Policies aren't enough: the importance of interpersonal communication about workplace breastfeeding support.

Science.gov (United States)

Anderson, Jenn; Kuehl, Rebecca A; Drury, Sara A Mehltretter; Tschetter, Lois; Schwaegerl, Mary; Hildreth, Marilyn; Bachman, Charlotte; Gullickson, Heidi; Yoder, Julia; Lamp, Jamison

2015-05-01

Formal policies can establish guidelines and expectations for workplace breastfeeding support. However, interpersonal communication between employees and managers is the context where such policies are explained, negotiated, and implemented. As such, this article focuses on interpersonal communication about breastfeeding support in the workplace. The objective of this article is to describe interpersonal communication related to workplace breastfeeding support. We conducted 3 focus groups with 23 business representatives from a rural city in the Midwest United States. Participants were recruited through the area chamber of commerce. We analyzed the transcripts of the focus groups and derived themes related to the study objective. Our analysis of responses from business representatives in the focus groups revealed 3 major themes about interpersonal communication concerning breastfeeding support in the workplace: (1) interpersonal communication may be more important than written communication for enacting breastfeeding support, (2) multiple factors (age, sex, and power dynamics) complicate the interpersonal communication required to enact breastfeeding support in local businesses, and (3) positive interpersonal communication strategies may improve the success of workplace breastfeeding support. Interpersonal communication between employees and managers is where the specifics of workplace breastfeeding support (eg, policies) are determined and applied. Interpersonal communication about breastfeeding can be challenging due to issues such as age, sex, and power dynamics. However, positive and open interpersonal communication can enhance workplace breastfeeding support. © The Author(s) 2015.

Technical solutions for the attenuation of the occupational noxeses at the workplaces

International Nuclear Information System (INIS)

Raducanu, Alice; Stanca, Angela; Pop, Ovidiu

2004-01-01

A number of workplaces where the employees work under noxesious environment exist within the thermal power plants. The infliction of the working environment has more or less detrimental effect upon the personnel exposed depending on the existing noxeses' toxicity, the concentration, exposure duration, and constitution of the subjects exposed. At present, a number of specific measures have been taken in the power generation sector in order to limit or eliminate the noxeses, with a view to prevent the employees to fall ill, however these measures gave not the expected efficiency. The survey of the workplaces has aimed at transforming the risks into either non-risks or lower risks through the cognition of the noxesious factors (and the risks due to them) existing in the zone of the workplaces and through the cognition of the measures specific for the individual and collective protection, and, the last but not the least, the cognition of the measures required to reduce, eliminate and prevent them. Identification of the places with a high noxesious level and, the preparing of the technical-organisational solutions for the improvement of the physical and chemical noxeses exhaustion and elimination, including also the impact of their application financial costs represent all factors of major importance for lining up the occupational noxeses levels with the national and European standards. This paper describes the evaluation of a real situation by help of the modern methodologies for the identification and monitoring of the physical and chemical noxeses from two Romanian thermal power plants, the analysis of the Health condition for the employees exposed to such physical and chemical noxeses and it establishes, in the end, the risks of the occupational exposure. Further on, the main technical solutions for the diminishing or elimination of the occupational noxeses at the workplaces from the thermal power plants are described. These solutions consist of various types of

Home and workplace built environment supports for physical activity.

Science.gov (United States)

Adlakha, Deepti; Hipp, Aaron J; Marx, Christine; Yang, Lin; Tabak, Rachel; Dodson, Elizabeth A; Brownson, Ross C

2015-01-01

Physical inactivity has been associated with obesity and related chronic diseases. Understanding built environment (BE) influences on specific domains of physical activity (PA) around homes and workplaces is important for public health interventions to increase population PA. To examine the association of home and workplace BE features with PA occurring across specific life domains (work, leisure, and travel). Between 2012 and 2013, telephone interviews were conducted with participants in four Missouri metropolitan areas. Questions included sociodemographic characteristics, home and workplace supports for PA, and dietary behaviors. Data analysis was conducted in 2013; logistic regression was used to examine associations between BE features and domain-specific PA. In home neighborhoods, seven of 12 BE features (availability of fruits and vegetables, presence of shops and stores, bike facilities, recreation facilities, crime rate, seeing others active, and interesting things) were associated with leisure PA. The global average score of home neighborhood BE features was associated with greater odds of travel PA (AOR=1.99, 95% CI=1.46, 2.72); leisure PA (AOR=1.84, 95% CI=1.44, 2.34); and total PA (AOR=1.41, 95% CI=1.04, 1.92). Associations between workplace neighborhoods' BE features and workplace PA were small but in the expected direction. This study offers empirical evidence on BE supports for domain-specific PA. Findings suggest that diverse, attractive, and walkable neighborhoods around workplaces support walking, bicycling, and use of public transit. Public health practitioners, researchers, and worksite leaders could benefit by utilizing worksite domains and measures from this study for future BE assessments. Copyright © 2015 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Relationship of maternal perceptions of workplace breastfeeding support and job satisfaction.

Science.gov (United States)

Waite, Whitney M; Christakis, Dimitri

2015-05-01

Decades of research supports the health benefits of breastfeeding. Prior research has shown that unsupportive work environments are frequently cited as reasons women abandon breastfeeding early. The objective of this study is to determine if mothers' perceptions of workplace lactation support are associated with job satisfaction. Female employees of Seattle Children's Hospital (SCH) and a large corporation were e-mailed a survey to measure perceptions of workplace lactation support. Women were eligible to participate if they had a child born within the last 5 years. Questions were asked about lactation support across five domains; organization, manager, coworker, time, and physical environment. The main outcome was job satisfaction. Linear regression models were run to evaluate the association between workplace support scores and the outcome of interest. The survey was completed by 420 women at SCH and 131 women at the large corporation (response rate, 47%). Ninety-eight percent of study participants initiated breastfeeding, and most sustained breastfeeding for at least 6 months. Increased total workplace support score was associated with increased job satisfaction at both companies (pjob satisfaction (p valuesjob satisfaction, which could be beneficial to businesses.

Interventions in the workplace to support breastfeeding for women in employment.

Science.gov (United States)

Abdulwadud, Omar A; Snow, Mary Elizabeth

2012-10-17

In recent years there has been a rise in the participation rate of women in employment. Some may become pregnant while in employment and subsequently deliver their babies. Most may decide to return early to work after giving birth for various reasons. Unless these mothers get support from their employers and fellow employees, they might give up breastfeeding when they return to work. As a result, the duration and exclusivity of breastfeeding to the recommended age of the babies would be affected.Workplace environment can play a positive role to promote breastfeeding. For women going back to work, various types of workplace support interventions are available and this should not be ignored by employers. Notably, promoting breastfeeding in a workplace may have benefits for the women, the baby and also the employer. To assess the effectiveness of workplace interventions to support and promote breastfeeding among women returning to paid work after the birth of their children, and its impact on process outcomes pertinent to employees and employers. We searched the Cochrane Pregnancy and Childbirth Group's Trials Register (2 August 2012). Two authors independently assessed all identified studies for randomised controlled trials and quasi-randomised controlled trials that compared workplace interventions with no intervention or two or more workplace interventions against each other. Two authors planned to evaluate the methodological quality of the eligible trials and extract data. There were no randomised controlled trials or quasi-randomised controlled trials identified. No trials have evaluated the effectiveness of workplace interventions in promoting breastfeeding among women returning to paid work after the birth of their child. The impact of such intervention on process outcomes is also unknown. Randomised controlled trials are required to establish the benefits of various types of workplace interventions to support, encourage and promote breastfeeding among working

Working women making it work: intimate partner violence, employment, and workplace support.

Science.gov (United States)

Swanberg, Jennifer; Macke, Caroline; Logan, T K

2007-03-01

Partner violence may have significant consequences on women's employment, yet limited information is available about how women cope on the job with perpetrators' tactics and the consequences of her coping methods on employment status. This article investigates whether there is an association between workplace disclosure of victimization and current employment status; and whether there is an association between receiving workplace support and current employment status among women who disclosed victimization circumstances to someone at work. Using a sample of partner victimized women who were employed within the past year (N = 485), cross-tabulation and ANOVA procedures were conducted to examine the differences between currently employed and unemployed women. Binary logistic regressions were conducted to examine whether disclosure and receiving workplace support were significantly associated with current employment. Results indicate that disclosure and workplace support are associated with employment. Implications for clinical practice, workplace policies, and future research are discussed.

Effects of Age, Gender and Occupation on Perceived Workplace Learning Support

Science.gov (United States)

Harteis, Christian; Billett, Stephen; Goller, Michael; Rausch, Andreas; Seifried, Jürgen

2015-01-01

The provision of workplace support is central to how and what is and can be learnt at work. Hence, the distribution of those experiences is an important factor in the quality of workplace learning experiences. The study reported and discussed here aims to identify differences in levels of support and opportunities for applying knowledge in…

Employee experience of workplace supervisor contact and support during long-term sickness absence.

Science.gov (United States)

Buys, Nicholas J; Selander, John; Sun, Jing

2017-12-07

Workplace support is an important factor in promoting successful return to work. The purpose of this article is to examine relationships between supervisor contact, perceived workplace support and demographic variables among employees on long-term sickness absence. Data were collected from 204 public employees at a municipality in Sweden who had been on long term sickness absence (60 days or more) using a 23 question survey instrument that collected information on demographic variables, supervisor contact and perceived workplace support. Most injured employees (97%) reported having contact with their supervisors during their sickness absence, with a majority (56%) reporting high levels of support, including early (58.6%) and multiple (70.7%) contacts. Most were pleased with amount of contact (68.9%) and the majority had discussed workplace accommodations (68.1%). Employees who self-initiated contact, felt the amount of contact was appropriate, had a personal meeting with their supervisors and discussed workplace adjustments reported experiencing higher levels of support from supervisors. Employees on long-term sickness absence appreciate contact from their supervisors and this is associated with perceived workplace support. However, the amount and employee experience of this contact is important. It needs to be perceived by employees as supportive, which includes a focus on strategies (e.g., work adjustment) to facilitate a return to work. Supervisor training is required in this area to support the return to work process. Implications for Rehabilitation Contact and support from workplace supervisors is important to workers on long-term sickness absence. Employees appreciate frequent contact from supervisors during long-terms sickness absence. Employees appreciate a personal meeting with supervisors and the opportunity to discuss issues related to return to work such as work adjustment. Employers should provide training to supervisors on how to communicate and

Overcoming Workplace Barriers: A Focus Group Study Exploring African American Mothers' Needs for Workplace Breastfeeding Support.

Science.gov (United States)

Johnson, Angela Marie; Kirk, Rosalind; Muzik, Maria

2015-08-01

Persistent racial disparities in breastfeeding show that African American women breastfeed at the lowest rates. Return to work is a critical breastfeeding barrier for African American women who return to work sooner than other ethnic groups and more often encounter unsupportive work environments. They also face psychosocial burdens that make breastfeeding at work uniquely challenging. Participants share personal struggles with combining paid employment and breastfeeding and suggest workplace and personal support strategies that they believe will help continue breastfeeding after a return to work. To explore current perspectives on ways to support African American mothers' workplace breastfeeding behavior. Pregnant African American women (n = 8), African American mothers of infants (n = 21), and lactation support providers (n = 9) participated in 1 of 6 focus groups in the Greater Detroit area. Each focus group audiotape was transcribed verbatim. Thematic analysis was used to inductively analyze focus group transcripts and field notes. Focus groups explored thoughts, perceptions, and behavior on interventions to support African American women's breastfeeding. Participants indicate that they generally believed breastfeeding was a healthy option for the baby; however, paid employment is a critical barrier to successful breastfeeding for which mothers receive little help. Participants felt breastfeeding interventions that support working African American mothers should include education and training for health care professionals, regulation and enforcement of workplace breastfeeding support policies, and support from peers who act as breastfeeding role models. Culturally appropriate interventions are needed to support breastfeeding among working African American women. © The Author(s) 2015.

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

Science.gov (United States)

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

2015-01-01

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

The Business Impact of LGBT-Supportive Workplace Policies

OpenAIRE

Badgett, M.V. Lee; Durso, Laura E.; Mallory, Christy; Kastanis, Angeliki

2013-01-01

LGBT-supportive policies are linked to positive business-related outcomes. LGBT-supportive policies are also linked to greater job commitment, improved workplace relationships, increased job satisfaction, and improved health outcomes among LGBT employees. LGBT employees are also less likely to face discrimination in such environments and are more comfortable being open about their sexual orientation.

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...

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

Science.gov (United States)

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

2015-01-01

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

Relationship between Workplace Spatial Settings and Occupant-Perceived Support for Collaboration

Science.gov (United States)

Hua, Ying; Loftness, Vivian; Heerwagen, Judith H.; Powell, Kevin M.

2011-01-01

The increasingly collaborative nature of knowledge-based work requires workplaces to support both dynamic interactions and concentrated work, both of which are critical for collaboration performance. Given the prevalence of open-plan settings, this requirement has created new challenges for workplace design. Therefore, an understanding of the…

Predictors of Workplace Deviant Behaviour: HRD Agenda for Malaysian Support Personnel

Science.gov (United States)

Alias, Mazni; Rasdi, Roziah Mohd; Ismail, Maimunah; Samah, Bahaman Abu

2013-01-01

Purpose: The purpose of this paper is to develop a theoretical model of the determinants of workplace deviant behaviour among support personnel in Malaysian Public Service organisations. Design/methodology/approach: This study is based on reviews of past studies on workplace deviant behaviour. To conduct the literature review, several keywords…

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

OpenAIRE

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

2015-01-01

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

Workplace social support in job satisfaction among veterans with posttraumatic stress symptoms: A preliminary correlational study.

Science.gov (United States)

Harris, J I; Strom, Thad Q; Ferrier-Auerbach, Amanda G; Kaler, Matthew E; Hansen, Lucas P; Erbes, Christopher R

2017-01-01

For Veterans managing PTSD symptoms, returning to vocational functioning is often challenging; identifying modifiable variables that can contribute to positive vocational adjustment is critical to improved vocational rehabilitation services. Workplace social support has proven to be important in vocational adjustment in both general population and vocational rehabilitation samples, but this area of inquiry has received little attention among Veterans with PTSD symptoms. In this small correlational study, employed Veterans (N = 63) presenting for outpatient PTSD treatment at a VA Health Care System completed surveys assessing demographic variables, PTSD symptoms, workplace social support, and job satisfaction. Workplace social support contributed to the prediction of job satisfaction. It is of note that workplace social support predicted a larger proportion of the variance in employment satisfaction than PTSD symptoms. Further research on workplace social support as a vocational rehabilitation resource for Veterans with PTSD is indicated.

Contextualize Technical Writing Assessment to Better Prepare Students for Workplace Writing: Student-Centered Assessment Instruments

Science.gov (United States)

Yu, Han

2008-01-01

To teach students how to write for the workplace and other professional contexts, technical writing teachers often assign writing tasks that reflect real-life communication contexts, a teaching approach that is grounded in the field's contextualized understanding of genre. This article argues to fully embrace contextualized literacy and better…

[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.

System for technical innovation support

International Nuclear Information System (INIS)

2011-08-01

This book lists field of support system, which includes tax, development work, basic research project, industrial technology, information and communications field, energy field, part and materials field, local industry, the small and medium business such as technical development field, and industry-university collaboration like summary of investment and financing support and guarantee, support of manpower such as brain pool and contact Korea, support of technique like development technology and strategy for patent, support on certification such as company and technical goods, purchase support.

Workplace social support in job satisfaction among veterans with posttraumatic stress symptoms: A preliminary correlational study.

Directory of Open Access Journals (Sweden)

J I Harris

Full Text Available For Veterans managing PTSD symptoms, returning to vocational functioning is often challenging; identifying modifiable variables that can contribute to positive vocational adjustment is critical to improved vocational rehabilitation services. Workplace social support has proven to be important in vocational adjustment in both general population and vocational rehabilitation samples, but this area of inquiry has received little attention among Veterans with PTSD symptoms. In this small correlational study, employed Veterans (N = 63 presenting for outpatient PTSD treatment at a VA Health Care System completed surveys assessing demographic variables, PTSD symptoms, workplace social support, and job satisfaction. Workplace social support contributed to the prediction of job satisfaction. It is of note that workplace social support predicted a larger proportion of the variance in employment satisfaction than PTSD symptoms. Further research on workplace social support as a vocational rehabilitation resource for Veterans with PTSD is indicated.

