intermediates in radiation chemistry. We have also contributed to a general theoretical problem in ESR spectroscopy. Solid-state studies of electron attachment reactions, both non-dissociative and dissociative, reveal interesting structural and chemical information about the molecular nature of these processes for simple compounds. In particular, ESR measurements of the spin distribution in the products allow a fairly sharp distinction to be drawn between radical anions and radical-anion pairs or adducts. Dimer radical anion formation can also take place but the crystal structure plays a role in this process, as expected. Some radical anions undergo photolysis to give radical-anion pairs which may then revert back to the original radical anion by a thermal reaction. The chemistry of these reversible processes is made more intricate by a competing reaction in which the radical abstracts a hydrogen atom from a neighboring molecule. However, the unraveling of this complication has also served to extend our knowledge of the role of quantum tunneling in chemical reactions. The results of this investigation testify to the potential of solid-state techniques for the study of novel and frangible radical ions. Progress in this field shows no sign of abating, as witness the recent discovery of perfluorocycloalkane radical anions and alkane radical cations

  5. Emotion in the library workplace

    CERN Document Server

    Matteson, Miriam; Hines, Samantha Schmehl

    2017-01-01

    Authors explore application of the study of emotion in the library workplace and look at future trends in the area. Library managers will take away knowledge about how the library workplace can and should operate with consideration toward emotion, and will glean ideas for implementation with their own staff and services.

  6. Adult Learning in the Workplace.

    Science.gov (United States)

    1999

    This document contains four symposium papers on adult learning in the workplace. "The Relationship between Workplace Learning and Employee Satisfaction in Small Businesses" (Robert W. Rowden, Shamsuddin Ahmad) reports the results of a study of the nature and extent of HRD, level of job satisfaction among workers, and correlation between…

  7. Radicals derived from acetaldehyde and vinyl alcohol.

    Science.gov (United States)

    Estep, Marissa L; Morgan, W James; Winkles, Alexander T; Abbott, Adam S; Villegas-Escobar, Nery; Mullinax, J Wayne; Turner, Walter E; Wang, Xiao; Turney, Justin M; Schaefer, Henry F

    2017-10-18

    Vinyl alcohol and acetaldehyde are isoelectronic products of incomplete butanol combustion. Along with the radicals resulting from the removal of atomic hydrogen or the hydroxyl radical, these species are studied here using ab initio methods as complete as coupled cluster theory with single, double, triple, and perturbative quadruple excitations [CCSDT(Q)], with basis sets as large as cc-pV5Z. The relative energies provided herein are further refined by including corrections for relativistic effects, the frozen core approximation, and the Born-Oppenheimer approximation. The effects of anharmonic zero-point vibrational energies are also treated. The syn conformer of vinyl alcohol is predicted to be lower in energy than the anti conformer by 1.1 kcal mol -1 . The alcoholic hydrogen of syn-vinyl alcohol is found to be the easiest to remove, requiring 84.4 kcal mol -1 . Five other radicals are also carefully considered, with four conformers investigated for the 1-hydroxyvinyl radical. Beyond energetics, we have conducted an overhaul of the spectroscopic literature for these species. Our results also provide predictions for fundamental modes yet to be reported experimentally. To our knowledge, the ν 3 (3076 cm -1 ) and ν 4 (2999 cm -1 ) C-H stretches for syn-vinyl alcohol and all but one of the vibrational modes for anti-vinyl alcohol (ν 1 -ν 14 ) are yet to be observed experimentally. For the acetyl radical, ν 6 (1035 cm -1 ), ν 11 (944 cm -1 ), ν 12 (97 cm -1 ), and accounting for our changes to the assignment of the 1419.9 cm -1 experimental mode, ν 10 (1441 cm -1 ), are yet to be observed. We have predicted these unobserved fundamentals and reassigned the experimental 1419.9 cm -1 frequency in the acetyl radical to ν 4 rather than to ν 10 . Our work also strongly supports reassignment of the ν 10 and ν 11 fundamentals of the vinoxy radical. We suggest that the bands assigned to the overtones of these fundamentals were in fact combination bands. Our

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

    Science.gov (United States)

    Kohn, Liberty

    2015-01-01

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

  9. Muonium-containing vinyl radicals

    International Nuclear Information System (INIS)

    Rhodes, C.J.; Symons, M.C.R.; Roduner, E.; Heming, M.

    1987-01-01

    Exposure of trimethylsilylacetylene and bis(trimethylsilyl)acetylene to positive muons gave radicals whose muon-electron hyperfine coupling constants establish that the corresponding vinyl radicals were formed. (author)

  10. Workplace Violence Against Nurses: Making It Safe to Care.

    Science.gov (United States)

    Hester, Susan; Harrelson, Christina; Mongo, Tameki

    2016-08-01

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

  11. Do Workplace Sex Ratios Affect Partnership Formation and Dissolution?

    DEFF Research Database (Denmark)

    Svarer, Michael

    In this paper, I analyse the association between workplace sex ratios and partnership formation and dissolution. I find that the risk of dissolution increases with the fraction of coworkers of the opposite sex at both the female and male workplace. On the other hand, workplace sex ratios are not ......In this paper, I analyse the association between workplace sex ratios and partnership formation and dissolution. I find that the risk of dissolution increases with the fraction of coworkers of the opposite sex at both the female and male workplace. On the other hand, workplace sex ratios...