Technical support and emergency centre

International Nuclear Information System (INIS)

Bohun, L.; Kapisovsk y, M.

1997-01-01

This paper presents technical support and emergency management center which will be on two places: Mochovce NPP Emergency Centre (Technical support center and Support working center) and Reserve Emergency Centre in Levice (Reserve emergency center and Environmental Evaluation Center). The main aims of the emergency management centers are: the management and coordination of all persons and organisations; provision of the all information needed to evaluation of the accident and its mitigation; continuous evaluation of the potential or real radiological consequences; taking measure for an early notification of the governmental bodies and the organizations, warning and protection of the public; and other aims. In the next part the data for technical support and emergency centre are discussed

Types of Workplace Social Support in the Prediction of Job Satisfaction

Science.gov (United States)

Harris, J. Irene; Winskowski, Ann Marie; Engdahl, Brian E.

2007-01-01

Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and…

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.

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.

Work and nonwork outcomes of workplace incivility: Does family support help?

Science.gov (United States)

Lim, Sandy; Lee, Alexia

2011-01-01

This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.

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

Science.gov (United States)

Bettinelli, Maria Enrica

2012-10-01

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

Gender Differences in Workplace Disclosure and Supports for Domestic Violence: Results of a Pan-Canadian Survey.

Science.gov (United States)

MacGregor, Jennifer C D; Wathen, C Nadine; Olszowy, Laura P; Saxton, Michael D; MacQuarrie, Barbara J

2016-12-01

Although domestic violence is increasingly identified as a workplace issue, little is known about workplace supports and the role of gender in workplace disclosure experiences. Using a subset of 2,831 people who experienced domestic violence, we examined (a) who discloses at work and to whom, and reasons for not disclosing; (b) helpfulness of disclosure recipients, including types of supports received; and (c) overall outcomes of disclosing, including negative consequences. Data were analyzed using descriptive statistics and content analysis. More than 40% of participants disclosed domestic violence at work, usually to coworkers or supervisors. They received various supports which were generally seen as helpful. Although not common, negative consequences of disclosure were reported. Men were less likely to disclose, but few other gender differences emerged. Implications for improving workplace supports are discussed.

Workplace Lactation Support in Milwaukee County 5 Years After the Affordable Care Act.

Science.gov (United States)

Lennon, Tyler; Willis, Earnestine

2017-02-01

Workplace lactation support has become increasingly important because returning to work is associated with discontinuing breastfeeding and women in the workforce are increasing. Research aim: This study examined workplace lactation support among Milwaukee County businesses 5 years after implementation of the Affordable Care Act's Break Time for Nursing Mothers provision. A cross-sectional survey of Milwaukee County businesses was conducted in the summer of 2015 that inquired about workplace policies, lactation spaces, and other lactation resources offered. Business supports were stratified based on employer sizes: large (> 500 employees), medium (50-499 employees), and small (20-49 employees). A lactation amenity score was calculated for each business based on lactation resources available. Three hundred surveys were distributed and 71 businesses voluntarily completed the survey. Small employers were excluded from statistical analysis due to fewer responses ( n = 8). Overall, 87.3% ( n = 55) of respondents reported providing access to a multiuser space for lactation and 65.1% ( n = 41) reported providing a designated lactation space. Large employers ( n = 30) were more likely than medium employers ( n = 33) to provide a designated lactation space for breastfeeding or expressing (86.7% vs. 45.5%, p increase additional lactation support for women in the workplace.

Technical support non-SLB(GCDF)

International Nuclear Information System (INIS)

DePoorter, G.L.; Burton, B.W.

1982-01-01

The Los Alamos National Laboratory is providing technical support for the Greater Confinement Demonstration Facility (GCDF) at the Nevada Test Site. This technical support consists of computer modeling of the GCDF, design and emplacement of a Shallow Test Plot at NTS, and instrument testing at Los Alamos. Results to date on the computer modeling and the Shallow Test Plot are described

Yucca Mountain Climate Technical Support Representative

International Nuclear Information System (INIS)

Sharpe, Saxon E

2007-01-01

The primary objective of Project Activity ORD-FY04-012, 'Yucca Mountain Climate Technical Support Representative', was to provide the Office of Civilian Radioactive Waste Management (OCRWM) with expertise on past, present, and future climate scenarios and to support the technical elements of the Yucca Mountain Project (YMP) climate program. The Climate Technical Support Representative was to explain, defend, and interpret the YMP climate program to the various audiences during Site Recommendation and License Application. This technical support representative was to support DOE management in the preparation and review of documents, and to participate in comment response for the Final Environmental Impact Statement, the Site Recommendation Hearings, the NRC Sufficiency Comments, and other forums as designated by DOE management. Because the activity was terminated 12 months early and experience a 27% reduction in budget, it was not possible to complete all components of the tasks as originally envisioned. Activities not completed include the qualification of climate datasets and the production of a qualified technical report. The following final report is an unqualified summary of the activities that were completed given the reduced time and funding

Social firms: building cross-sectoral partnerships to create employment opportunity and supportive workplaces for people with mental illness.

Science.gov (United States)

Paluch, Tamar; Fossey, Ellie; Harvey, Carol

2012-01-01

A major barrier to employment for people with mental illness is limited access to supportive and non-discriminatory workplaces. Social firms are businesses committed to employing up to 50% of people with a disability or other disadvantage and to providing supportive work environments that benefit workers. Little research has been conducted to understand the features and social processes that support the vocational experiences of employees with mental health issues in social firms. This ethnographic study sought to explore the experiences of nine employees at one Australian social firm. Nine employees of a social firm, with and without mental illness. Study methods used included participant observation, interviewing and document analysis. The study highlights the complexity of running a socially-invested business, and the importance of cross-sectoral partnerships to support their operational success. Natural workplace supports, adequate training and support infrastructure and enabling participation in the business, were identified as important to creating a supportive workplace. Partnerships within the workplace and in support of the workplace are discussed. Future growth and development of partnerships are recommended to support the establishment of social firms.

Technical assessment of compliance with workplace air sampling requirements at WRAP

International Nuclear Information System (INIS)

HACKWORTH, M.F.

1999-01-01

The purpose of this Technical Assessment is to satisfy HSRCM-1, ''Hanford Site Radiological Control Manual'' Article 551.4 for a documented study of facility Workplace Air Monitoring (WAM) programs. HSRCM-1 is the primary guidance for radiological control at Waste Management Federal Services of Hanford, Inc. (WMH). The HSRCM-1 complies with Title 10. Part 835 of the Code of Federal Regulations (10CFR835). This document provides an evaluation of the compliance of the Waste Receiving and Processing facility (WRAP) WAM program to the criteria standards, requirements, and documents compliance with the requirements where appropriate. Where necessary, it also indicates changes needed to bring specific locations into compliance

Social Support in the Workplace for Working-Age Adults with Visual Impairments

Science.gov (United States)

Papakonstantinou, Doxa; Papadopoulos, Konstantinos

2009-01-01

The research presented in this article investigated the social support provided in the workplace for persons with visual impairments. The results reveal the more frequently demonstrated forms of positive and negative social support, the range of social support, and the level of satisfaction with this support.

A Tool for Supporting Communication in the Workplace for Individuals with Intellectual Disabilities and/or Autism

Science.gov (United States)

Pouliot, Danielle M.; Müller, Eve; Frasché, Nancy F.; Kern, Ann S.; Resti, Israelle H.

2017-01-01

Speech and language impairments can pose significant challenges to the successful workplace inclusion of young adults with intellectual disabilities (IDs) and/or autism spectrum disorders (ASD). Breakdowns are most likely to occur when support staff, workplace supervisors, or co-workers are unsure how to support effective communication.…

River Corridor Project Workplace Air Monitoring Technical Basis

International Nuclear Information System (INIS)

MANTOOTH, D.S.

2001-01-01

This document provides the technical basis by which the workplace air monitoring and sampling program is operated in the River Corridor Project (RCP). Revision 2 addresses and incorporates changes in the air monitoring program drivers and implementing documents which occurred after the previous revision was issued. This revision also includes an additional RCP project to make Revision 2 applicable to the entire RCP. These changes occurred in the following areas: (1) Changes resulting from the conversion of the Hanford Site Radiological Control Manual (HSRCM-1) into the Project Hanford Radiological Control Manual (F-5173). HNF-5173 is now the implementing document for 10CFR835. (2) Changes resulting from the issue of new and revised Hanford Site implementing procedures. (3) Changes resulting from the issue of new and revised, as well as the cancellation of RCP implementing procedures. (4) Addition of the 200 Area Accelerated Deactivation Project (ADP). (5) Modification of some air sampling/monitoring locations to better meet the needs of facility operations. (6) Changes resulting from the RCP reorganization

Dimensions of support among abused women in the workplace.

Science.gov (United States)

Yragui, Nanette L; Mankowski, Eric S; Perrin, Nancy A; Glass, Nancy E

2012-03-01

The authors draw on social support theory to examine supervisor support match (support wanted and received), support mismatch (support not wanted and received) and work outcomes for abused low-wage working women, and to determine if supervisor support match and mismatch are more strongly associated with work outcomes than global supervisor support Face-to-face interviews were conducted with a community sample of abused, employed women who have experienced intimate partner violence (IPV) in the past year (N = 163). Using hierarchical regression, we found, after accounting for global supervisor support; a higher level of supervisor support match was associated with greater job satisfaction, fewer job reprimands and less job termination. Findings from the study inform theories of social support and have practical implications for workplace interventions for IPV.

Three Mile Island accident technical support

International Nuclear Information System (INIS)

Long, R.L.; Crimmins, T.M.; Lowe, W.W.

1981-01-01

A large number of technical support personnel were required to respond to the Three Mile Island Unit 2 (TMI-2) accident of March 28, 1979. Under the leadership of General Public Utilities personnel, onsite (round-the-clock shift) technical support began the evening of March 29 and within a week the TMI Recovery Organization incorporated all of the essential technical capability to implement the Base Plan for Cooldown, manage the radioactive waste problem, and begin the steps toward long-range plant recovery. These steps toward recovery are described in some detail. 1 refs

Engineering Technical Support Center (ETSC)

Science.gov (United States)

ETSC is EPA’s technical support and resource centers responsible for providing specialized scientific and engineering support to decision-makers in the Agency’s ten regional offices, states, communities, and local businesses.

Engineering Technical Support Center Annual Report Fiscal ...

Science.gov (United States)

The United States Environmental Protection Agency (EPA or Agency) Office of Research and Development (ORD) created the Engineering Technical Support Center (ETSC) in 1987, one of several technical support centers created as part of the Technical Support Project (TSP). ETSC provides engineering expertise to Agency program and regional offices and remediation teams working at contaminated sites across the country. The ETSC is operated within ORD’s Land Remediation and Pollution Control Division (LRPCD) of the National Risk Management Research Laboratory (NRMRL) in Cincinnati, Ohio. The ETSC’s mission is to provide site-specific scientific and engineering technical support to Remedial Project Managers, On-Scene Coordinators, and other remediation personnel at contaminated sites. This allows local, regional, or national authorities to work more quickly, efficiently, and cost effectively, while also increasing the technical experience of the remediation team. Since its inception, the ETSC has supported countless projects across all EPA Regions in almost all states and territories. This report highlights significant projects the ETSC supported in fiscal year 2015 (FY15). These projects addressed an array of environmental scenarios, such as remote mining contamination, expansive landfill waste, cumulative impacts from multiple contamination sources, and persistent threats from abandoned industrial sites. Constructing and testing new and innovative treatment technol

Substance Abuse and the Workplace. Technical Assistance Packet.

Science.gov (United States)

Join Together, Boston, MA.

According to the United States Department of Labor, 73% of drug users in 1997 were employed. Numerous studies, reports, and surveys suggest that substance abuse is having a negative effect on the workplace in terms of decreased productivity; increased accidents; absenteeism; turnover; and medical costs. However, workplace substance abuse is a…

The effects of pre-entry career maturity and support networks in workplace on newcomers' mental health.

Science.gov (United States)

Kawai, Kaoru; Yamazaki, Yoshihiko

2006-11-01

The present study examined the effects of pre-entry experiences (i.e. career maturity), as well as support networks (i.e. informational and friendship), on newcomers' mental health (i.e. depression, self-esteem, psychosomatic symptoms, and work motivation). We performed a longitudinal study of 890 men and women who first entered the workplace in 2003. Surveys were distributed at two time points: just prior to entering the workplace, and two months after entering. Results indicated that career maturity related positively to newcomers' mental health, and newcomers with high career maturity were more successful in establishing positive relationships with superiors and co-workers. Although, informational support networks positively related to work motivation, friendship networks did not show any direct effects on mental health. These results underscore the crucial roles of career maturity and informational networks in facilitating the transition to the workplace. The results also provide empirical support for an expanded view of the importance of pre-entry experiences to workplace newcomers' mental health.

Engineering Technical Support Center Annual Report Fiscal Year 2015

Science.gov (United States)

The United States Environmental Protection Agency (EPA or Agency) Office of Research and Development (ORD) created the Engineering Technical Support Center (ETSC) in 1987, one of several technical support centers created as part of the Technical Support Project (TSP). ETSC provid...

Effects of early support intervention on workplace ergonomics--a two-year followup study.

Science.gov (United States)

Turja, Johanna; Kaleva, Simo; Kivistö, Marketta; Seitsamo, Jorma

2012-01-01

The purpose of the controlled longitudinal study was to determine the effect of a tailored early support intervention method on workers' workplace ergonomics. The main areas of the early support intervention were training, guidance and support for supervisors in finding weak signals of impaired ergonomics. Supervisors were also trained to bring up these weak signals in discussion with employees and to make necessary changes at the workplace. The data consisted of 301 intervention subjects and 235 control subjects working in the field of commerce. The questionnaires were carried out in 2008 and in 2010, and the response rates among both groups were 45%. We used multivariate repeated measures analysis of variance (MANOVA) to test the difference in the groups at two points of time. The main result was that in the areas of work environment, the interaction between group and time was statistically significant (p=0.0004). The work environment improved in the intervention group, but deteriorated in the control. Working methods improved due to the interventions, but physical load factors increased over time in both groups. According to the study, tailored early support intervention has a generally beneficial impact on workers' workplace ergonomics in the areas of work methods, work environment and accident factors.

Nuclear Power Plant Temelin Technical Support Centre

International Nuclear Information System (INIS)

Krizek, K.

2000-01-01

The erection of the Technical Support Centre for the Nuclear Power Plant Temelin has been a relatively sophisticated and costly issue. It was by proper use of the existing systems, as e.g. I and C, ISE and other systems, that a robust system has been created that is able to meet any requirements laid on the performance of the Technical Support Centre. The decision of the utility CEZ, a.s. that made it possible to establish the Technical Support Centre at the Nuclear Power Plant Temelin has been a right step which shows the level of safety culture within the utility. (author)

Workplace Climate and Peer Support as Determinants of Training Transfer

Science.gov (United States)

Martin, Harry J.

2010-01-01

Although billions of dollars are spent annually on training and development, much about the transfer processes is not well understood. This study investigated the interaction of workplace climate and peer support on the transfer of learning in a corporate field setting. Supervisor ratings of performance on several skill dimensions were obtained…

ICT in supporting Nuclear Malaysia as National Technical Support Organization

International Nuclear Information System (INIS)

Saaidi Ismail; Siti Nurbahyah Hamdan; Mohd Fauzi Haris

2011-01-01

Information and communication technology (ICT) services are basic requirements in any organization during this information age. ICT is proven as a powerful enabler in organization due to its unique characteristics that improve communication, collaboration, and the exchange of information to strengthen and create new economic and social networks. As Malaysian Nuclear Agency is moving towards Technical Support Organization (TSO), the importance of ICT cannot simply be ignored. Being a TSO for national Nuclear Power Plant (NPP), Nuclear Malaysia is responsible for providing the technical and scientific basis for decisions and activities regarding nuclear technology and radiation safety. As a TSO, Nuclear Malaysia should utilize and collaborate data and information available from it activities and programs and use it to expedite the implementation of national NPP. Technical support also responsible to contribute an excellent operation by providing technical inputs and support for optimizing NPP component (such as plant procedures, operation and maintenance, technical assistance, training etc). These tasks can be performed more effectively and efficiently with the help of appropriate ICT services and solution. Therefore, the deployment and implementation of appropriate ICT requirement shall be made to fulfill agency needs. As initial step, existing ICT facilities should be reassessed. This is because the capacity of existing ICT services is very limited in terms of manpower, infrastructure, and applications. This paper however, will briefly discuss only to the requirement gap on existing ICT manpower and infrastructure with the requirement needed for TSO. The facts then will be used to improve ICT manpower and infrastructure in Nuclear Malaysia to provide reliable and high availability of technical support for national NPP. (author)

Female Project Managers' Workplace Problems: a Survey

Science.gov (United States)

Duong, Thuong Thi; Skitmore, Martin

This article examines the extent to which challenges in the workplace may cause female project managers to be in a significantly small minority. A survey of members of the Australian Institute of Project Management in Queensland is described. This compares the experiences and observations of both men and women on various issues related to technical and gender aspects in project management workplaces. The results show that although female project managers experience many problems, male project managers also experience most of the same problems. Likewise, there are also few differences between more and less experience, the level of management, and types of industries. The differences that do occur involve discrimination against women in general, differences in project management styles, and support from other project managers.

Mobile technology supporting trainee doctors' workplace learning and patient care: an evaluation.

Science.gov (United States)

Hardyman, Wendy; Bullock, Alison; Brown, Alice; Carter-Ingram, Sophie; Stacey, Mark

2013-01-21

The amount of information needed by doctors has exploded. The nature of knowledge (explicit and tacit) and processes of knowledge acquisition and participation are complex. Aiming to assist workplace learning, Wales Deanery funded "iDoc", a project offering trainee doctors a Smartphone library of medical textbooks. Data on trainee doctors' (Foundation Year 2) workplace information seeking practice was collected by questionnaire in 2011 (n = 260). iDoc baseline questionnaires (n = 193) collected data on Smartphone usage alongside other workplace information sources. Case reports (n = 117) detail specific instances of Smartphone use. Most frequently (daily) used information sources in the workplace: senior medical staff (80% F2 survey; 79% iDoc baseline); peers (70%; 58%); and other medical/nursing team staff (53% both datasets). Smartphones were used more frequently by males (p mobile technology used for simple (information-based), complex (problem-based) clinical questions and clinical procedures (skills-based scenarios). From thematic analysis, the Smartphone library assisted: teaching and learning from observation; transition from medical student to new doctor; trainee doctors' discussions with seniors; independent practice; patient care; and this 'just-in-time' access to reliable information supported confident and efficient decision-making. A variety of information sources are used regularly in the workplace. Colleagues are used daily but seniors are not always available. During transitions, constant access to the electronic library was valued. It helped prepare trainee doctors for discussions with their seniors, assisting the interchange between explicit and tacit knowledge.By supporting accurate prescribing and treatment planning, the electronic library contributed to enhanced patient care. Trainees were more rapidly able to medicate patients to reduce pain and more quickly call for specific assessments. However, clinical decision-making often requires

Social support and the working hours of employed mothers in Europe: The relevance of the state, the workplace, and the family.

Science.gov (United States)

Abendroth, Anja-Kristin; van der Lippe, Tanja; Maas, Ineke

2012-05-01

This paper studies the influence of state, workplace, and family support on the working hours of employed mothers and how these different support sources interact. Data taken from the European Social Survey 2004/2005 as well as country-specific information were used to estimate several hierarchical models. We find evidence that the availability of supportive workplace arrangements and family support positively impact the working hours of employed mothers and that state policies facilitating the traditional family have a negative effect. There is weak support for a positive relationship between state policies facilitating the dual-earner family and working hours of employed mothers. In addition, most of the sources of support appear to be complementary. Supportive family role models and supportive workplace arrangements have a reinforcing relationship, as do publicly funded child care and supportive workplace arrangements. Copyright © 2012 Elsevier Inc. All rights reserved.

ERLN Technical Support for Labs

Science.gov (United States)

The Environmental Response Laboratory Network provides policies and guidance on lab and data requirements, Standardized Analytical Methods, and technical support for water and radiological sampling and analysis

Technical and Scientific Support Organizations Providing Support to Regulatory Functions. Companion CD-ROM

International Nuclear Information System (INIS)

2018-01-01

This publication introduces the general principles underlying the provision of technical and scientific support to a regulatory body and the characteristics of organizations providing such support. It describes the services provided to support regulatory functions as well as the associated activities and processes to maintain the needed level of expertise, state of the art tools and equipment. The publication is intended for use primarily by organizations that provide technical and scientific support in the field of nuclear and radiation safety. This also includes organizations that acquire such support, and regulatory bodies and governments, as they make decisions on the model of technical and scientific support to be developed at the national level, for example in the case of a country embarking on the development of a nuclear power programme. It is the first IAEA publication dedicated to the specific practices and challenges to be met by the technical and scientific support organizations. This CD-ROM includes the annexes to the printed publication of examples of TSOs and their interactions with key stakeholders.

Educational attainment, perception of workplace support and its influence on timing of childbearing for Canadian women: a cross-sectional study.

Science.gov (United States)

Metcalfe, Amy; Vekved, Monica; Tough, Suzanne C

2014-09-01

Under Canada's Employment Insurance system, parents are entitled to receive up to 50 weeks of parental leave at 55 % of salary. Despite this national policy, women with higher education are more likely to delay childbearing. This analysis aimed to assess the association between workplace support, educational attainment and the timing of first births. Women who had recently given birth to their first live-born infant and lived in Alberta, Canada, were randomly selected to participate in a telephone survey. Logistic regression was used to assess the relationship between workplace support, educational attainment and timing of first pregnancy. Among 835 women with a planned pregnancy, 26 % agreed that support or lack of support for pregnant women at their workplace affected their decision about when to begin their family. After controlling for age and income, women who had completed a post-graduate degree were three times (OR 3.39, 95 % CI 1.69-6.81) more likely to indicate that support or lack of support for pregnant women in their workplace affected their childbearing decisions. In spite of national policies, and the potential risks associated with delayed childbearing, workplace support impacts timing of pregnancy, particularly for highly educated women.

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

Science.gov (United States)

Halpern, Michael T; Taylor, Humphrey

2010-01-01

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

THE EFFECT OF WORKPLACE SPIRITUALITY DIMENSIONS ON ORGANIZATIONAL COMMITMENT WITH PERCEIVED ORGANIZATIONAL SUPPORT AS MODERATING VARIABLE

Directory of Open Access Journals (Sweden)

Diaz Haryokusumo

2015-09-01

Full Text Available The aims of this study are to test the effect of workplace spirituality dimensions (inner life, meaningful work, and condition for community on organizational commitment (affective, continuance, and normative and also to test the moderating effect of perceived organizational support. 130 questionnaires were collected from six organizations in Yogyakarta.The result of this research shows the workplace spirituality dimensions have positive effect on affective commitment. Testing of moderation effect shows perceived organizational support does not moderate the positive effect of workplace spirituality dimensions on components of organizational commitment. Based on this research, condition for community has the biggest effect on affective commitment, while inner life has biggest effect on normative and continuance commitment. Implication for management theory and practice are discussed.

Staging the workplace design process: The role of ergonomists

DEFF Research Database (Denmark)

Broberg, Ole

2005-01-01

The work practice of ergonomists in workplace-making processes was studied by a socio-technical framework. This resulted in the term 'political reflective navigator' as a conceptualization of the identified work practice and competencies. In order to strengthen the impact of ergonomists it was fo......The work practice of ergonomists in workplace-making processes was studied by a socio-technical framework. This resulted in the term 'political reflective navigator' as a conceptualization of the identified work practice and competencies. In order to strengthen the impact of ergonomists...... it was found that new ways and tools for influencing the workplace-making process are needed. The concept of 'staging the workplace design' is suggested as a new framework for seeing and guiding ergonomists when taking part in design of workplaces....

Availability and Use of Workplace Supports for Health Promotion Among Employees of Small and Large Businesses.

Science.gov (United States)

Dale, Ann Marie; Enke, Chris; Buckner-Petty, Skye; Hipp, James Aaron; Marx, Christine; Strickland, Jaime; Evanoff, Bradley

2018-01-01

To explore the availability and utilization of workplace health supports by employees of small and large-sized employers. Cross-sectional, telephone-based interviews collected on 16 workplace health supports for physical activity and diet. Participants selected by random-digit-dialing from 4 metropolitan areas of Missouri employees from 2012 to 2013. Two thousand fifteen working adults. We explored the availability and use of supports by employer size (employees vs ≥100 employees), accounting for industry and personal factors. We examined distributions and Poisson regression models of availability for supports by employer size and by industry and use of supports by employer size and personal factors. One-fifth of the 1796 employees were employed by small-sized employers. Large employers offered more supports than small (mean: 6 vs 3), but a higher proportion of employees of small-sized employers used supports when available (59% vs 47%). The differences in offered supports between industries were not due to size alone. In regard to the determinants of participation, the personal factors of gender, age, weight, and income were associated with participation in 10 of the supports. Employer size was also associated with participation in 10 supports. No associations were found between personal factors or workplace size and participation for 3 supports. A higher proportion of employees working for smaller businesses use available supports than employees of larger businesses. Supports offered by employers should target the needs and interests of the workforce, particularly for the higher risk low-income employees.

USACE AIS Transmit Technical Support Summary Report

Science.gov (United States)

2014-09-01

the TAG block for the correct transmitters, and then send to the USACE AIS network. B. Outbound openings in the USCG firewall for the USCG Message...USACE AIS Transmit Technical Support Summary Report Distribution Statement A: Approved for public release; distribution is unlimited...September 2014 Report No. CD-D-09-15 USACE AIS Transmit Technical Support Summary Report ii UNCLAS//Public | CG-926 RDC | I. Gonin et al. Public

Mobile technology supporting trainee doctors’ workplace learning and patient care: an evaluation

Directory of Open Access Journals (Sweden)

Hardyman Wendy

2013-01-01

Full Text Available Abstract Background The amount of information needed by doctors has exploded. The nature of knowledge (explicit and tacit and processes of knowledge acquisition and participation are complex. Aiming to assist workplace learning, Wales Deanery funded “iDoc”, a project offering trainee doctors a Smartphone library of medical textbooks. Methods Data on trainee doctors’ (Foundation Year 2 workplace information seeking practice was collected by questionnaire in 2011 (n = 260. iDoc baseline questionnaires (n = 193 collected data on Smartphone usage alongside other workplace information sources. Case reports (n = 117 detail specific instances of Smartphone use. Results Most frequently (daily used information sources in the workplace: senior medical staff (80% F2 survey; 79% iDoc baseline; peers (70%; 58%; and other medical/nursing team staff (53% both datasets. Smartphones were used more frequently by males (p  Preferred information source varied by question type: hard copy texts for information-based questions; varied resources for skills queries; and seniors for more complex problems. Case reports showed mobile technology used for simple (information-based, complex (problem-based clinical questions and clinical procedures (skills-based scenarios. From thematic analysis, the Smartphone library assisted: teaching and learning from observation; transition from medical student to new doctor; trainee doctors’ discussions with seniors; independent practice; patient care; and this ‘just-in-time’ access to reliable information supported confident and efficient decision-making. Conclusion A variety of information sources are used regularly in the workplace. Colleagues are used daily but seniors are not always available. During transitions, constant access to the electronic library was valued. It helped prepare trainee doctors for discussions with their seniors, assisting the interchange between explicit and tacit knowledge. By

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.

Towards Mobile Learning Support for the Transition from School to the Workplace

NARCIS (Netherlands)

Glahn, Christian; Specht, Marcus; Wishart, Jocelyn

2011-01-01

Glahn, C., Specht, M., & Wishart J. (2010). Towards Mobile Learning Support for the Transition from School to the Workplace. Paper presented at the MATEL Workshop in conjunction with the 5th European Conference on Technology Enhanced Learning (EC-TEL 2010): Sustaining TEL: From Innovation to

A longitudinal study of the effects of dual-earner couples' utilization of family-friendly workplace supports on work and family outcomes.

Science.gov (United States)

Hammer, Leslie B; Neal, Margaret B; Newsom, Jason T; Brockwood, Krista J; Colton, Cari L

2005-07-01

Little research exists on the effects of the utilization of workplace supports on work-family conflict and job satisfaction. With family systems theory as a framework, 2 waves of national survey data were collected from 234 couples (N = 468) caring for children and for aging parents. Data were analyzed with structural equation modeling techniques. Longitudinal results indicate that individuals' use of workplace supports was related to work-family conflict in the direction opposite to expectations and was related to job satisfaction in the direction consistent with expectations. Differential effects for wives versus husbands were found. In addition, couples' use of workplace supports was only minimally related to wives' outcomes. Results are discussed in terms of gender differences, family systems theory, and methodological and measurement issues related to the longitudinal study of utilization of workplace supports. Copyright 2005 APA, all rights reserved.

Workplace levels of psychosocial factors as prospective predictors of registered sickness absence

DEFF Research Database (Denmark)

Christensen, Karl Bang; Nielsen, Martin L; Rugulies, Reiner

2005-01-01

OBJECTIVE: We sought to investigate whether workplace levels of psychosocial work environment factors predict individual sickness absence. METHODS: Data were collected in a prospective study in 52 Danish workplaces in three organizations: municipal care, technical services, and a pharmaceutical...... company. Psychosocial factors were aggregated as workplace means. We used multilevel Poisson regression models with psychosocial factors as predictors and individual level sickness absence from absence registries as outcome. RESULTS: High workplace levels of decision authority predicted low sickness...... absence in the technical services (rate ratio = 0.66, 95% confidence interval = 0.51-0.86) and high workplace levels of skill discretion predicted low sickness absence in the pharmaceutical company (rate ratio = 0.74, 95% confidence interval = 0.62-0.88) after control for relevant confounders. Workplaces...

Talent Development Environment and Workplace Adaptation: The Mediating Effects of Organisational Support

Science.gov (United States)

Kunasegaran, Mageswari; Ismail, Maimunah; Rasdi, Roziah Mohd; Ismail, Ismi Arif; Ramayah, T.

2016-01-01

Purpose: This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the workplace adaptation (WA) of Malaysian professional returnees as mediated by the organisational support. Design/methodology/approach: A total of 130 respondents who are Malaysian professional…

Workplace Support, Discrimination, and Person-Organization Fit: Tests of the Theory of Work Adjustment with LGB Individuals

Science.gov (United States)

Velez, Brandon L.; Moradi, Bonnie

2012-01-01

The present study explored the links of 2 workplace contextual variables--perceptions of workplace heterosexist discrimination and lesbian, gay, and bisexual (LGB)-supportive climates--with job satisfaction and turnover intentions in a sample of LGB employees. An extension of the theory of work adjustment (TWA) was used as the conceptual framework…

Aversive workplace conditions and absenteeism: taking referent group norms and supervisor support into account.

Science.gov (United States)

Biron, Michal; Bamberger, Peter

2012-07-01

Past research reveals inconsistent findings regarding the association between aversive workplace conditions and absenteeism, suggesting that other, contextual factors may play a role in this association. Extending contemporary models of absence, we draw from the social identity theory of attitude-behavior relations to examine how peer absence-related norms and leader support combine to explain the effect of aversive workplace conditions on absenteeism. Using a prospective design and a random sample of transit workers, we obtained results indicating that perceived job hazards and exposure to critical incidents are positively related to subsequent absenteeism, but only under conditions of more permissive peer absence norms. Moreover, this positive impact of peer norms on absenteeism is amplified among employees perceiving their supervisor to be less supportive and is attenuated to the point of nonsignificance among those viewing their supervisor as more supportive. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

The technical support organization at BNL is twenty years old

International Nuclear Information System (INIS)

Indusi, J.P.