  12. Radicals in arithmetic

    NARCIS (Netherlands)

    W.J. Palenstijn (Willem Jan)

    2014-01-01

    htmlabstractLet K be a field. A radical is an element of the algebraic closure of K of which a power is contained in K. In this thesis we develop a method for determining what we call entanglement. This describes unexpected additive relations between radicals, and is encoded in an entanglement

  13. Workplace Stress and Working from Home Influence Depressive Symptoms Among Employed Women with Young Children.

    Science.gov (United States)

    Shepherd-Banigan, Megan; Bell, Janice F; Basu, Anirban; Booth-LaForce, Cathryn; Harris, Jeffrey R

    2016-02-01

    Poor balance between work and family can be a major stressor for women with young children and have a negative impact on emotional well-being. Family-friendly workplace attributes may reduce stress and depressive symptoms among this population. However, few studies have analyzed the role of specific workplace attributes on mental health outcomes among women with young children because available data are limited. This study examines the impact of workplace attributes on changes in depressive symptoms among working women with young children between 6 and 24 months of age. This study uses data from the National Institute of Child Health and Human Development (NICHD) Study of Early Child Care and Youth Development (SECCYD) collected between 1991 and 1993 to examine the effects of work intensity, work schedule (night/day/variable), schedule flexibility, working from home, and work stress on changes in depressive symptoms among a national US sample of 570 women who returned to work within 6 months after childbirth. Depressive symptoms were assessed using the CES-D score. Treatment effects were estimated using fixed effects regression models. Working from home and work stress predicted within-individual changes in depressive symptoms between 6 and 24 months postchildbirth. Women who worked from home reported a statistically significant decrease in depression scores over time (β = -1.36, SE = 0.51, p = 0.002). Women who reported a one-unit increase in job concerns experienced, on average, a 2-point increase in depression scores over time (β = 1.73, SE = 0.37, p Work intensity, work schedule, and schedule flexibility were not associated with changes in depressive symptoms. This study is one of the few to use longitudinal data and causal-inference techniques to examine whether specific workplace attributes influence depressive symptoms among women with young children. Reducing stress in the workplace and allowing women to work from home may improve

  14. The development of conflict resolution practices in Irish workplaces

    Directory of Open Access Journals (Sweden)

    Roche William K.

    2016-12-01

    Full Text Available This paper examines the development of procedures for conflict resolution in workplaces in Ireland and the more recent emergence of alternative dispute resolution (ADR practices. Based on a synthesis of data from a series of studies and on a review of reports of conflict resolution innovations, the paper shows how conventional procedures for resolving collective disputes and individual employment grievances had become almost standard by the 1980s, while a series of ADR practices became features of conflict resolution from the 1990s. The changing character of conflict resolution procedures and practices is attributed to a series of influences that include the professionalisation of personnel and human resource management, the changing pattern and context of workplace conflict, the growing importance of multinational firms, and the emergence of professional training and expertise in the provision of ADR support services. The paper projects a continuing rise in the incidence and use of ADR practices but questions the extent to which organisations in Ireland are likely to adopt conflict management systems based on integrated sets of conflict resolution practices.

  15. A/r/tographic Collaboration as Radical Relatedness

    Directory of Open Access Journals (Sweden)

    Barbara Bickel PhD

    2011-03-01

    Full Text Available In this paper the authors examine a/r/tographical collaboration in a community-engaged research study investigating immigrant understandings of home and place. The study, The City of Richgate, involves a complex collaboration between community members, community organizations, educational institutions, and a research team comprising artist-educators. The study crosses border zones of cultural, ethnic, geographic, institutional, public, private, and disciplinary boundaries, reflecting the ever-changing character of postmodern reality. In this paper the authors reflect critically and theoretically on the lived experience of radical relatedness found within the complex collaboration, particularly within the a/r/tographic research team. This offers a qualitative methodology of radical collaboration applicable to many fields of inquiry in the academy, art world, and community.

  16. Changes of Major Antioxidant Compounds and Radical Scavenging Activity of Palm Oil and Rice Bran Oil during Deep-Frying

    Science.gov (United States)

    Abdul Hamid, Azizah; Pak Dek, Mohd Sabri; Tan, Chin Ping; Mohd Zainudin, Mohd Asraf; Wee Fang, Evelyn Koh

    2014-01-01

    Changes in antioxidant properties and degradation of bioactives in palm oil (PO) and rice bran oil (RBO) during deep-frying were investigated. The alpha (α)-tocopherol, gamma (γ)-tocotrienol and γ-oryzanol contents of the deep-fried oils were monitored using high performance liquid chromatography, and antioxidant activity was determined using 2-diphenyl-1-picryl hydrazyl (DPPH) radical scavenging activity. Results revealed that the antioxidant activity of PO decreased significantly (p -oryzanol and γ-tocotrienol in RBO may have a protective effect on α-tocopherol during deep-frying. PMID:26785067

  17. Comparative survey of outdoor, residential and workplace radon concentrations

    International Nuclear Information System (INIS)

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

    2015-01-01

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

  18. Usability and Interaction Design - New Challenges for the Scandinavian Tradition

    DEFF Research Database (Denmark)

    Bødker, Susanne; Sundblad, Yngve

    2008-01-01

    Computer use and interaction possibilities are changing quickly, while use contexts and application types are radically broadening. Technology no longer consists of static tools belonging only to the workplace but permeates work on the move, homes and everyday lives. Pervasive technologies...

  19. Preoperative radiochemotherapy and radical surgery in comparison with radical surgery alone

    International Nuclear Information System (INIS)

    Mohr, C.; Schettler, D.; Bohndorf, W.