1988-01-01

The Technical Support Organization was established by the Atomic Energy Commission in January 1968 at Brookhaven National Laboratory (BNL). The original idea came from a small group of scientists at BNL. The group included Willy Higinbotham, Herb Kouts, Frank Miles, Richard Dodson, and Gerhardt Friedlander. The AEC endorsed the idea of a technical support group to provide technical assistance to AEC's Office of Safeguards and Materials Management and they sent requests for expressions of interest throughout the complex. For a number of reasons, to be discussed in the paper, the Technical Support Organization was established at BNL. An early project was the Conceptual Design for Safeguarding Nuclear Material which formed the first logical and systematic description of the integration of several elements into a safeguards system for protecting nuclear materials. Many other projects were undertaken over the years. TSO today provides technical assistance to the DOE Office of Safeguards and Secuirty, the Office of Classification and Technology Policy, and the Office of Security Evaluations. Technical support to the IAEA is provided under the Program of Technical Assistance to Agency Safeguards (POTAS). Recently, TSO began a program of technical assistance to the Air Force Weapons Laboratory in the area of nuclear systems security

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB).

Science.gov (United States)

Yragui, Nanette L; Demsky, Caitlin A; Hammer, Leslie B; Van Dyck, Sarah; Neradilek, Moni B

2017-04-01

The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Psychiatric care providers' perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker- initiated psychological aggression and employee outcomes.

Workplace Rehabilitation and Supportive Conditions at Work: A Prospective Study

OpenAIRE

Ahlstrom, Linda; Hagberg, Mats; Dellve, Lotta

2012-01-01

Purpose To investigate the impact of rehabilitation measures on work ability and return to work (RTW), specifically the association between workplace rehabilitation/supportive conditions at work and work ability and RTW over time, among women on long-term sick leave. Methods Questionnaire data were collected (baseline, 6 and 12?months) from a cohort of women (n?=?324). Linear mixed models were used for longitudinal analysis of the repeated measurements of work ability index (WAI), work abilit...

A lottery incentive system to facilitate dialogue and social support for workplace HIV counselling and testing: a qualitative inquiry.

Science.gov (United States)

Weihs, Martin; Meyer-Weitz, Anna

2014-01-01

Despite South African mid-sized companies' efforts to offer HIV counselling and testing (HCT) in the workplace, companies report relatively poor uptake rates. An urgent need for a range of different interventions aimed at increasing participation in workplace HCT has been identified. The aim of this study was to explore qualitatively the influence of a lottery incentive system (LIS) as an intervention to influence shop-floor workers' workplace HIV testing behaviour. A qualitative study was conducted among 17 shop-floor workers via convenience sampling in two mid-sized South African automotive manufacturing companies in which an LIS for HCT was implemented. The in-depth interviews employed a semi-structured interview schedule and thematic analysis was used to analyse the data. The interviews revealed that the LIS created excitement in the companies and renewed employees' personal interest in HCT. The excitement facilitated social interactions that resulted in a strong group cohesion pertaining to HCT that mitigated the burden of HIV stigma in the workplace. Open discussions allowed for the development of supportive social group pressure to seek HCT as a collective in anticipation of a reward. Lotteries were perceived as a supportive and innovative company approach to workplace HCT. The study identified important aspects for consideration by companies when using an LIS to enhance workplace HIV testing. The significance of inter- and intra-player dialogue in activating supportive social norms for HIV testing in collectivist African contexts was highlighted.

Culture and Workplace Communications: A Comparison of the Technical Communications Practices of Japanese and U.S. Aerospace Engineers and Scientists

Science.gov (United States)

Pinelli, Thomas E. (Editor); Sato, Yuko (Editor); Barclay, Rebecca O. (Editor); Kennedy, John M. (Editor)

1997-01-01

The advent of global markets elevates the role and importance of culture as a mitigating factor in the diffusion of knowledge and technology and in product and process innovation. This is especially true in the large commercial aircraft (LCA) sector where the production and market aspects are becoming increasingly international. As firms expand beyond their national borders, using such methods as risk-sharing partnerships, joint ventures, outsourcing, and alliances, they have to contend with national and corporate cultures. Our focus is on Japan, a program participant in the production of the Boeing Company's 777. The aspects of Japanese culture and workplace communications will be examined: (1) the influence of Japanese culture on the diffusion of knowledge and technology in aerospace at the national and international levels; (2) those cultural determinants-the propensity to work together, a willingness to subsume individual interests to a greater good, and an emphasis on consensual decision making-that have a direct bearing on the ability of Japanese firms to form alliances and compete in international markets; (3) and those cultural determinants thought to influence the information-seeking behaviors and workplace communication practices of Japanese aerospace engineers and scientists. In this article, we report selective results from a survey of Japanese and U.S. aerospace engineers and scientists that focused on workplace communications. Data are presented for the following topics: importance of and time spent communicating information, collaborative writing, need for an undergraduate course in technical communication, use of libraries, use and importance of electronic (computer) networks, and the use and importance of foreign and domestically produced technical reports.

Technical support for universal health coverage pilots in Karnataka ...

International Development Research Centre (IDRC) Digital Library (Canada)

Technical support for universal health coverage pilots in Karnataka and Kerala. This project will provide evidence-based support to implement universal health coverage (UHC) pilot activities in two Indian states: Kerala and Karnataka. The project team will provide technical assistance to these early adopter states to assist ...

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

Science.gov (United States)

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

2017-07-01

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

Longitudinal Mediation Modeling of Unhealthy Behaviors as Mediators between Workplace Demands/Support and Depressive Symptoms

Science.gov (United States)

Magnusson Hanson, Linda L.; Peristera, Paraskevi; Chungkham, Holendro Singh; Westerlund, Hugo

2016-01-01

Lifestyle has been regarded as a key pathway through which adverse psychosocial working characteristics can give rise to long-term health problems. The purpose of this study was to estimate the indirect/mediated effect of health behaviors in the longitudinal work characteristics-depression relationship. The analyses were based on the Swedish Longitudinal Occupational Survey of Health, including 3706 working participants with repeat survey measures on four occasions (2008, 2010, 2012 and 2014). Psychosocial work characteristics including demands and social support were analyzed in relation to depressive symptoms. Autoregressive longitudinal mediation models using structural equation modeling were used to estimate the intermediate effects of unhealthy behaviors including current smoking, excessive alcohol consumption, unhealthy diet and physical inactivity. Both workplace demands and social support were related to later depressive symptoms. In bivariate models we found no significant paths from workplace demands to health behaviors, but two out of three significant time-specific paths from workplace support to excessive drinking and from excessive drinking to depressive symptoms. Social support was also associated with subsequent unhealthy diet, and one path from unhealthy diet to depressive symptoms was found. However, despite indications of certain longitudinal relationships between psychosocial working conditions and health behaviors as well as between health behaviors and depressive symptoms, no significant intermediate effects were found (p>0.05). We conclude that changes in unhealthy behaviors over a period of two years are unlikely to act as strong intermediaries in the longitudinal relationship between job demands and depressive symptoms and between social support and depressive symptoms. PMID:28036376

Longitudinal Mediation Modeling of Unhealthy Behaviors as Mediators between Workplace Demands/Support and Depressive Symptoms.

Science.gov (United States)

Magnusson Hanson, Linda L; Peristera, Paraskevi; Chungkham, Holendro Singh; Westerlund, Hugo

2016-01-01

Lifestyle has been regarded as a key pathway through which adverse psychosocial working characteristics can give rise to long-term health problems. The purpose of this study was to estimate the indirect/mediated effect of health behaviors in the longitudinal work characteristics-depression relationship. The analyses were based on the Swedish Longitudinal Occupational Survey of Health, including 3706 working participants with repeat survey measures on four occasions (2008, 2010, 2012 and 2014). Psychosocial work characteristics including demands and social support were analyzed in relation to depressive symptoms. Autoregressive longitudinal mediation models using structural equation modeling were used to estimate the intermediate effects of unhealthy behaviors including current smoking, excessive alcohol consumption, unhealthy diet and physical inactivity. Both workplace demands and social support were related to later depressive symptoms. In bivariate models we found no significant paths from workplace demands to health behaviors, but two out of three significant time-specific paths from workplace support to excessive drinking and from excessive drinking to depressive symptoms. Social support was also associated with subsequent unhealthy diet, and one path from unhealthy diet to depressive symptoms was found. However, despite indications of certain longitudinal relationships between psychosocial working conditions and health behaviors as well as between health behaviors and depressive symptoms, no significant intermediate effects were found (p>0.05). We conclude that changes in unhealthy behaviors over a period of two years are unlikely to act as strong intermediaries in the longitudinal relationship between job demands and depressive symptoms and between social support and depressive symptoms.

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.

Anxiety and Depression Mediate the Relationship Between Perceived Workplace Health Support and Presenteeism: A Cross-sectional Analysis.

Science.gov (United States)

Laing, Sharon S; Jones, Salene M W

2016-11-01

This study investigates the mediation effect of anxiety and depression on the relationship between perceived health-promoting workplace culture and presenteeism. Paper surveys were distributed to 4703 state employees. Variables included symptoms of depression (Patient Health Questionnaire-2 [PHQ-2]); anxiety (General Health Questionnaire-12 [GHQ-12]); perceived workplace support for healthy living and physical activity; and presenteeism (Work Productivity and Activity Impairment Questionnaire). Correlational analyses assessed relationships among culture, mental health, and productivity. Indirect effects of workplace culture on productivity, mediated by anxiety and depression symptoms were significant (P's = 0.002). Healthy living culture and anxiety were significantly associated (r = -0.110, P health promotive workplace culture on employee productivity. The paper highlights importance of health promotive practices targeting employee mental well-being.

Technical Support and Transfer of Geothrmal Technical Knowledge and Information

Energy Technology Data Exchange (ETDEWEB)

John W. Lund; Toni" Boyd

2007-11-14

The Geo-Heat Center (GHC) staff provided responses to 1442 technical support requests during the contract period (April 1, 2006 to September 30, 2007), which were six quarters under this contract. Our website, consisting of 1900 files, also contributes to our technical assistance activity. Downloaded files were 1,889,323 (3,448 per day) from our website, the total number of users was 1,365,258 (2,491 per day), and the total number of hits were 6,008,500 (10,064 per day). The GHC staff attended 60 workshops, short course and professional meeting and made 29 technical presentations. The staff also prepared and mailed out 2,000 copies of each of five issues of the GHC Quaterly Bulletin which contained 26 articles. We also mailed out approximately 5,000 papers and publications to interested individuals and organizations.

Logistic management materials-technical support railway enterprises

OpenAIRE

Dykan, V.; Borozenetc, T.

2014-01-01

The essence of logistics management. Determine the feasibility of applying the principles of logistics management in organizing the logistics of railway transport. Discussed measures to develop suppliers in the implementation of logistics management logistics. Identified the need to develop and implement regulatory and methodical system to improve materials-technical support through the introduction of modern logistics principles. Applied systemic campaign to organize the materials-technical ...

WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

OpenAIRE

KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also k...

Interest of workplace support for returning to work after a traumatic brain injury: a retrospective study.

Science.gov (United States)

Bonneterre, V; Pérennou, D; Trovatello, V; Mignot, N; Segal, P; Balducci, F; Laloua, F; de Gaudemaris, R

2013-12-01

To analyse usefulness of the SPASE programme, a coordinated facility programme to assist traumatic brain injury (TBI) persons in returning to work and retaining their job in the ordinary work environment. A retrospective study including 100 subjects aged over 18 who had suffered traumatic brain injury (GOS 1 or 2). The criterion for return to work (RTW) success was the ability to return to the job he/she had before the accident or to a new professional activity. Factors associated with RTW success were at short-term (2-3 years): the presence of significant workplace support OR=15.1 [3.7-61.7], the presence of physical disabilities OR=0.32 [0.12-0.87] or serious traumatic brain injury OR=0.22 [0.07-0.66]. At medium-term (over 3 years) these factors were: significant workplace support OR=3.9 [1.3-11.3] and presence of mental illness OR=0.15 [0.03-0.7]. This study suggests that a case coordination vocational programme may facilitate the return and maintain to work of TBI persons. It reveals that the workplace support is a key factor for job retention in the medium-term. Copyright © 2013 Elsevier Masson SAS. All rights reserved.

Development, content validity, and piloting of an instrument designed to measure managers' attitude toward workplace breastfeeding support.

Science.gov (United States)

Chow, Tan; Wolfe, Edward W; Olson, Beth H

2012-07-01

Manager attitude is influential in female employees' perceptions of workplace breastfeeding support. Currently, no instrument is available to assess manager attitude toward supporting women who wish to combine breastfeeding with work. We developed and piloted an instrument to measure manager attitudes toward workplace breastfeeding support entitled the "Managers' Attitude Toward Breastfeeding Support Questionnaire," an instrument that measures four constructs using 60 items that are rated agree/disagree on a 4-point Likert rating scale. We established the content validity of the Managers' Attitude Toward Breastfeeding Support Questionnaire measures through expert content review (n=22), expert assessment of item fit (n=11), and cognitive interviews (n=8). Data were collected from a purposive sample of 185 front-line managers who had experience supervising female employees, and responses were scaled using the Multidimensional Random Coefficients Multinomial Logit Model. Dimensionality analyses supported the proposed four-construct model. Reliability ranged from 0.75 to 0.86, and correlations between the constructs were moderately strong (0.47 to 0.71). Four items in two constructs exhibited model-to-data misfit and/or a low score-measure correlation. One item was revised and the other three items were retained in the Managers' Attitude Toward Breastfeeding Support Questionnaire. Findings of this study suggest that the Managers' Attitude Toward Breastfeeding Support Questionnaire measures are reliable and valid indicators of manager attitude toward workplace breastfeeding support, and future research should be conducted to establish external validity. The Managers' Attitude Toward Breastfeeding Support Questionnaire could be used to collect data in a standardized manner within and across companies to measure and compare manager attitudes toward supporting breastfeeding. Organizations can subsequently develop targeted strategies to improve support for breastfeeding

Supporting statistics in the workplace: experiences with two hospitals

Directory of Open Access Journals (Sweden)

M. Y. Mortlock

2003-01-01

Full Text Available This paper provides some reflections on the promotion of lifelong learning in statistics in the workplace. The initiative from which the reflections are drawn is a collaboration between a university and two public hospitals, of which one of the stated aims is to develop statistical skills among the hospitals' researchers. This is realized in the provision of ‘biostatistical clinics’ in which workplace teaching and learning of statistics takes place in one-on-one or small group situations. The central issue that is identified is the need to accommodate diversity: in backgrounds, motivations and learning needs of workplace learners (in this case medical researchers, in the workplace environments themselves and in the projects encountered. Operational issues for the statistician in providing such training are addressed. These considerations may reflect the experiences of the wider community of statisticians involved in service provision within a larger organization.

Development of an instrument designed to measure employees' perceptions of workplace breastfeeding support.

Science.gov (United States)

Greene, Sally W; Olson, Beth H

2008-09-01

Breastfeeding rates remain low in the United States, especially among working women. Unfortunately, no quantitative instrument exists to facilitate the examination of why women who return to work discontinue breastfeeding sooner than the general population. The objective of this study was to develop an instrument to measure female employees' perceptions of breastfeeding support in the workplace, which would be suitable for piloting with the target population. Examination of the literature, reviews with experts, and one-on-one interviews with women who had experience combining breastfeeding and work were used to create the instrument subscales and items. Examination of the literature was used to develop four subscales: company policies/work culture, manager support, co-worker support, and workflow. Expert review resulted in the addition of a fifth subscale, the physical environment of the breastfeeding space. One-on-one interviews were used to ensure that the item wording was appropriate for the target population. Eighteen items were added, and 15 were reworded based on comments from the expert review and from the interviews. The resulting survey contained 54 items that required either categorical yes/no or Likert scale responses. Results from this process indicate the survey subscales and items adequately reflect women's perceptions of breastfeeding support in the workplace and the instrument is appropriate for piloting with new mother employees.

Health, supervisory support, and workplace culture in relation to work-family conflict and synergy.

Science.gov (United States)

Beutell, Nicholas J

2010-08-01

This research examined health, supervisory support, and workplace culture as predictors of work interfering with family, family interfering with work, and work-family synergy. The analysis of data from 2,796 respondents from the 2002 National Study of the Changing Workforce yielded significant relations among measures of mental health, self-rated health, supervisory support, and work-family culture with a focus on career concerns. Support was found for a measure of work-family synergy. Implications and directions for research are discussed.

Needs, requirements and challenges for technical support to nuclear safety authority

International Nuclear Information System (INIS)

Madonna, A.; Orsini, G.

2010-01-01

To face the very broad range of technical matters on which the regulatory and licensing activity are based, and related research and development activity, the Nuclear Safety Authorities (NSA) may need to rely upon external technical and scientific support. In providing technical support to NSA, the experience shows, from one side, the importance to have technical support organizations (TSO) with recognized competence, independence and appropriate regulatory view, and from the other side, the importance to have within the NSAs well developed management and technical capability to address, coordinate and use the results of the external technical support. Retaining the NSA the full responsibility for the final decision. Under which conditions and modus operandi the external support shall be provided in order to comply with requirements of being independent, competent and timely provided, fulfilling the administrative procedures, is the subject of attention and consideration of TSO function today. The Italian regulatory body is currently going to be institutionally re-established according to new law approved in 2009 /1/ and it needs to be resourced and fully organized with necessary capacities in the nearest future. The perspective of a new nuclear program, recently launched by the government, with significant incoming tasks for regulation and licensing, against the existing limited resources, let foresee a substantial potential need for technical support and advice. ITER-Consult (Ltd), created in 2003 in Italy, has well developed capabilities to provide independent technical evaluation and support to NSAs, to maintain safety culture and updated knowledge, to transfer know how and to establish international cooperation and networking. This mission is guided assuming as values the independence, the professional competence, the transparency, the credibility and the establishment of respectful relationship with the partners. Challenges exist for funding and operational

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

Science.gov (United States)

Remtulla, Karim A.

2010-01-01

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

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.

Workplace stress, burnout and coping: a qualitative study of the experiences of Australian disability support workers.

Science.gov (United States)

Judd, Megan J; Dorozenko, Kate P; Breen, Lauren J

2017-05-01

Disability support workers (DSWs) are the backbone of contemporary disability support services and the interface through which disability philosophies and policies are translated into practical action. DSWs often experience workplace stress and burnout, resulting in a high turnover rate of employees within the non-professional disability service workforce. The full implementation of the National Disability Insurance Scheme in Australia is set to intensify the current challenges of attracting and retaining DSWs, as the role becomes characterised by greater demands, ambiguity and conflict. The aim of this study was to explore DSWs' perceptions of enjoyable and challenging aspects of disability support work, sources of stress and burnout and the strategies they use to cope when these issues arise. Twelve DSWs workers providing support for adults living with intellectual and physical disabilities were interviewed. Thematic analysis revealed a superordinate theme of 'Balance' comprising three sub-themes: 'Balancing Negatives and Positives', 'Periods of Imbalance', and 'Strategies to Reclaim Balance'. Participants spoke of the rewarding and uplifting times in their job such as watching a client learn new skills and being shown appreciation. These moments were contrasted by emotionally and physically draining aspects of their work, including challenging client behaviour, earning a low income, and having limited power to make decisions. Participants described periods of imbalance, wherein the negatives of their job outweighed the positives, resulting in stress and sometimes burnout. Participants often had to actively seek support and tended to rely on their own strategies to manage stress. Findings suggest that organisational support together with workplace interventions that support DSWs to perceive the positive aspects of their work, such as acceptance and mindfulness-based approaches, may help to limit experiences of stress and burnout. The further development and

Technical support organization of national regulators: Challenges and strategy

International Nuclear Information System (INIS)

Mallick, S.A.; Maqbul, N.; Kanwal, S.; Hashmi, J.A.

2007-01-01

Design, construction and operation of nuclear power plants has always been a complex activity and so is regulating the nuclear power plants. The rapid innovation in design of nuclear power plants with substantial increase in design life from 40 years to 60 years is now considered a norm. The public acceptability of nuclear as a clean source of energy is also on the increase but with this increase is also the demand for more safety against accidental release of radioactivity. It is therefore essential that high standards of nuclear and radiation safety should be maintained and applied all over the world. However the increase acceptability will also lead to a rapid growth in nuclear energy generation capacity both in terms of construction of new nuclear power plants as well as life extension of older nuclear power plants. This will result in an unprecedented pressure on the national regulators during the licensing process. Nuclear and radiation safety are based on technical, administrative and organizational provisions. There is, therefore, a need to separate the technical review and assessment work from the main licensing process by delegating this responsibility to the technical support organizations so that regulatory decision making is not driven by the time constraints imposed by the licensing process. The paper examines the role technical support organization can play to enhance quality of technical review and thereby the effectiveness of national regulators. For the national regulators that belong to countries that import nuclear power plants and may lack an advanced industrial infrastructure at par with other exporting countries, the establishment of technical support organization within a regulatory body or as a separate organization is gaining increased importance. Pakistan Nuclear Regulatory Authority (PNRA) has realized this importance and proposed the Government of Pakistan for allocation of Rs. 480.00 million ($ 8 million) for the establishment of

Patterns of workplace supervisor support desired by abused women.

Science.gov (United States)

Perrin, Nancy A; Yragui, Nanette L; Hanson, Ginger C; Glass, Nancy

2011-07-01

The purpose of this study was to understand differences in patterns of supervisor support desired by female victims of intimate partner violence (IPV) and to examine whether the pattern of support desired at work is reflective of a woman's stage of change in the abusive relationship, IPV-related work interference, and IPV-related job reprimands or job loss. We conducted interviews in Spanish or English with adult women working in low-income jobs who had been physically or sexually abused by an intimate partner/ ex-partner in the past year ( N = 133). Cluster analysis revealed three distinct clusters that form a hierarchy of type of support wanted: those who desired limited support; those who desired confidential, time-off, and emotional support; and those who desired support in wide variety of ways from their supervisor. The clusters appeared to reflect stages of behavior change in an abusive relationship. Specifically, the limited-support cluster may represent an early precontemplation stage, with women reporting the least interference with work. The support-in-every-way cluster may represent later stages of change, in which women are breaking away from the abusive partner and report the greatest interference with work. Women in the confidential-, time-off-, and emotional-support cluster are in a transition stage in which they are considering change and are exploring options in their abusive relationship. Understanding the hierarchy of the type of support desired, and its relationship to stages of change in the abusive relationship and work interference, may provide a strong foundation for developing appropriate and effective workplace interventions to guide supervisors in providing support to women experiencing IPV.

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

Science.gov (United States)

Marr, Beth; Hagston, Jan

2007-01-01

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

THE EFFECTS OF WORKPLACE SOCIAL SUPPORT ON WORK-FAMILY CONFLICT (CASE STUDY: RURAL WATER AND WASTEWATER COMPANY EMPLOYEES KERMANSHAH, IRAN)

OpenAIRE

Sobhani Aliasgar

2017-01-01

The main objective of the current study is to investigate the relationship between workplace social support and work-family conflict among employees who were married, living with a partner, or had at least one child or dependent living at home and worked a minimum of 20 h/week in Rural Water and Wastewater Company employees Kermanshah, Iran. The relation between workplace social support and work–family conflict (WFC) was examined using a two-dimensional measure of WFC and both global and sum...

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

Cooperation of Russian and EU technical support organizations

International Nuclear Information System (INIS)

Kuznetsov, M.V.; Kozlov, Vl.V.; Kapralov, E.Yu.

2007-01-01

Since 1992, the fruitful collaboration of the Russian and Western-European technical support organizations (TSOs) is being continued due to the support of the European Commission. There are two main areas of activities. The first one is more of methodological assistance and enhancing RF TSOs capabilities to support Rostekhnadzor decision making process. Experience and knowledge acquired in this area projects increase RF TSOs capabilities regarding a wide spectrum of safety related issues assessment, in particular safety analyses, reactor vessel embrittlement, application of 'leak before break' concept, severe accident and accident management, fire risk evaluation, etc. The second area is focused on licensing related assessments of EC financed on site assistance projects (modernisations). This area projects promote implementation in Russia a licensing process based on a technical dialogue between operator and regulator as well contributes to transfer of Western practice in assessment of NPPs modernization. The improvement of managerial, scientific and technical capabilities of RF TSO experts may be considered as noteworthy and practical result of the TSOs cooperation. The continuation of such modality of RF and EU TSOs cooperation will be a good basis to cope with present and future challenges faced by TSOs in enhancing nuclear safety. (author)

How lgbt-supportive workplace policies shape the experience of lesbian, gay men, and bisexual employees

OpenAIRE

Lloren, Anouk; Parini, Lorena

2016-01-01

Support for lesbians’, gay men’s, bisexuals’, and transgender people’s (LGBT) rights has increased over the last two decades. However, these recent trends hide existing disparities between and within countries. In particular, workplace discrimination is still a relatively widespread phenomenon. Although many countries lack legal provision protecting LGBT employees, numerous organizations have adopted LGBT-supportive policies over the last two decades. Many studies have investigated the busine...

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.

Teaching Workplace Skills to Technical Communicators

OpenAIRE

Darina M. Slattery; Yvonne Cleary

2013-01-01

peer-reviewed In this article, we introduce two programmes in technical communication (one distance, and one on-campus) offered by the University of Limerick. Both programmes have been running for several years, but are regularly reviewed to ensure that they remain relevant. We describe how these programmes correspond to industry needs, and how they develop core competencies of technical communicators. We outline two key types of assignment (writing and development), and explain their rele...

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

Science.gov (United States)

Piotrkowski, C S; Kessler-Sklar, S

1996-10-01

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

Technical Support Document for Version 3.6.1 of the COMcheck Software

Energy Technology Data Exchange (ETDEWEB)

Bartlett, Rosemarie; Connell, Linda M.; Gowri, Krishnan; Halverson, Mark A.; Lucas, Robert G.; Richman, Eric E.; Schultz, Robert W.; Winiarski, David W.

2009-09-29

This technical support document (TSD) is designed to explain the technical basis for the COMcheck software as originally developed based on the ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989). Documentation for other national model codes and standards and specific state energy codes supported in COMcheck has been added to this report as appendices. These appendices are intended to provide technical documentation for features specific to the supported codes and for any changes made for state-specific codes that differ from the standard features that support compliance with the national model codes and standards.

The Impact of Workplace Support and Identity on Training Transfer: A Case Study of Drug and Alcohol Safety Training in Australia

Science.gov (United States)

Pidd, Ken

2004-01-01

Previous research has indicated that the transfer climate of work organisations is an important factor in determining the degree to which knowledge, skills and abilities gained in training transfer to the workplace. In particular, workplace social support from supervisors and coworkers is consistently cited as an important factor that can…

The Impact of Support at the Workplace on Transfer of Training: A Study of an Indian Manufacturing Unit

Science.gov (United States)

Chauhan, Ragini; Ghosh, Piyali; Rai, Alka; Shukla, Divya

2016-01-01

This study aims to assess the individual impacts of two components of support at the workplace, namely, support from peers and supervisor, on transfer of training in a post-training environment. Mediation by motivation to transfer in the relationship of supervisor and peer support with transfer of training has also been examined. Data on 149…

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.)

TECHNICAL SUPPORT AS A BASIS OF HIGH AVAILABILITY LEVEL AND IT SYSTEM SERVICE QUALITY

Directory of Open Access Journals (Sweden)

Dejan Vidojevic

2007-06-01

Full Text Available This work presents the development and implementation methodology of technical support in IT1system operation. Methodology is developed and applied in realistic system (Information system of the Tax administration - DIS 2003, which is technically very complex and highly distributed. The results of IT system availability assessment and identification of the critical components are input parameters in the process of establishing of the technical support. The importance of technical support for achieving optimal IT system availability and IT service quality is assessed according to its operation during one year. The history of technical support system operation is a basis for further continuous improvement.

Technical support for nuclear power operations

International Nuclear Information System (INIS)

1999-04-01

This report prepared by the group of senior experts from nuclear operating organizations in Member states, addresses the problem of improving the operating performance of nuclear power plants. Safe and reliable operation is essential for strengthening the viability of nuclear power in the increasingly competitive market of electric power. Basic principles and requirements concerning technical procedures and developed practices are discussed. Report reflects the best current international practices and presents those management initiatives that go beyond the mandated regulatory compliance and could lead to enhancement od operational safety and improved plant performance. By correlating experiences and presenting collective effective practices it is meant to assist nuclear power plant managers in achieving improvement in operation through the contribution of effective technical support

RE/SPEC Inc. technical support to the Repository Technology Program

International Nuclear Information System (INIS)

Wagner, R.A.

1992-06-01

This report presents a summary of all RE/SPEC Inc. technical support activities to the Repository Technology Program (RTP) from September 1, 1988, through June 30, 1992. The RE/SPEC Inc. activities are grouped into the following categories: project management, project quality assurance (QA), performance assessment (PA), support of the Office of Civilian Radioactive Waste Management (OCRWM) through technical reviews and general assistance, participation in the Department of Energy (DOE) International Program, and code evaluation and documentation

Technical Support for the development of DCS

International Nuclear Information System (INIS)

Oh, In Seok; Lee, Cheol Kwon; Kim, Dong Hoon; Kim, Jung Taek; Hwang, In Koo; Park, Jae Chang; Lee, Dong Young; Park, Won Man

2008-05-01

The objective of this project is to provide a technical support to Woori Tech Co. in its design and manufacture process of the DCS as a part of KNICS development program to promote the technology self-reliance for non-safety equipment for NPPs(Nuclear Power Plants). We support Woori Tech Co. to develop a DCS which satisfies the requirements for Shinkori 3 and 4 NPPs in the aspects of reliability, applicability and technical competitiveness. As the results of this project the following items were developed and/or implemented; · Design basis and requirements for a DCS system · Design requirements for control communication networks · Architecture of control networks · Design requirements of EWS(Engineering Workstation) · Plan of software verification and validation · Operation display design · Soft control functions · Application development tools of DCS · Analysis and V/V activities on DCS control network protocols · Software verification and validation and documentation guidelines · User manual documents

Impact of Technical Support on Customer Satisfaction

Directory of Open Access Journals (Sweden)

Natasa Gajic

2015-10-01

Full Text Available Technical support through co-creation of value in automotive paint processes and activities is essential to the success of paint manufacturing companies. This study aimed to explore the impact of technical support on customer satisfaction through value-in-use in the automotive paint market. A quantitative questionnaire survey involving a convenience sample of 169 respondents was used for data collection. The questionnaire design bore on the SERVPERF instrument with embedded value-in-use attributes. The data were analyzed by using SPSS 21 statistical methods exploratory factor analysis (EFA and multiple regression analysis (MRA. The findings of this study revealed that the key value-in-use attributes were relationship quality (trust, knowledge required for providing help in getting maximum product benefits, sharing of knowledge, and a range of product and service offerings that satisfy customer needs. Trust had the greatest impact on customer satisfaction. The results also revealed that service quality dimension assurance exerted the greatest positive impact on customer satisfaction.

Improving technical support to IAEA safeguards

International Nuclear Information System (INIS)

Rundquist, D.