    1994-01-01

    A multicentric, randomized study of squamous cell carcinoma (SCC) of the oral cavity and the oropharynx has been undertaken by DOeSAK. The results after radical surgery alone have been compared with the results of combined preoperative radiochemotherapy followed by radical surgery. Patients with primary (biopsy proven) SCC of the oral cavity or the oropharynx with tumor nodes metastasis (TNM) stages T2-4, N0-3, M0 were included in the study. A total of 141 patients were treated by radical surgery alone, whereas 127 patients were treated by radical surgery preceded by preoperative radiochemotherapy. The pre-operative treatment consisted of conventionally fractioned irradiation on the primary and the regional lymph nodes with a total dose of 36 Gy (5 x 2 Gy per week) and low-dose cisplatin chemotherapy with 5 x 12.5 mg cisplatin per m 2 of body surface during the first week of treatment. Radical surgery according to be DOeSAK definitions (DOeSAK, 1982) was performed after a delay of 10-14 days. During the follow-up period, 28.2% of all patients suffered from locoregional recurrence, and 27.2% of the patients died. The percentages were higher after radical surgery alone for locoregional recurrence (31% and 15.6%) and for death (28% and 18.6%). The life-table analysis showed improved survival rates of 4.5% after 1 year and 8.3% after 2 years in the group of patients treated with combined therapy. The demonstrated improvement appeared to be significant with the Gehan-Wilcoxon test as well as with the log rank test below a P value of 5%. (au) (29 refs.)

  20. Workplace Bullying in Radiology and Radiation Oncology.

    Science.gov (United States)

    Parikh, Jay R; Harolds, Jay A; Bluth, Edward I

    2017-08-01

    Workplace bullying is common in health care and has recently been reported in both radiology and radiation oncology. The purpose of this article is to increase awareness of bullying and its potential consequences in radiology and radiation oncology. Bullying behavior may involve abuse, humiliation, intimidation, or insults; is usually repetitive; and causes distress in victims. Workplace bullying is more common in health care than in other industries. Surveys of radiation therapists in the United States, student radiographers in England, and physicians-in-training showed that substantial proportions of respondents had been subjected to workplace bullying. No studies were found that addressed workplace bullying specifically in diagnostic radiology or radiation oncology residents. Potential consequences of workplace bullying in health care include anxiety, depression, and health problems in victims; harm to patients as a result of victims' reduced ability to concentrate; and reduced morale and high turnover in the workplace. The Joint Commission has established leadership standards addressing inappropriate behavior, including bullying, in the workplace. The ACR Commission on Human Resources recommends that organizations take steps to prevent bullying. Those steps include education, including education to ensure that the line between the Socratic method and bullying is not crossed, and the establishment of policies to facilitate reporting of bullying and support victims of bullying. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  1. Radicals in arithmetic

    NARCIS (Netherlands)

    Palenstijn, Willem Jan

    2014-01-01

    Let K be a field. A radical is an element of the algebraic closure of K of which a power is contained in K. In this thesis we develop a method for determining what we call entanglement. This describes unexpected additive relations between radicals, and is encoded in an entanglement group. We give

  2. Quantitative investigation of free radicals in bio-oil and their potential role in condensed-phase polymerization.

    Science.gov (United States)

    Kim, Kwang Ho; Bai, Xianglan; Cady, Sarah; Gable, Preston; Brown, Robert C

    2015-03-01

    We report on the quantitative analysis of free radicals in bio-oils produced from pyrolysis of cellulose, organosolv lignin, and corn stover by EPR spectroscopy. Also, we investigated their potential role in condensed-phase polymerization. Bio-oils produced from lignin and cellulose show clear evidence of homolytic cleavage reactions during pyrolysis that produce free radicals. The concentration of free radicals in lignin bio-oil was 7.5×10(20)  spin g(-1), which was 375 and 138 times higher than free-radical concentrations in bio-oil from cellulose and corn stover. Pyrolytic lignin had the highest concentration in free radicals, which could be a combination of carbon-centered (benzyl radicals) and oxygen-centered (phenoxy radicals) organic species because they are delocalized in a π system. Free-radical concentrations did not change during accelerated aging tests despite increases in molecular weight of bio-oils, suggesting that free radicals in condensed bio-oils are stable. © 2015 WILEY-VCH Verlag GmbH & Co. KGaA, Weinheim.

  3. Radicalization as a Vector: Exploring Non-Violent and Benevolent Processes of Radicalization.

    Directory of Open Access Journals (Sweden)

    Ken Reidy

    2018-03-01

    Full Text Available Successful radicalization posits three outcomes: extremism, terrorism or both. As these are undesirable, radicalization is understood as wholly malevolent and governments work to prevent and/or stop it. Nonetheless, a handful of scholars have recognized that the same radicalization process which results in either outcome may, theoretically at least, also have beneficial outcomes such as environmental awareness or human rights. This article explores one such outcome. Based on interviews with British Muslim aid workers (n=6 operating in Jihadist conflict zones post Arab spring and using constructivist grounded theory, it illustrates how the research participants radicalized to humanitarianism which resulted in them assisting the most plighted of Muslims by deploying to the most wanton of areas: ones commonly referred to as Jihadist conflict zones. Evidently, these destinations are shared with Jihadists and given the array of other observable similarities (socio-demographics and [pre-]mobilization behaviours, these morally opposed groups become conflated by the security services. This is further compounded by the fact that Jihadists manipulate and/or impersonate aid workers so as to funnel people and funds. To distinguish both, this article documents the benevolent pathway of the research participants and juxtaposes it to scholarly knowledge on Jihadist pathways. Socialization was revealed to be the key distinguishing feature rather than descriptive risk factors (such as ideology or moral outrage because the process of radicalization was not found to be the start of the radicalized pathway. It concludes that benevolently radicalized Islamic groups constitute an effective means of pathway divergence for particular typologies by offering an attractive and prosocial alternative to Jihadism. This strengths-based preventative approach (“what’s right” takes the form of a community-centric market competitor to Jihadism rather than a problem

  4. Efficacy of a Multi-Component Intervention to Reduce Workplace Sitting Time in Office Workers: A Cluster Randomized Controlled Trial.

    Science.gov (United States)

    Maylor, Benjamin D; Edwardson, Charlotte L; Zakrzewski-Fruer, Julia K; Champion, Rachael B; Bailey, Daniel P

    2018-05-30

    The aim of this study was to investigate the efficacy of a work-based multicomponent intervention to reduce office workers' sitting time. Offices (n = 12; 89 workers) were randomized into an 8-week intervention (n = 48) incorporating organizational, individual, and environmental elements or control arm. Sitting time, physical activity, and cardiometabolic health were measured at baseline and after the intervention. Linear mixed modelling revealed no significant change in workplace sitting time, but changes in workplace prolonged sitting time (-39 min/shift), sit-upright transitions (7.8 per shift), and stepping time (12 min/shift) at follow-up were observed, in favor of the intervention group (P < 0.001). Results for cardiometabolic health markers were mixed. This short multicomponent workplace intervention was successful in reducing prolonged sitting and increasing physical activity in the workplace, although total sitting time was not reduced and the impact on cardiometabolic health was minimal.

  5. Elements of a Workplace Culture of Health, Perceived Organizational Support for Health, and Lifestyle Risk.

    Science.gov (United States)

    Payne, Julianne; Cluff, Laurie; Lang, Jason; Matson-Koffman, Dyann; Morgan-Lopez, Antonio

    2018-01-01

    We investigated the impact of elements of a workplace culture of health (COH) on employees' perceptions of employer support for health and lifestyle risk. We used 2013 and 2015 survey data from the National Healthy Worksite Program, a Centers for Disease Control and Prevention (CDC)-led initiative to help workplaces implement health-promoting interventions. Forty-one employers completed the CDC Worksite Health Scorecard to document organizational changes. Eight hundred twenty-five employees provided data to evaluate changes in their health and attitudes. We defined elements of a COH as environmental, policy, and programmatic supports; leadership and coworker support; employee engagement (motivational interventions); and strategic communication. Outcomes included scores of employees' perceptions of employer support for health and lifestyle risk derived from self-reported physical activity, nutrition, and tobacco use. We estimated effects using multilevel regression models. At the employee level and across time, regression coefficients show positive associations between leadership support, coworker support, employee engagement, and perceived support for health ( P leadership support in 2015 only ( P leadership and coworker support) tend to be associated with perceived support for health, while workplace elements (environmental and policy supports) are more associated with lifestyle risk. Employers need to confront relational and workplace elements together to build a COH.

  6. Workplace Bullying Scale: The Study of Validity and Reliability

    Directory of Open Access Journals (Sweden)

    Nizamettin Doğar

    2015-01-01

    Full Text Available The aim of this research is to adapt the Workplace Bullying Scale (Tınaz, Gök & Karatuna, 2013 to Albanian language and to examine its psychometric properties. The research was conducted on 386 person from different sectors of Albania. Results of exploratory and confirmatory factor analysis demonstrated that Albanian scale yielded 2 factors different from original form because of cultural differences. Internal consistency coefficients are,890 -,801 and split-half test reliability coefficients, 864 -,808. Comfirmatory Factor Analysis results change from,40 to,73. Corrected item-total correlations ranged,339 to,672 and according to t-test results differences between each item’s means of upper 27% and lower 27% points were significant. Thus Workplace Bullying Scale can be use as a valid and reliable instrument in social sciences in Albania.

  7. Radical cations of quadricyclane and norbornadiene in polar ZSM-5 matrices: Radical cation photochemical transformations without photons

    International Nuclear Information System (INIS)

    Barnabas, M.V.; Trifunac, A.D.

    1994-01-01

    Radical cations of quadricyclane (Q) and norbornadiene (NBD) are produced by γ-radiolysis in zeolites. In polar ZSM-5, only one radical cation is initially observed below 100K. Increasing the temperature above 200K gives rise to the cyclopentadiene radical cation. Higher temperatures (>360K) give rise to the cyclopenten-4-yl radical. The observation of cyclopentadiene radical cation implies the occurrence of the reverse Diels-Alder reaction. This is a thermally forbidden, photochemically allowed, process, which is made possible by the interaction of the polar zeolite matrix sites with parent NBD and Q radical cations

  8. Conflict in the workplace: part 2.

    Science.gov (United States)

    Northam, Sally

    2009-07-01

    Last month, in Part 1 of this two-part article, I explored factors that contribute to workplace conflict among nurses (such as sex, age, power, and culture), as well as individual responses to conflict. I also discussed my observation that nurses apply their skills in therapeutic communication to solving workplace conflict, and that they therefore tend to focus on emotions rather than on solutions. In Part 2, I present strategies nurses can use to resolve conflict and build more effective-and harmonious-workplace relationships.

  9. Educators' understanding of workplace bullying

    Directory of Open Access Journals (Sweden)

    Corene de Wet

    2014-01-01

    Full Text Available This article looks at educators' understanding of workplace bullying through the lens o a two-dimensional model of bullying. Educators, who were furthering their studies at the University of the Free State, were invited to take part in a study on different types of bullying. Deductive, directed content analysis was used to analyse 59 participants' descriptions of workplace bullying. The study found that the theoretical model provided a valuable framework for studying bullying in this context. The analysis of the educators' descriptions provided the following insights about the relational and organisational foundations of workplace bullying: (1 The relational powerless victims are subjected to public humiliation, disregard, isolation and discrimination. The bullying of educators results in escalating apathy and disempowerment, to the detriment of their professional and private wellbeing. (2 Bullying is likely to occur in schools where organisational chaos reigns. Such schools are characterised by incompetent, unprincipled, abusive leadership, lack of accountability, fairness and transparency. (3 There is interplay between relational powerlessness and organisational chaos, i.e. the absence of principled leadership, accountability and transparency gives rise to workplace bullying.