1986-01-01

Changes present new safeguards challenges and require that the entire safeguards process become more efficient. A development process has evolved at the Agency that aids in matching appropriate technology to the needs, primarily through the mechanism of voluntary Member States Support Programme, which gives IAEA access to many of the worlds finest nuclear laboratories. The function of these programs is discussed in this article with particular emphasis on the Agency's co-ordination role. Besides a description of the Member States Support Programme the problems involved (coordination and communication aspects) as well as the results achieved are indicated. The support is categorized under the following headlines: 1) Information and expertise; 2) Instrumentation, methods and techniques; 3) Training; 4) Test and calibration facilities. As mentioned in the article Member States also benefit from the Support Programme. Other means of technical support such as multi-national co-operation programmes and bilateral research agreements are mentioned

Technical Support Section annual work plan for FY 1998

Energy Technology Data Exchange (ETDEWEB)

Adkisson, B.P.; Allison, K.L.; Effler, R.P.; Hess, R.A.; Keeble, T.A.; Odom, S.M.; Smelcer, D.R.

1997-12-01

The Technical Support Section (TSS) of the Instrumentation and Controls (I and C) Division of Oak Ridge National Laboratory (ORNL) provides technical services such as fabrication, modification, installation, calibration, operation, repair, and preventive maintenance of instruments and other related equipment. Because the activities and priorities of TSS must be adapted to the technical support needs of ORNL, the TSS Annual Work Plan is derived from, and is driven directly by, current trends in the budgets and activities of each ORNL division for which TSS provides support. Trends that will affect TSS planning during this period are reductions in the staffing levels of some R and D programs because of attrition or budget cuts. TSS does not have an annual budget to cover operating expenses incurred in providing instrument maintenance support to ORNL. Each year, TSS collects information concerning the projected funding levels of programs and facilities it supports. TSS workforce and resource projections are based on the information obtained and are weighted depending on the percentage of support provided to that division or program. Each year, TSS sets the standard hourly charge rate for the following fiscal year. The Long-Range Work Plan is based on estimates of the affects of the long-range priorities and directions of the Laboratory. Proposed new facilities and programs provide additional bases for long-range planning. After identifying long-range initiatives, TSS planning includes future training requirements, reevaluation of qualifications for new hires, and identification of essential test equipment that will be needed for new work.

Approaches to technical and scientific support for the nuclear regulatory body in Belarus

International Nuclear Information System (INIS)

Lobacha, Dmitry J.; Teskeb, Hartmuth

2010-01-01

Approaches to technical and scientific support for the State NPP Program in Belarus are described and compared with the recommendations of the IAEA. The past infrastructure in Belarus did not have specialized technical support organization (TSO) for the nuclear regulatory body. Currently, there are two technical and scientific support centers, nominated by decrees. They are part of the NPP infrastructure and belong to the National Academy of Sciences and the Ministry of Energy. It is a challenge to establish the needed TSO capacities for the nuclear regulatory body (the Ministry for Emergency Situations) inside existing institutions of the Ministry for Emergency Situations (MES). Initially, the new technical support structure could focus on well known topics like emergency preparedness and radiation protection. The scope of work has to be extended to all major aspects of radiation and nuclear safety of the new NPP soon. National education as well as international knowledge transfer are important for that. Tasks and challenges of new technical safety institution(s) are described. (author)

Workplace Responses and Psychologists' Needs Following Client Suicide.

Science.gov (United States)

Finlayson, Melissa; Simmonds, Janette

2017-01-01

This research aimed to explore the role of workplace responses in psychologists' adaptation to client suicides. Participants were 178 psychologists who completed an online self-report questionnaire which included both open and closed questions yielding qualitative and quantitative data. Fifty-six (31.5%) participants reported one or more client suicides. Mixed results were found in terms of perceived support from the workplace following a client suicide. Psychologists reported a need for more open communication in the workplace, peer supports, space to grieve, as well as opportunities to engage in a learning process. The findings have important implications for research and for understanding the role of the workplace postvention. It also raises the need for external support to be accessible for psychologists working in private practice.

Hanford sitewide grounwater remediation - supporting technical information

International Nuclear Information System (INIS)

Chiaramonte, G.R.

1996-05-01

The Hanford Sitewide Groundwater Remediation Strategy was issued in 1995 to establish overall goals for groundwater remediation on the Hanford Site. This strategy is being refined to provide more detailed justification for remediation of specific plumes and to provide a decision process for long-range planning of remediation activities. Supporting this work is a comprehensive modeling study to predict movement of the major site plumes over the next 200 years to help plan the remediation efforts. The information resulting from these studies will be documented in a revision to the Strategy and the Hanford Site Groundwater Protection Management Plan. To support the modeling work and other studies being performed to refine the strategy, this supporting technical information report has been produced to compile all of the relevant technical information collected to date on the Hanford Site groundwater contaminant plumes. The primary information in the report relates to conceptualization of the source terms and available history of groundwater transport, and description of the contaminant plumes. The primary information in the report relates to conceptualization of the source terms and available history of groundwater transport, description of the contaminant plumes, rate of movement based on the conceptual model and monitoring data, risk assessment, treatability study information, and current approach for plume remediation

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.

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…

A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence.

Science.gov (United States)

Schmidt, Frank L

2011-11-01

In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question. © Association for Psychological Science 2011.

Technical Support for the development of DCS

Energy Technology Data Exchange (ETDEWEB)

Oh, In Seok; Lee, Cheol Kwon; Kim, Dong Hoon; Kim, Jung Taek; Hwang, In Koo; Park, Jae Chang; Lee, Dong Young; Park, Won Man

2008-05-15

The objective of this project is to provide a technical support to Woori Tech Co. in its design and manufacture process of the DCS as a part of KNICS development program to promote the technology self-reliance for non-safety equipment for NPPs(Nuclear Power Plants). We support Woori Tech Co. to develop a DCS which satisfies the requirements for Shinkori 3 and 4 NPPs in the aspects of reliability, applicability and technical competitiveness. As the results of this project the following items were developed and/or implemented; {center_dot} Design basis and requirements for a DCS system {center_dot} Design requirements for control communication networks {center_dot} Architecture of control networks {center_dot} Design requirements of EWS(Engineering Workstation) {center_dot} Plan of software verification and validation {center_dot} Operation display design {center_dot} Soft control functions {center_dot} Application development tools of DCS {center_dot} Analysis and V/V activities on DCS control network protocols {center_dot} Software verification and validation and documentation guidelines {center_dot} User manual documents.

Self-entrustment: how trainees' self-regulated learning supports participation in the workplace.

Science.gov (United States)

Sagasser, Margaretha H; Kramer, Anneke W M; Fluit, Cornelia R M G; van Weel, Chris; van der Vleuten, Cees P M

2017-10-01

Clinical workplaces offer postgraduate trainees a wealth of opportunities to learn from experience. To promote deliberate and meaningful learning self-regulated learning skills are foundational. We explored trainees' learning activities related to patient encounters to better understand what aspects of self-regulated learning contribute to trainees' development, and to explore supervisor's role herein. We conducted a qualitative non-participant observational study in seven general practices. During two days we observed trainee's patient encounters, daily debriefing sessions and educational meetings between trainee and supervisor and interviewed them separately afterwards. Data collection and analysis were iterative and inspired by a phenomenological approach. To organise data we used networks, time-ordered matrices and codebooks. Self-regulated learning supported trainees to increasingly perform independently. They engaged in self-regulated learning before, during and after encounters. Trainees' activities depended on the type of medical problem presented and on patient, trainee and supervisor characteristics. Trainees used their sense of confidence to decide if they could manage the encounter alone or if they should consult their supervisor. They deliberately used feedback on their performance and engaged in reflection. Supervisors appeared vital in trainees' learning by reassuring trainees, discussing experience, knowledge and professional issues, identifying possible unawareness of incompetence, assessing performance and securing patient safety. Self-confidence, reflection and feedback, and support from the supervisor are important aspects of self-regulated learning in practice. The results reflect how self-regulated learning and self-entrustment promote trainees' increased participation in the workplace. Securing organized moments of interaction with supervisors is beneficial to trainees' self-regulated learning.

Female employees' perceptions of organisational support for breastfeeding at work: findings from an Australian health service workplace

OpenAIRE

Weber, Danielle; Janson, Anneka; Nolan, Michelle; Wen, Li Ming; Rissel, Chris

2011-01-01

Abstract Background Women's return to work can be a significant barrier to continued breastfeeding. Workplace policies and practices to promote and support continued, and longer duration of, breastfeeding are important. In the context of the introduction of a new breastfeeding policy for Area Health Services in New South Wales, Australia, a baseline survey was conducted to describe current practices and examine women's reports of perceived organisational support on breastfeeding intention and...

Workplace lactation support by New Jersey employers following US Reasonable Break Time for Nursing Mothers law.

Science.gov (United States)

Bai, Yeon K; Gaits, Susan I; Wunderlich, Shahla M

2015-02-01

Returning to an unsupportive work environment has been identified as a major reason for avoidance or early abandonment of breastfeeding among working mothers. This study aimed to examine the nature and extent of accommodations offered to breastfeeding employees among New Jersey employers since the US federal Reasonable Break Time for Nursing Mothers law enactment. A cross-sectional survey was conducted to measure current lactation support in the workplace in New Jersey. Using convenience sampling, the survey was sent to managerial personnel in hospitals and nonhospitals. The level of support was assessed on company policy, lactation room, and room amenity. A composite lactation amenity score was calculated based on responses about lactation room amenities. Respondents (N = 51) completed a 22-item online questionnaire during fall 2011. The support level was compared by type of organization: hospital (n = 37) versus nonhospital (n = 14). The amenity score of hospitals was significantly higher than nonhospitals (1.44 vs 0.45, P = .002). The mean amenity score (score = 0.95) for all employers was far below comprehensive (score = 3.0). Compared to nonhospitals, hospitals were more likely to offer lactation rooms (81% vs 36%, P = .003), have their own breastfeeding policy (35.1% vs 7.1%, P = .01), and provide additional breastfeeding support (eg, education classes, resources; P < .05). Employers, regardless of the type of organization, need to improve their current practices and create equity of lactation support in the workplace. © The Author(s) 2014.

The Investigation of Social Support and Physical Activity Related to Workplace among Female Teachers in Jolfa

Directory of Open Access Journals (Sweden)

Habibeh Sahranavard-Gargari

2017-06-01

Full Text Available Background and Objectives: Although active life style is one of the main determining factors of health, the amount of regular physical activities in women is less than in men and even this amount, decreases with aging. Family, friends, colleagues and society’s support, especially at workplace, have a positive effect on the amount of engagement in physical activities. The aim of this study was to investigate the status of social support and physical activity related to workplace among female teachers in Jolfa. Material and Methods: In this study, 230 female teachers working at different schools in Jolfa were selected according to the inclusion criteria. Required data were collected using International Physical Activity Questionnaire (IPAQ and social support questionnaire by Sallis et al. The data were analyzed using SPSS software. Results: The average of physical activity related to teachers’ work was about 20 minutes per week which is very low. Ten percent of them had light physical activity, 61.7% had moderate physical activity and 28.3% had heavy activity. The results of this study proved a significant relationship between social support and physical activity. Conclusion: Regarding the fact that a large percentage of the teachers do not have enough physical activity, having more physical activity and creating a social network through encouraging friends and colleagues to promote physical activity is emphasized.

Adequacy of individual monitoring of external exposure at the workplace

International Nuclear Information System (INIS)

Rannou, A.

2006-01-01

Individual monitoring of workers exposed to external radiations must fulfill technical, regulatory and organizational requirements. The external dosimetry should be adapted to the workplace. The relevant dosimetric techniques have to be chosen upon the workplace study that conditions both the categorization of exposed workers and classification of areas. Solutions exist which are satisfactory for the most situations. However, rational solutions still have to be found for a few specific situations. (author)

IAEA Safeguards and technical support programs: POTAS in the 1990s

International Nuclear Information System (INIS)

Kessler, C.J.

1991-01-01

The US Program of Technical Assistance to IAEA Safeguards (POTAS) has since 1978 provided technology and technical assistance to the IAEA to support its nuclear safeguards activities. The present level of support, $6.9 million per year, equals 10% of the Department of Safeguards annual budget. During the next decade, the International Atomic Energy Agency (IAEA) will face new technical challenges in carrying out its verification activities. To help the IAEA acquire the technology and other technical support that it will require in the 1990s, POTAS expects to continue its assistance, both in the areas established in the past and in additional areas dictated by newly identified IAEA safeguards requirements. This paper will look at the political and policy context within which the Department of Safeguards, and hence POTAS, operates, and how that context is expected to evolve over the next decade. The roles and functions of POTAS will be identified and discussed in terms of their historical evolution. Lastly, the paper will consider how POTAS is expected to change during the 1990s, both to maintain effectiveness in existing roles and functions, and to meet the challenge of the changing policy context. 5 refs

IAEA co-ordinated technical support programme to the NIS

International Nuclear Information System (INIS)

Olsen, R.; Murakami, K.; Blacker, C.; Sharma, S.K.

1999-01-01

With most Newly Independent States (NIS) of the former Soviet Union becoming parties to the Non-Proliferation Treaty as Non-Nuclear Weapon States, there has been an acute need in these states for considerable assistance for the establishment of the necessary structure and resources to ensure that their commitments to non-proliferation are fully implemented in a timely manner. A number of IAEA Member States have offered and are now providing assistance to the NIS on a bilateral level to set up an appropriate State System of Accounting and Control (SSAC) which includes Import/Export Control and Physical Protection of Nuclear Material in each state. The IAEA and these Member States established the Co-ordinated Technical Support Programme (CTSP) to ensure that the support given to the NIS was done in a co-ordinated and transparent manner and to avoid duplication of effort. The IAEA has played a coordinating role for the past 5 years by helping to identify detailed needs in individual States, by providing a platform for Member States to identify areas where they could provide the optimum support, and in developing and preparing the Co-ordinated Technical Support Plans. The IAEA organises annual meetings in Vienna attended by all donor and recipient countries to review the focus and implementation status of the co-ordinated technical support activities. A position statement is made by each donor and recipient country, and views and experiences are exchanged. The contents of the CTSPs and the role of the Agency in monitoring the progress of the individual tasks are reviewed in this paper. A summary comparing the implementation status of the Programme by each country is presented. (author)

Examining the Impact of Workplace Supports: Work-Family Fit and Satisfaction in the U.S. Military

Science.gov (United States)

McFadyen, Jennifer M.; Kerpelman, Jennifer L.; Adler-Baeder, Francesca

2005-01-01

The current study sought to discover whether workplace support provided by Army Family Team Building (AFTB) of the Department of the Army was associated with changes in individual knowledge of basic Army lifestyle information, and whether such changes influenced a sense of fit and satisfaction with the Army. Data were collected from 69 Army wives.…

Draft federal GHG accounting and reporting : technical support document

Science.gov (United States)

2010-07-01

This is a technical support document (TSD) that accompanies the Federal Greenhouse Gas Accounting and Reporting Guidance (or Guidance). This document provides detailed information on the inventory reporting process and accepted calculation methodolog...

Associations between work environment and psychological distress after a workplace terror attack: the importance of role expectations, predictability and leader support.

Science.gov (United States)

Birkeland, Marianne Skogbrott; Nielsen, Morten Birkeland; Knardahl, Stein; Heir, Trond

2015-01-01

Experiencing terrorism is associated with high levels of psychological distress among survivors. The aim of the present study was to examine whether work environmental factors such as role clarity and predictability, role conflicts, and leader support may protect against elevated levels of psychological distress after a workplace terrorist attack. Data from approximately 1800 ministerial employees were collected ten months after the 2011 Oslo bombing attack which targeted the Norwegian ministries. The results show that after a traumatic event, lower role conflicts, higher role clarity, higher predictability, and higher leader support were independently associated with lower psychological distress. These findings suggest that the workplace environment may be a facilitator of employees' mental health after stressful events.

Workplace training for senior trainees: a systematic review and narrative synthesis of current approaches to promote patient safety.

Science.gov (United States)

Walton, Merrilyn; Harrison, Reema; Burgess, Annette; Foster, Kirsty

2015-10-01

Preventable harm is one of the top six health problems in the developed world. Developing patient safety skills and knowledge among advanced trainee doctors is critical. Clinical supervision is the main form of training for advanced trainees. The use of supervision to develop patient safety competence has not been established. To establish the use of clinical supervision and other workplace training to develop non-technical patient safety competency in advanced trainee doctors. Keywords, synonyms and subject headings were used to search eight electronic databases in addition to hand-searching of relevant journals up to 1 March 2014. Titles and abstracts of retrieved publications were screened by two reviewers and checked by a third. Full-text articles were screened against the eligibility criteria. Data on design, methods and key findings were extracted. Clinical supervision documents were assessed against components common to established patient safety frameworks. Findings from the reviewed articles and document analysis were collated in a narrative synthesis. Clinical supervision is not identified as an avenue for embedding patient safety skills in the workplace and is consequently not evaluated as a method to teach trainees these skills. Workplace training in non-technical patient safety skills is limited, but one-off training courses are sometimes used. Clinical supervision is the primary avenue for learning in postgraduate medical education but the most overlooked in the context of patient safety learning. The widespread implementation of short courses is not matched by evidence of rigorous evaluation. Supporting supervisors to identify teaching moments during supervision and to give weight to non-technical skills and technical skills equally is critical. 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.

WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

Science.gov (United States)

KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences. PMID:21691415

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

Science.gov (United States)

Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

A serial mediation model of workplace social support on work productivity: the role of self-stigma and job tenure self-efficacy in people with severe mental disorders.

Science.gov (United States)

Villotti, Patrizia; Corbière, Marc; Dewa, Carolyn S; Fraccaroli, Franco; Sultan-Taïeb, Hélène; Zaniboni, Sara; Lecomte, Tania

2017-09-12

Compared to groups with other disabilities, people with a severe mental illness face the greatest stigma and barriers to employment opportunities. This study contributes to the understanding of the relationship between workplace social support and work productivity in people with severe mental illness working in Social Enterprises by taking into account the mediating role of self-stigma and job tenure self-efficacy. A total of 170 individuals with a severe mental disorder employed in a Social Enterprise filled out questionnaires assessing personal and work-related variables at Phase-1 (baseline) and Phase-2 (6-month follow-up). Process modeling was used to test for serial mediation. In the Social Enterprise workplace, social support yields better perceptions of work productivity through lower levels of internalized stigma and higher confidence in facing job-related problems. When testing serial multiple mediations, the specific indirect effect of high workplace social support on work productivity through both low internalized stigma and high job tenure self-efficacy was significant with a point estimate of 1.01 (95% CI = 0.42, 2.28). Continued work in this area can provide guidance for organizations in the open labor market addressing the challenges posed by the work integration of people with severe mental illness. Implications for Rehabilitation: Work integration of people with severe mental disorders is difficult because of limited access to supportive and nondiscriminatory workplaces. Social enterprise represents an effective model for supporting people with severe mental disorders to integrate the labor market. In the social enterprise workplace, social support yields better perceptions of work productivity through lower levels of internalized stigma and higher confidence in facing job-related problems.

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

Bringing babies and breasts into workplaces: Support for breastfeeding mothers in workplaces and childcare services at the Australian National University.

Science.gov (United States)

Smith, Julie; Javanparast, Sara; Craig, Lyn

2017-03-01

In 1999, two leading Australian academics challenged Australian universities to lead moves to better manage employees' maternity and breastfeeding needs, and 'bring babies and breasts into workplaces'. This paper addresses the question of how universities cope with the need for women to breastfeed, by exploring barriers facing women who combine breastfeeding and paid work at the Australian National University (ANU). Data were collected through online surveys in 2013 using mixed method, case study design, nested within a larger national study. Participants were 64 working mothers of children aged 0-2 years from the ANU community of employees and users of on-campus child care. Responses highlighted the ad hoc nature of support for breastfeeding at ANU. Lack of organisational support for breastfeeding resulted in adverse consequences for some ANU staff. These included high work-related stresses and premature cessation of breastfeeding among women who had intended to breastfeed their infants in line with health recommendations.

The relationship between leadership support, workplace health promotion and employee wellbeing in South Africa.

Science.gov (United States)

Milner, Karen; Greyling, Michael; Goetzel, Ron; Da Silva, Roseanne; Kolbe-Alexander, Tracey; Patel, Deepak; Nossel, Craig; Beckowski, Megan

2015-09-01

Leadership support has been identified as an essential component of successful workplace health promotion (WHP) programs. However, there is little research in this area and even less theoretical conceptualization on ways in which leadership support for WHP is related to improved employee wellbeing. In this paper, we developed and tested a model of leadership support for WHP and employee wellbeing outcomes using employer and employee data gathered from 71 South African organizations. A theoretical model based on social exchange theory was developed. It was hypothesized that perceptions of company commitment to health promotion mediates the relationship between leadership support, the provision of WHP facilities and employee wellbeing. A hierarchical structural equation modeling technique was used to test the model. We determined that leaders' support for WHP was important insofar as they also provided health promotion facilities to their employees. No direct relationship was found between leadership support alone and employee wellbeing. © The Author (2013). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Gender, Technology, and the History of Technical Communication.

Science.gov (United States)

Durack, Katherine T.

1997-01-01

Considers why women have been absent from the history of technical communication. Discusses research from the history of technology suggesting that notions of "technology,""work," and "workplace" may be gendered terms. Concludes with several suggestions for defining technical communication so that significant works of…

Protecting safeguards information / Division of technical support

International Nuclear Information System (INIS)

2002-01-01

This DVD contains two films representing the key aspects of the IAEA Department of Safeguards. 'Protecting Safeguards Information' is a narrative/fiction film which presents the Agency's information handling and protection measures. A security representative from a fictional nation receives a briefing on the procedures and methods used by the Department. These techniques will assure member states that the information they provide to the Agency is kept safe and confidential. 'Division of Technical Support' is a non-fiction documentary which presents a detailed look at the technical capabilities and management techniques used by the Agency in nuclear material accountancy. The film covers many aspects of safeguards equipment and techniques including: NDA and DA instruments, seals, surveillance, training, development and maintenance. Taken together, these films provide an introduction and overview to many important aspects of the IAEA Department of Safeguards. (IAEA)

Cross-Cultural Training and Workplace Performance. Support Document

Science.gov (United States)

Bean, Robert

2008-01-01

This document was produced by the author(s) based on their research for the report "Cross- Cultural Training and Workplace Performance" (ED503402). It contains the following materials related to the report: (1) Primary approach letters; (2) Tests for statistical significance; (3) Survey of current cross-cultural training practice; (4)…

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes

Directory of Open Access Journals (Sweden)

SL Wagner

2015-10-01

Full Text Available Background: There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. Objective: To determine the value of social support interventions for work outcomes. Methods: Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. Results: The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. Conclusion: There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Social Support and Supervisory Quality Interventions in the Workplace: A Stakeholder-Centered Best-Evidence Synthesis of Systematic Reviews on Work Outcomes.

Science.gov (United States)

Wagner, S L; White, M I; Schultz, I Z; Williams-Whitt, K; Koehn, C; Dionne, C E; Koehoorn, M; Harder, H G; Pasca, R; Wärje, O; Hsu, V; McGuire, L; Lama, I; Schulz, W; Kube, D; Wright, M D

2015-10-01

There is controversy surrounding the impact of workplace interventions aimed at improving social support and supervisory quality on absenteeism, productivity and financial outcomes. To determine the value of social support interventions for work outcomes. Databases were searched for systematic reviews between 2000 and 2012 to complete a synthesis of systematic reviews guided by the PRISMA statement and the IOM guidelines for systematic reviews. Assessment of articles for inclusion and methodological quality was conducted independently by at least two researchers, with differences resolved by consensus. The search resulted in 3363 titles of which 3248 were excluded following title/abstract review, leaving 115 articles that were retrieved and underwent full article review. 10 articles met the set inclusion criteria, with 7 focusing on social support, 2 on supervisory quality and 1 on both. We found moderate and limited evidence, respectively, that social support and supervisory quality interventions positively impact workplace outcomes. There is moderate evidence that social support and limited evidence that supervisory quality interventions have a positive effect on work outcomes.

Developing Sustainable Workplaces with Leadership: Feedback about Organizational Working Conditions to Support Leaders in Health-Promoting Behavior

Directory of Open Access Journals (Sweden)

Paul Jiménez

2017-10-01

Full Text Available Organizations should support leaders in promoting their employees’ health in every possible way to achieve a sustainable workplace. A good way to support leaders could include getting feedback about their health-promoting behavior from their employees. The present study introduces an instrument (Health-Promoting Leadership Conditions; HPLC that enables the provision of feedback about the leaders’ efforts to create health-promoting working conditions in seven key aspects: health awareness, workload, control, reward, community, fairness and value-fit. The instrument was used in employee surveys and in an online study, obtaining a sample of 430 participants. The results showed that all seven key aspects of health-promoting leadership can be assigned to a main factor of health-promoting leadership. In addition, the HPLC shows high construct validity with dimensions of stress, resources and burnout (Recovery-Stress- Questionnaire for Work [RESTQ-Work] and Maslach Burnout Inventory General Survey [MBI-GS]. The results indicate that the HPLC can be used as a basis on which to assess health-promoting leadership behavior with a focus on changing working conditions. By getting feedback about their leadership behavior from their employees, leaders can identify their potential and fields for improvement for supporting their employees’ health and developing a sustainable workplace.

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

International Nuclear Information System (INIS)

Olsen, P.A.

1994-01-01

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

NASA/DOD Aerospace Knowledge Diffusion Research Project. Paper 64: Culture and Workplace Communications: A Comparison of the Technical Communications Practices of Japanese and US Aerospace Engineers and Scientists

Science.gov (United States)

Pinelli, Thomas E.; Sato, Yuko; Barclay, Rebecca O.; Kennedy, John M.

1997-01-01

The advent of global markets elevates the role and importance of culture as a mitigating factor in the diffusion of knowledge and technology and in product and process innovation. This is especially true in the large commercial aircraft (LCA) sector where the production and market aspects are becoming increasingly international. As firms expand beyond their national borders, using such methods as risk-sharing partnerships, joint ventures, outsourcing, and alliances, they have to contend with national and corporate cultures. Our focus is on Japan, a program participant in the production of the Boeing Company's 777. The aspects of Japanese culture and workplace communications will be examined: 1.) the influence of Japanese culture on the diffusion of knowledge and technology in aerospace at the national and international levels; 2.) those cultural determinants-the propensity to work together, a willingness to subsume individual interests to a greater good, and an emphasis on consensual decision making-that have a direct bearing on the ability of Japanese firms to form alliances and compete in international markets; 3.) and those cultural determinants thought to influence the information-seeking behaviors and workplace communication practices of Japanese aerospace engineers and scientists. In this article, we report selective results from a survey of Japanese and U.S. aerospace engineers and scientists that focused on workplace communications. Data are presented for the following topics: importance of and time spent communicating information, collaborative writing, need for an undergraduate course in technical communication, use of libraries, use and importance of electronic (computer) networks, and the use and importance of foreign and domestically produced technical reports.

[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.

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.

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

HIV / AIDS, STDs and the workplace.

Science.gov (United States)

Jackson, H

1995-01-01

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

Technical assessment of TRUSAF for compliance with work place air sampling. Revision 1

International Nuclear Information System (INIS)

Butler, J.D.

1995-01-01

The purpose of this Technical Work Document is to satisfy WHC-CM-1-6, the ''WHC Radiological Control Manual.'' This first revision of the original Supporting Document covers the period from January 1, 1994 to December 31, 1994. WHC-CM-1-6 is the primary guidance for radiological control at Westinghouse Hanford Company (WHC). As such, it complies with Title 10, Part 835 of the Code of Federal Regulations. In addition to WHC-CM-1-6, there is HSRCM-1, the ''Hanford Site Radiological Control Manual'' and several Department of Energy (DOE) Orders, national consensus standards, and reports that provide criteria, standards, and requirements for workplace air sampling programs. This document provides a summary of these, as they apply to WHC facility workplace air sampling programs. this document also provides an evaluation of the compliance of the TRUSAF workplace air sampling program to the criteria, standards, and requirements and documents. Where necessary, it also indicates changes needed to bring specific locations into compliance

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

Science.gov (United States)

BCL Brief, 1992

1992-01-01

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

Internal dosimetry technical basis manual

International Nuclear Information System (INIS)

1990-01-01

The internal dosimetry program at the Savannah River Site (SRS) consists of radiation protection programs and activities used to detect and evaluate intakes of radioactive material by radiation workers. Examples of such programs are: air monitoring; surface contamination monitoring; personal contamination surveys; radiobioassay; and dose assessment. The objectives of the internal dosimetry program are to demonstrate that the workplace is under control and that workers are not being exposed to radioactive material, and to detect and assess inadvertent intakes in the workplace. The Savannah River Site Internal Dosimetry Technical Basis Manual (TBM) is intended to provide a technical and philosophical discussion of the radiobioassay and dose assessment aspects of the internal dosimetry program. Detailed information on air, surface, and personal contamination surveillance programs is not given in this manual except for how these programs interface with routine and special bioassay programs

Internal dosimetry technical basis manual

Energy Technology Data Exchange (ETDEWEB)

1990-12-20

The internal dosimetry program at the Savannah River Site (SRS) consists of radiation protection programs and activities used to detect and evaluate intakes of radioactive material by radiation workers. Examples of such programs are: air monitoring; surface contamination monitoring; personal contamination surveys; radiobioassay; and dose assessment. The objectives of the internal dosimetry program are to demonstrate that the workplace is under control and that workers are not being exposed to radioactive material, and to detect and assess inadvertent intakes in the workplace. The Savannah River Site Internal Dosimetry Technical Basis Manual (TBM) is intended to provide a technical and philosophical discussion of the radiobioassay and dose assessment aspects of the internal dosimetry program. Detailed information on air, surface, and personal contamination surveillance programs is not given in this manual except for how these programs interface with routine and special bioassay programs.

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.

Game-based dynamic simulations supporting technical education and training

Directory of Open Access Journals (Sweden)

Tore Bjølseth

2006-04-01

Full Text Available Educational games may improve learning by taking advantage of the new knowledge and skills of today’s students obtained from extensive use of interactive games. This paper describes how interactive dynamic simulators of advanced technical systems and phenomena can be shaped and adapted as games and competitions supporting technical education and training. Some selected examples at different educational levels are shown, from vocational training to university level courses. The potential benefit and perceived learning effect of this approach is also described and underpinned from comprehensive user feedback.

Role of technical and scientific support organization In Indonesian regulatory body

International Nuclear Information System (INIS)

Yusri Heni, N.A.; Zarkasih, A.S.; Liliana, Y.P.; Salman, S.

2007-01-01

Indonesian Nuclear Energy Regulatory Agency (BAPETEN) has the function in controlling the utility of nuclear energy through regulation, licensing and inspection, with the aim, interalia, to ensure the welfare, the security and the peace of people, to assure the safety and the health of workers and public, and the environmental protection, and to prevent diversion of purpose of the nuclear material utilization (Article 14 and 15 of Act no 10, 1997 on Nuclear Energy). The role and quality of technical and scientific expertise in supporting regulatory systems are importance increase the effectiveness and public confidence. The Center for Regulatory Assessment of Nuclear Installation and Nuclear Material and Center for Regulatory Assessment of Radiation Facilities and Radioactive Sources as part of BAPETEN organization has a function as technical and scientific support for regulatory systems. The purpose of this function is to provide technical and scientific basis for decisions and activities regarding nuclear and radiation safety during regulatory processes, such as in the developing and establishing regulation, technical verification for licensing, assessment of inspection funding and enforcement. In order to meet the quality and effectiveness of technical and scientific result activity, those two centers for regulatory assesment used internal and external technical experts and joint cooperation with universities, research institutes or laboratories. The development of technical and scientific strategic planning in enhancing nuclear and radiation safety is done by the following increasing of : Human resources and expertise by internal and external training or on the job training; number for computer code to perform safety analysis, capability and quality for review and assessment, national and international cooperation, etc. (author)

Insights into workplace Return to Work Coordinator training: An Australian perspective.