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

    Science.gov (United States)

    Bacci, Tina Marie

    2011-01-01

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

  11. Workplace bullying among Nurses in South Taiwan.

    Science.gov (United States)

    Fang, Li; Huang, Su-Hui; Fang, Shu-Hui

    2016-09-01

    This study was to investigate bullying among hospital nurses and its correlates. Chinese people were unlikely to express their opinions or pursue individual rights. Workplace bullying took place more easily among the educated people within Chinese culture. However, studies related to workplace bullying among hospital nurses in Taiwan were still limited. A cross-sectional design. Two hundred and eighty-five nurses who worked in the regional teaching hospital in south Taiwan were recruited. The significant predictors of workplace bullying were identified by using linear regression analysis. The mean of overall bullying was 1·47, showing that the frequency of the nurses having experienced workplace bullying was between 'never' and 'now and then'. The most frequent bullying item was 'being yelled at or being the target of anger', followed by 'being the objects of untruthful criticism' and 'having views ignored'. Hospital nurses working in the Emergency room would gain 10·888 points more in the overall bullying scale compared with those who worked in operation rooms or haemodialysis rooms. They were more likely to be bullied. Hospital nurses with one year increase in nursing experience were 0·207 points less likely to be bullied. Reducing workplace bullying among hospital nurses was an essential method to provide quality assurance to health care. Nurse managers should build up zero tolerance policy to decrease nurses' exposure to workplace bullying. Training programmes related to bullying prevention are suggested to avoid workplace bullying. The contents of the educational training programmes or workshops should incorporate the characteristics and consequences of the workplace bullying, and the strategies to deal with bullying. © 2016 John Wiley & Sons Ltd.

  12. Workplace harassment among employees: An explorative study

    Directory of Open Access Journals (Sweden)

    Asha P Shetty

    2017-01-01

    Full Text Available Introduction: Workplace harassment is the belittling or threatening behavior directed at an individual worker or a group of workers. Matters of workplace harassment recently gained interest among practitioners and researchers as it is becoming one of the most sensitive areas of effective workplace management. Materials and Methods: Nonexperimental cross-sectional exploratory survey approach with quantitative design was adopted. Samples constituted both male and female employees 20–60 years working for minimum 6 h in an institution selected by random sampling technique. Data were collected using demographic tool and workplace harassment experience tool developed by the investigator. The Institutional Ethics Committee approval and the individual subject consent were also obtained. Results: Data obtained from 210 employees indicated that majority (20% were between the age group of 30–35 years. Majority, 63.3%, of the employees had occasional harassment, 8.1% had mild harassment, 0.5% had severe harassment, and 28.1% reported no harassment at the workplace. Area-wise analysis indicated that highest possible area among participants was psychological (15.5 ± 7.26 and the lowest harassment was in the area of physical harassment (3.74 ± 1.75. Conclusion: Workplace harassment is a serious concern which requires immediate attention for better outcome. Although majority of the participants experience at least some form of harassment, they hesitate to objectively indicate the same due to fear of consequences of losing the job and facing further ramifications. The issue requires to be addressed with appropriate policies at the workplace. The study will help to plan the strategies to be implemented for building a healthy workplace environment.

  13. The Relationship between the Workplace Adjustments of People with Intellectual Disabilities and Workplace Supports: A survey of people with intellectual disabilities

    OpenAIRE

    若林, 功; 八重田, 淳

    2016-01-01

    The importance of support in the workplace for persons with disabilities to adjust to working life has long been recognized in the literature. However, the effects of workplace support on the work adjustment of persons with disabilities have not been well documented. This paper examines whether workplace support is related to job satisfaction, performance (as evaluated by employers), organizational commitment, workplace integration, and their intention to quit their jobs. A survey of people w...

  14. Constituent aspects of workplace guidance in secondary VET

    NARCIS (Netherlands)

    Swager, Robert; Klarus, Ruud; Van Merriënboer, Jeroen; Nieuwenhuis, Loek

    2018-01-01

    Purpose – This paper aims to present an integrated model of workplace guidance to enhance awareness of what constitutes good guidance, to improve workplace guidance practices in vocational education and training. Design/methodology/approach – To identify constituent aspects of workplace guidance,

  15. The efficacy and utilisation of preoperative multiparametric magnetic resonance imaging in robot-assisted radical prostatectomy: does it change the surgical dissection plan?

    Science.gov (United States)

    Tavukçu, Hasan Hüseyin; Aytaç, Ömer; Balcı, Numan Cem; Kulaksızoğlu, Haluk; Atuğ, Fatih

    2017-12-01

    We investigated the effect of the use of multiparametric prostate magnetic resonance imaging (mp-MRI) on the dissection plan of the neurovascular bundle and the oncological results of our patients who underwent robot-assisted radical prostatectomy. We prospectively evaluated 60 consecutive patients, including 30 patients who had (Group 1), and 30 patients who had not (Group 2) mp-MRI before robot-assisted radical prostatectomy. Based on the findings of mp-MRI, the dissection plan was changed as intrafascial, interfascial, and extrafascial in the mp-MRI group. Two groups were compared in terms of age, prostate-specific antigen (PSA), Gleason sum scores and surgical margin positivity. There was no statistically significant difference between the two groups in terms of age, PSA, biopsy Gleason score, final pathological Gleason score and surgical margin positivity. mp-MRI changed the initial surgical plan in 18 of 30 patients (60%) in Group 1. In seventeen of these patients (56%) surgical plan was changed from non-nerve sparing to interfascial nerve sparing plan. In one patient dissection plan was changed to non-nerve sparing technique which had extraprostatic extension on final pathology. Surgical margin positivity was similar in Groups 1, and 2 (16% and 13%, respectively) although, Group 1 had higher number of high- risk patients. mp-MRI confirmed the primary tumour localisation in the final pathology in 27 of of 30 patients (90%). Preoperative mp-MRI effected the decision to perform a nerve-sparing technique in 56% of the patients in our study; moreover, changing the dissection plan from non-nerve-sparing technique to a nerve sparing technique did not increase the rate of surgical margin positivity.

  16. 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)

  17. Workplace etiquette for the medical practice employee.

    Science.gov (United States)

    Hills, Laura

    2010-01-01

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

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

    Science.gov (United States)

    Yu, Han

    2010-01-01

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

  19. The Toll of Workplace Bullying

    Science.gov (United States)

    Killoren, Robert

    2014-01-01

    Bullying may be more common than most people think. According to a study commissioned by the Workplace Bullying Institute, one in three employees experience bullying in the workplace either as a victim or as a witness suffering collateral damage. Bullying is a serious problem. Directors, managers, and staff members need to ensure that it does not…

  20. Control of radon in Finnish workplaces

    International Nuclear Information System (INIS)

    Markkanen, M.

    2002-01-01

    Natural radiation in Finland is regulated in the Finnish Radiation Act from 1992. Occupational exposure to natural radiation is regulated by an amendment of the Radiation Decree in 1998. The most important issues in Finland are radon in workplaces, radioactivity in drinking water and in building materials, and mining and industrial processes. Radon levels in mines have been measured regularly since 1972. Finland has an action level for radon in workplaces of 400 Bq/m 3 . Radon prone areas have been identified primarily from measurements of radon in dwellings. Radon measurements are compulsory in workplaces in radon prone areas unless it can be shown by other means that radon levels are low. A programme focusing on radon in workplaces was initiated in 1992. To date, radon measurements have been carried out in 10,000 workplaces and remedial actions have been taken in 200 of these. The average reduction in radon concentration in remediated buildings is about 1,500 Bq/m 3 . Identification of NORM industries is based on the radionuclide content of the materials used (>1.4 Bq/g U and >0.4 Bq/g Th). The occupational exposure should not exceed 1 mSv/y (excluding radon)

  1. Free radicals in chemical carcinogenesis.

    Science.gov (United States)

    Clemens, M R

    1991-12-15

    During the past decade, remarkable progress has been made in our understanding of cancer-causing agents, mechanisms of cancer formation and the behavior of cancer cells. Cancer is characterized primarily by an increase in the number of abnormal cells derived from a given normal tissue, invasion of adjacent tissues by these abnormal cells, and lymphatic or blood-borne spread of malignant cells to regional lymph nodes and to distant sites (metastasis). It has been estimated that about 75-80% of all human cancers are environmentally induced, 30-40% of them by diet. Only a small minority, possibly no more than 2% of all cases, result purely from inherent genetic changes. Several lines of evidence confirm that the fundamental molecular event or events that cause a cell to become malignant occur at the level of the DNA and a variety of studies indicate that the critical molecular event in chemical carcinogenesis is the interaction of the chemical agent with DNA. The demonstration that DNA isolated from tumor cells can transfect normal cells and render them neoplastic provides direct proof that an alteration of the DNA is responsible for cancer. The transforming genes, or oncogenes, have been identified by restriction endonuclease mapping. One of the characteristics of tumor cells generated by transformation with viruses, chemicals, or radiation is their reduced requirement for serum growth factors. A critical significance of electrophilic metabolites of carcinogenes in chemical carcinogenesis has been demonstrated. A number of "proximate" and "ultimate" metabolites, especially those of aromatic amines, were described. The "ultimate" forms of carcinogens actually interact with cellular constituents to cause neoplastic transformation and are the final metabolic products in most pathways. Recent evidence indicates that free radical derivatives of chemical carcinogens may be produced both metabolically and nonenzymatically during their metabolism. Free radicals carry no

  2. Prevalence of workplace bullying of South African employees

    Directory of Open Access Journals (Sweden)

    Leanri Cunniff

    2012-09-01

    Full Text Available Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations.Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911. They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA and analyses of variance (ANOVAs to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

  3. Prevalence of workplace bullying of South African employees

    Directory of Open Access Journals (Sweden)

    Leanri Cunniff

    2012-09-01

    Full Text Available Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC and diversity experiences. Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do. Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911. They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA and analyses of variance (ANOVAs to determine the differences between the groups. Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying. Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods. Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

  4. Youth De-Radicalization: A Canadian Framework

    Directory of Open Access Journals (Sweden)

    Hafal (Haval Ahmad

    2017-09-01

    Full Text Available Youth radicalization leading to violence has become a growing fear among Canadians, as terrorist attacks are carried out in Western states. Although Canada has suffered relatively fewer acts of violence, this fear has intensified and a de-radicalization strategy is needed in the Canadian context. In a qualitative case study methodology, interviews were conducted with school counsellors, religious leaders, and academics to explore solutions to youth radicalization. Youth de-radicalization approaches from the United Kingdom were analyzed and found that community-based initiatives were missing from programming. Social identity theory is used to explain that youth join radicalized groups to feel a sense of belonging and have to be provided an alternative and moderate group identity to de-radicalize. This study found youth de-radicalization in Canada is best served through a community collaboration approach.

  5. The Effect of Implementing Workplace Organization Technigue on Nurses’ Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Mohammad Ali Hoseini

    2016-06-01

    Full Text Available Background and Objective: Physical characteristics of the workplace are among the factors affecting nurses’ job satisfaction. Nurses are employed in crowded environments. The purpose of this study was to examine the effect of implementing 5S workplace organization technique on nurses’ job satisfaction. Materials and Method: In this semi-experimental study, 70 nurses from medical and surgical wards of two therapeutic-education centers in Gorgan in 2015 were studied. Nurses were selected through census and then were assigned into intervention and control groups (each group 35 persons. The intervention group took advantage from organized working environment for 6 weeks. Visual workplace audit checklist was used in order to assess the need for organizing the workplace before and one month after the intervention. Nurses’ job satisfaction was measured through the questionnaire by Kohli and Jaworski before and after the intervention in both groups. Data were analyzed by Fisher's exact test, chi-square test, independent t-test and paired t-test in SPSS 20. Results: The mean score of job satisfaction of nurses was changed after the intervention from 14.94 ± 2.66 to 18.48 ± 2.03 in intervention group (p > 0.001 and from 15.31 ± 1.54 to 14.80 ± 1.47 in control group. This difference was significant between the groups after the intervention (p > 0.001. Conclusion: Results showed that the implementing of workplace organization technique could improve nurses’ Job satisfaction. According to simplicity of this technique, nursing managers can use it as an effective way to improve nurses’ job satisfaction.

  6. 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…

  7. Workplace Violence

    Science.gov (United States)

    ... regular employee meetings. What protections does OSHA offer? The Occupational Safety and Health Act’s ( OSH Act ) General Duty Clause requires employers to provide a safe and healthful workplace for all workers covered by the OSH Act . ...

  8. Mental health and the workplace: issues for developing countries.

    Science.gov (United States)

    Chopra, Prem

    2009-02-20

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

  9. Mental health and the workplace: issues for developing countries

    Directory of Open Access Journals (Sweden)

    Chopra Prem

    2009-02-01

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

  10. Stand More AT Work (SMArT Work): using the behaviour change wheel to develop an intervention to reduce sitting time in the workplace.

    Science.gov (United States)

    Munir, Fehmidah; Biddle, Stuart J H; Davies, Melanie J; Dunstan, David; Esliger, David; Gray, Laura J; Jackson, Ben R; O'Connell, Sophie E; Yates, Tom; Edwardson, Charlotte L

    2018-03-06

    Sitting (sedentary behaviour) is widespread among desk-based office workers and a high level of sedentary behaviour is a risk factor for poor health. Reducing workplace sitting time is therefore an important prevention strategy. Interventions are more likely to be effective if they are theory and evidence-based. The Behaviour Change Wheel (BCW) provides a framework for intervention development. This article describes the development of the Stand More AT Work (SMArT Work) intervention, which aims to reduce sitting time among National Health Service (NHS) office-based workers in Leicester, UK. We followed the BCW guide and used the Capability, Opportunity and Motivation Behaviour (COM-B) model to conduct focus group discussions with 39 NHS office workers. With these data we used the taxonomy of Behaviour Change Techniques (BCTv1) to identify the most appropriate strategies for facilitating behaviour change in our intervention. To identify the best method for participants to self-monitor their sitting time, a sub-group of participants (n = 31) tested a number of electronic self-monitoring devices. From our BCW steps and the BCT-Taxonomy we identified 10 behaviour change strategies addressing environmental (e.g. provision of height adjustable desks,), organisational (e.g. senior management support, seminar), and individual level (e.g. face-to-face coaching session) barriers. The Darma cushion scored the highest for practicality and acceptability for self-monitoring sitting. The BCW guide, COM-B model and BCT-Taxonomy can be applied successfully in the context of designing a workplace intervention for reducing sitting time through standing and moving more. The intervention was developed in collaboration with office workers (a participatory approach) to ensure relevance for them and their work situation. The effectiveness of this intervention is currently being evaluated in a randomised controlled trial. ISRCTN10967042 . Registered on 2 February 2015.

  11. Bullying and cyberbullying in adulthood and the workplace.

    Science.gov (United States)

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

    2018-01-01

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

  12. The effectiveness of interventions targeting the stigma of mental illness at the workplace: a systematic review.

    Science.gov (United States)

    Hanisch, Sabine E; Twomey, Conal D; Szeto, Andrew C H; Birner, Ulrich W; Nowak, Dennis; Sabariego, Carla

    2016-01-06

    The majority of people experiencing mental-health problems do not seek help, and the stigma of mental illness is considered a major barrier to seeking appropriate treatment. More targeted interventions (e.g. at the workplace) seem to be a promising and necessary supplement to public campaigns, but little is known about their effectiveness. The aim of this systematic review is to provide an overview of the evidence on the effectiveness of interventions targeting the stigma of mental illness at the workplace. Sixteen studies were included after the literature review. The effectiveness of anti-stigma interventions at the workplace was assessed by examining changes in: (1) knowledge of mental disorders and their treatment and recognition of signs/symptoms of mental illness, (2) attitudes towards people with mental-health problems, and (3) supportive behavior. The results indicate that anti-stigma interventions at the workplace can lead to improved employee knowledge and supportive behavior towards people with mental-health problems. The effects of interventions on employees' attitudes were mixed, but generally positive. The quality of evidence varied across studies. This highlights the need for more rigorous, higher-quality evaluations conducted with more diverse samples of the working population. Future research should explore to what extent changes in employees' knowledge, attitudes, and supportive behavior lead to affected individuals seeking help earlier. Such investigations are likely to inform important stakeholders about the potential benefits of current workplace anti-stigma interventions and provide guidance for the development and implementation of effective future interventions.

  13. The Role of the Nurse in the Rehabilitation of Patients with Radical Changes in Body Image Due to Burn Injuries

    OpenAIRE

    Aacovou, I.

    2005-01-01

    Burn injuries are among the most serious causes of radical changes in body image. The subject of body image and self-image is essential in rehabilitation, and the nurse must be aware of the issues related to these concepts and take them seriously into account in drafting out the nursing programme. This paper defines certain key words related to body image and discusses the social context of body image. Burn injuries are considered in relation to the way each of these affects the patient's bod...

  14. The workplace as a community: promoting employee satisfaction.

    Science.gov (United States)

    Byron, W J

    1985-03-01

    Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

  15. Ethical Infrastructure and Successful Handling of Workplace Bullying

    Directory of Open Access Journals (Sweden)

    Kari Einarsen

    2017-03-01

    Full Text Available Antecedents and consequences of workplace bullying are well documented. However, the mea- sures taken against workplace bullying, and the effectiveness of such measures, have received less attention. This study addresses this knowledge gap by exploring the role of ethical infrastructure in perceived successful handling of reported workplace bullying. Ethical infrastructure refers to formal and informal systems that enable ethical behavior and disable unethical behavior in organizations. A survey was sent to HR managers and elected head safety representatives (HSRs in all Norwegian municipality organizations. Overall, 216 organizations responded (response rate = 50.2 percent. The ethical infrastructure accounted for 39.4% of the variance in perceived suc- cessful handling of workplace bullying. Formal sanctions were the only unique and signi cant contributor to the perceived successful handling of workplace bullying. The results substantiate the argument that organizations’ ethical infrastructure relate to the HR managers and HSRs’ percep- tions regarding their organizations’ handling of workplace bullying.

  16. Interaction of radiation-generated radicals with myoglobin in aqueous solution

    International Nuclear Information System (INIS)

    Whitburn, K.D.; Hoffman, M.Z.

    1985-01-01

    The γ-radiolysis of aqueous solutions of ferrimyoglobin in the presence of N 2 O at pH 7.3 has been examined as a function of added catalase and oxygen. Changes in the nature of the heme group have been monitored by visible absorption spectrophotometry and analysed quantitatively by a multiple wavelength method based on Beer's Law. Simple chemical analyses have been used to confirm qualitative identification of the product derivatives. As observed previously, the ferriheme is reduced by indirect globin-mediated action initiated by radical OH/H radical. The yield of reduced product decreases as [O 2 ] derived from irradiated water and from protein-mediated processes in oxygenated solution, is eliminated by the presence of catalase. Formation of a hemichrome form of ferrimyoglobin is apparent at higher doses in the presence of O 2 . These results demonstrate that oxygen plays an important role in controlling the nature and extent of redox that manifests ultimately on the heme group of ferrimyoglobin as a result of the initial interaction of radical OH/H radical. (author)

  17. The role of peer physical activity champions in the workplace: a qualitative study.

    Science.gov (United States)

    Edmunds, Sarah; Clow, Angela

    2016-05-01

    Peer health champions have been suggested as an important component of multilevel workplace interventions to promote healthy behaviours such as physical activity (PA). There is accumulating quantitative evidence of their effectiveness but as yet little exploration of why and how champions influence peer behaviour. The current study explores the role of peer physical activity champions (PPACs) in influencing colleagues' PA behaviour from the perspectives of both champions and colleagues. Seven months after the introduction of a workplace PA programme in 17 small- and medium-sized enterprises (SMEs), two focus groups were held with PPACs and four with programme participants. Data were analysed using inductive thematic analysis. Three overarching themes were developed: how PPACs encourage PA, valuable PPAC characteristics and sustaining motivation for the PPAC role. Both direct encouragement from PPACs and facilitation of wider PA supportive social networks within the workplace encouraged behaviour change. PA behaviour change is a delicate subject and it was important that PPACs provided enthusiastic and persistent encouragement without seeming judgemental. Being a PA role model was also a valuable characteristic. The PPACs found it satisfying to see positive changes in their colleagues who had become more active. However, colleagues often did not engage in suggested activities and PPACs required resilience to maintain personal motivation for the role despite this. Incorporating PPACs into SME-based PA interventions is acceptable to employees. It is recommended that PPAC training includes suggestions for facilitating social connections between colleagues. Sensitivity is required when initiating and engaging in conversations with colleagues about increasing their PA. Programmes should ensure PPACs themselves are provided with social support, especially from others in the same role, to help sustain motivation for their role. These findings will be useful to health

  18. Radical production in biological systems

    International Nuclear Information System (INIS)

    Johnson, J.R.; Akabani, G.

    1994-10-01

    This paper describes our effort to develop a metric for radiation exposure that is more fundamental than adsorbed dose and upon which a metric for exposure to chemicals could be based. This metric is based on the production of radicals by the two agents. Radicals produced by radiation in biological systems commonly assumed to be the same as those produced in water despite the presence of a variety of complex molecules. This may explain why the extensive efforts to describe the relationship between energy deposition (track structure) and molecular damage to DNA, based on the spectrum of radicals produced, have not been successful in explaining simple biological effects such as cell killing. Current models assume that DNA and its basic elements are immersed in water-like media and only model the production and diffusion of water-based radicals and their interaction with DNA structures; these models lack the cross sections associated with each macro-component of DNA and only treat water-based radicals. It has been found that such models are not realistic because DNA is not immersed in pure water. A computer code capable of simulating electron tracks, low-energy electrons, energy deposition in small molecules, and radical production and diffusion in water like media has been developed. This code is still in at a primitive stage and development is continuing. It is being used to study radical production by radiation, and radical diffusion and interactions in simple molecular systems following their production. We are extending the code to radical production by chemicals to complement our PBPK modeling efforts. It therefore has been developed primarily for use with radionuclides that are in biological materials, and not for radiation fields

  19. Ion microbeam irradiation for radiobiology and radical chemistry: status and prospect

    Energy Technology Data Exchange (ETDEWEB)

    Khodja, H, E-mail: hicham.khodja@cea.fr [CEA, IRAMIS, SIS2M, LEEL, 91191 Gif-sur-Yvette (France); CNRS, UMR 3299, SIS2M, LEEL, 91191 Gif-sur-Yvette (France)

    2011-01-01

    Ion microbeams are commonly used to study local irradiation effects in living cells, as it has been established that ion beam irradiations can lead to deleterious changes in cells that are not struck directly by the microbeam. Such changes, which take place over distances long compared to the size of the irradiation spot and for times long compared to the time of irradiation, are collectively termed radiation-induced bystander effect or RIBE. Free-radical chemistry is frequently invoked to explain the RIBE but no unified model is available at present. Ion microbeams when coupled with advanced methods for observing free radicals are the tools of choice for investigating the chemistry and biological processes governing RIBE.

  20. 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…