Science.gov (United States)

Bohatko-Naismith, Joanna; Guest, Maya; Rivett, Darren A; James, Carole

2016-09-27

Following brief training, an Australian workplace Return to Work (RTW) Coordinator is expected to provide information to the injured worker, liaise with key stakeholders and maintain workplace policies and procedures in accordance with legislative requirements. The aim of this study was to provide insights into the experiences and perceptions of the Australian Workplace RTW Coordinator in relation to current training practices and to identify any existing inadequacies within the available training. Twenty-five workplace RTW Coordinators from five Australian states participated in six focus groups.Participants with a minimum of two years' experience as a workplace RTW Coordinator and involved with the development and implementation of workplace policies and procedures, were included in the study. Thematic analysis was performed to identity meaningful themes and patterns. The findings highlighted specific training requirements and additional support mechanisms recommended by current workplace RTW Coordinators. Four key themes clearly emerged: inadequate training; irrelevant content; the need for specialised trainers; and network support services. RTW Coordinators require effective training and support to ensure the appropriate and timely delivery of services to all stakeholders involved in the RTW process. The results of this study may inform future training practices for RTW Coordinators.

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.

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

Science.gov (United States)

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

2017-06-22

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

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.

Technical support and management systems for nuclear power stations

International Nuclear Information System (INIS)

Oya, Tadashi; Abe, Norihiko

1990-01-01

Sophisticated automatic monitoring and control capabilities and computerized operation management are needed in nuclear power plants to boost plant safety and availability and to reduce operating costs. The article covers the areas of operation management and maintenance management within the larger category of operational administration. The concept of technical administration support-that is, the use of computerization to support the on-site technician's operations-is introduced. The article also suggests the direction of future development. (author)

Workplace programmes for HIV and tuberculosis: a systematic review to support development of international guidelines for the health workforce.

Science.gov (United States)

Yassi, Annalee; O'Hara, Lyndsay M; Lockhart, Karen; Spiegel, Jerry M

2013-01-01

The health service sector has a vital role to play in delivering human immunodeficiency virus (HIV) and tuberculosis (TB) prevention, treatment and care, yet evidence indicates that healthcare workers (HCWs) themselves lack adequate access to HIV and TB services. HCWs are also at increased risk from TB and other infectious diseases at work, and therefore accessing HIV services is particularly important. A systematic review was therefore conducted to inform the development of World Health Organization (WHO) guidelines to improve access to HIV and TB services, and specifically, to assess the evidence regarding providing such services through workplace-based programmes. We identified any study published since 1984 that addressed outcomes of interest as defined through multi-stakeholder consultations, and were related to workplace interventions in (1) the healthcare workplace and (2) any workplace that included HIV and/or TB diagnosis and/or treatment. Interventions focusing solely on primary prevention with no diagnostic or treatment services were excluded, as they were the subject of other guidelines. A minimum of two reviewers independently extracted data and assessed the articles against pre-set selection criteria; studies were also profiled and quality assessed by a minimum of two reviewers. Three studies met these criteria specifically for HCWs; all showed a preponderance of positive benefits, with minimal negative outcome. Seven studies met these criteria regarding workplace HIV and/or TB diagnosis and/or treatment from other sectors, public or private. Again, all showed positive results. The paucity of high-quality evidence in this field of research was itself an important finding, beckoning further research on workplace-based programmes for health workers. Nonetheless, while more well-designed intervention studies are definitely desirable, providing programmes for HCWs to obtain HIV and TB diagnosis and treatment at the workplace is supported by the literature

Technical Support Document for Version 3.4.0 of the COMcheck Software

Energy Technology Data Exchange (ETDEWEB)

Bartlett, Rosemarie; Connell, Linda M.; Gowri, Krishnan; Halverson, Mark A.; Lucas, Robert G.; Richman, Eric E.; Schultz, Robert W.; Winiarski, David W.

2007-09-14

COMcheck provides an optional way to demonstrate compliance with commercial and high-rise residential building energy codes. Commercial buildings include all use groups except single family and multifamily not over three stories in height. COMcheck was originally based on ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989) requirements and is intended for use with various codes based on Standard 90.1, including the Codification of ASHRAE/IES Standard 90.1-1989 (90.1-1989 Code) (ASHRAE 1989a, 1993b) and ASHRAE/IESNA Standard 90.1-1999 (Standard 90.1-1999). This includes jurisdictions that have adopted the 90.1-1989 Code, Standard 90.1-1989, Standard 90.1-1999, or their own code based on one of these. We view Standard 90.1-1989 and the 90.1-1989 Code as having equivalent technical content and have used both as source documents in developing COMcheck. This technical support document (TSD) is designed to explain the technical basis for the COMcheck software as originally developed based on the ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989). Documentation for other national model codes and standards and specific state energy codes supported in COMcheck has been added to this report as appendices. These appendices are intended to provide technical documentation for features specific to the supported codes and for any changes made for state-specific codes that differ from the standard features that support compliance with the national model codes and standards.

Australian midwives' experiences of their workplace culture.

Science.gov (United States)

Catling, Christine J; Reid, Fiona; Hunter, Billie

2017-04-01

A number of adverse events in Australia and overseas have highlighted the need to examine the workplace culture in the maternity environment. Little attention has been paid to the midwifery workplace culture in Australia. The study aimed to explore the midwifery workplace culture from the perspective of midwives themselves. A qualitative descriptive design was used. Group and individual interviews were undertaken of urban, regional and rural-based midwives in Australia. Data were analysed thematically. The study showed that both new and experienced midwives felt frustrated by organisational environments and attitudes, and expressed strategies to cope with this. Five themes were identified from the data. These were: Bullying and resilience, Fatigued and powerless midwives, Being 'hampered by the environment', and The importance of support for midwifery. The study discusses the themes in depth. In particular, discussion focusses on how midwifery practise was affected by midwives' workplace culture and model of care, and the importance of supportive relationships from peers and managers. This study illuminated both positive and negative aspects of the midwifery workplace culture in Australia. One way to ensure the wellbeing and satisfaction of midwives in order to maintain the midwifery workforce and provide quality care to women and their families is to provide positive workplace cultures. Copyright © 2016 Australian College of Midwives. Published by Elsevier Ltd. All rights reserved.

Technical Support Document for Version 3.9.1 of the COMcheck Software

Energy Technology Data Exchange (ETDEWEB)

Bartlett, Rosemarie; Connell, Linda M.; Gowri, Krishnan; Halverson, Mark A.; Lucas, Robert G.; Richman, Eric E.; Schultz, Robert W.; Winiarski, David W.

2012-09-01

COMcheck provides an optional way to demonstrate compliance with commercial and high-rise residential building energy codes. Commercial buildings include all use groups except single family and multifamily not over three stories in height. COMcheck was originally based on ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989) requirements and is intended for use with various codes based on Standard 90.1, including the Codification of ASHRAE/IES Standard 90.1-1989 (90.1-1989 Code) (ASHRAE 1989a, 1993b) and ASHRAE/IESNA Standard 90.1-1999 (Standard 90.1-1999). This includes jurisdictions that have adopted the 90.1-1989 Code, Standard 90.1-1989, Standard 90.1-1999, or their own code based on one of these. We view Standard 90.1-1989 and the 90.1-1989 Code as having equivalent technical content and have used both as source documents in developing COMcheck. This technical support document (TSD) is designed to explain the technical basis for the COMcheck software as originally developed based on the ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989). Documentation for other national model codes and standards and specific state energy codes supported in COMcheck has been added to this report as appendices. These appendices are intended to provide technical documentation for features specific to the supported codes and for any changes made for state-specific codes that differ from the standard features that support compliance with the national model codes and standards. Beginning with COMcheck version 3.8.0, support for 90.1-1989, 90.1-1999, and the 1998 IECC and version 3.9.0 support for 2000 and 2001 IECC are no longer included, but those sections remain in this document for reference purposes.

Design of Technical Support System for Retail Company Based on Cloud

Directory of Open Access Journals (Sweden)

Shao Ping

2017-01-01

Full Text Available With the retail side of the market in China, the sale of electricity companies as a new source of power retail, they participate in the electricity market business. National and local governments subsequently introduced the corresponding policies and rules, the technical support system becomes one of the necessary conditions for the access of the retail company. Retail electricity companies have started the system construction, but has not yet formed a standardized, complete architecture. This paper analyzes the business and data interaction requirements of retail electricity companies, and then designs the functional architecture based on basic application, advanced application and value-added application, and the technical architecture based on “cloud”. On this basis, the paper discusses the selection of private cloud, public cloud and mixed cloud model, and the rationalization suggestion of system construction. Which can provide reference for the construction of the technical support system of the domestic retail enterprises.

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...

Knowledge-Centric Technical Support Organization (TSO) Using Process Oriented Knowledge Management Approach

International Nuclear Information System (INIS)

Mohamad Safuan Sulaiman; Siti Nurbahyah Hamdan; Mohd Dzul Aiman Aslan

2014-01-01

In the United States of America, Process Oriented Knowledge Management (POKM) Model has been successfully implemented in most of Nuclear Power Plants. This approach has been introduced in Nuclear Knowledge Management program by the IAEA since 2011. Malaysia has involved in the IAEA Coordinated Research Project (CRP) focusing the approach started in 2011. The main objective for Malaysian participation of this project is to support readiness in terms of nuclear technical knowledge by Technical Support Organization (TSO) for Nuclear Power Program. This project has focused on several nuclear technical areas which consist of Public Information (PI), Radiological Impact Assessment (RIA), Nuclear Reactor Technology (NRT), Plant and Prototype Development (PDC) and nuclear knowledge management. This paper articulates the detail POKM approach and project experience in implementing the approach at organizational level. (author)

Relationship of perceived job strain and workplace support to antenatal depressive symptoms among pregnant employees in Taiwan.

Science.gov (United States)

Tsai, Su-Ying

2018-02-05

Most Taiwanese women continue to work throughout pregnancy. Few studies have investigated the prevalence of antenatal depressive symptoms in employed women and their relationship with work-related factors. We explored the relations of work-related factors, including perceived job strain and workplace support, to depressive symptoms among pregnant Taiwanese employees. During 2015-2016, we interviewed 153 employees in their third trimester of pregnancy using questionnaires to collect data on demographics, pregnancy status, physical conditions, work-related factors, family function, the Edinburgh Postnatal Depression Scale (EPDS), and health-related quality of life (HRQoL). The prevalence of antenatal depressive symptoms, based on EPDS scores≥13, was 13.7%. Pregnant employees with depressive symptoms had lower Family APGAR scores (p workplace climates for pregnant employees by employers, supervisors, and occupational and environmental health nurses, which may help improve the health of pregnant employees.

Annoyance from environmental tobacco smoke and support for no-smoking policies at eight large Dutch workplaces

OpenAIRE

Willemsen, M. C.; de Vries, H.; Genders, R.

1996-01-01

OBJECTIVE: To collect descriptive data on annoyance from environmental tobacco smoke (ETS), attitudes toward smoking at the workplace, and support for a no-smoking policy. DESIGN: Survey of eight large companies in four sectors of Dutch industry. SUBJECTS: A representative sample of smoking and non-smoking employees (n = 1480). RESULTS: Thirty- five per cent of non-smoking employees felt it was "annoying" to "very annoying" when their colleagues smoked during worktime, and 78% thought a...

Manpower development for safe operation of nuclear power plant. China. Seminar on the technical support functions. Activity: 6.1.1-Task-03. Technical report

International Nuclear Information System (INIS)

Bouget, Y.H.

1994-01-01

The seminar discussed the objectives, organization and scope of work of the Central and Site Technical Service Department in support of operating NPP; transfer of capability to establish and maintain an efficient operation support; defined the responsibilities and interface between on site and Central Technical Staff

Technical Support Document for Version 3.9.0 of the COMcheck Software

Energy Technology Data Exchange (ETDEWEB)

Bartlett, Rosemarie; Connell, Linda M.; Gowri, Krishnan; Halverson, Mark A.; Lucas, R. G.; Richman, Eric E.; Schultz, Ralph W.; Winiarski, David W.

2011-09-01

COMcheck provides an optional way to demonstrate compliance with commercial and high-rise residential building energy codes. Commercial buildings include all use groups except single family and multifamily not over three stories in height. COMcheck was originally based on ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989) requirements and is intended for use with various codes based on Standard 90.1, including the Codification of ASHRAE/IES Standard 90.1-1989 (90.1-1989 Code) (ASHRAE 1989a, 1993b) and ASHRAE/IESNA Standard 90.1-1999 (Standard 90.1-1999). This includes jurisdictions that have adopted the 90.1-1989 Code, Standard 90.1-1989, Standard 90.1-1999, or their own code based on one of these. We view Standard 90.1-1989 and the 90.1-1989 Code as having equivalent technical content and have used both as source documents in developing COMcheck. This technical support document (TSD) is designed to explain the technical basis for the COMcheck software as originally developed based on the ANSI/ASHRAE/IES Standard 90.1-1989 (Standard 90.1-1989). Documentation for other national model codes and standards and specific state energy codes supported in COMcheck has been added to this report as appendices. These appendices are intended to provide technical documentation for features specific to the supported codes and for any changes made for state-specific codes that differ from the standard features that support compliance with the national model codes and standards. Beginning with COMcheck version 3.8.0, support for 90.1-1989, 90.1-1999, and the 1998 IECC are no longer included, but those sections remain in this document for reference purposes.

[Antecedents and consequences of workplace bullying: a longitudinal analysis with a structural equation model].

Science.gov (United States)

Carretero Domínguez, Noelia; Gil-Monte, Pedro Rafael; Luciano Devis, Juan Vicente

2011-11-01

Most studies focusing on the antecedents and consequences of workplace bullying have used a cross-sectional design, which impedes determining the causality of the relationships. In the present work, we analyzed, by means of structural equation models, the relationship between workplace bullying and some variables that are considered antecedents (interpersonal conflicts, role ambiguity, role conflict, and workplace social support) or consequences (health complaints and inclination to absenteeism from work) of this phenomenon. Multicenter study with two phases. The sample consisted of 696 employees from 66 centers. Workplace bullying was assessed by means of the "Mobbing-UNIPSICO" questionnaire, and the other variables with frequency scales. The cross-sectional models indicated a significant association between role conflict, workplace social support, and workplace bullying in both study periods. Concerning the longitudinal relationships, only workplace social support was a significant predictor of workplace bullying, which, in turn, was a cross-sectional and longitudinal predictor of workers' health complaints. Our results show the mediating effect of workplace bullying between certain work conditions and health complaints, and it is recommendable to replicate these findings in a multi-occupational sample.

The Future of Project Management in Technical Communication

DEFF Research Database (Denmark)

Kampf, Constance

2006-01-01

Project Management increasing shapes workplace communication, especially when technical commuicators participate in cross-disciplinary development teams. This paper looks at the future of project management in technical communication and argues for a communicative approach to project management...... for technical communication students. The Project Management course in the International Bachelor Program of Marketing and Management Communication at the Aarhus School of Business is described, and the implications fortechnical communication curricula are discussed....

Work–Life Integration and Workplace Rights for Domestic Workers in Support to Elderly Persons

Directory of Open Access Journals (Sweden)

Diane-Gabrielle Tremblay

2015-05-01

Full Text Available Our article shows that there is a real challenge in balancing work and family for employees working in support services in domestic work for elderly persons; their workplace rights on this issue are quite limited, and they depend largely on managers’ understanding and support. Given their difficult working conditions, these workers actually find quite a challenge in trying to reconcile work and family. Our article is based on a qualitative research mobilizing 33 semi-structured interviews with employees of the home care sector in the field of the social economy mainly but also in the private sector. We first present the concept of work–family and personal life, then the area of home care and domestic work for the elderly. Then, we present the particular challenges observed in reconciling work and family life, where possible by comparing men and women. The results highlight two major sources of differentiation: age and single parenthood. Those who are older highlight the fact that children have grown up, and they have (finally some time for themselves, even if their working conditions are difficult (broken schedules, etc.. In contrast, single women live a much more difficult situation concerning work–family, partly because of the lack of workplace rights on this issue and because of the poor working conditions for many (broken hours of work, low wages, difficult working conditions. We conclude with some recommendations, including the Right to request, which appears to be the best option, although it would need some further analysis.

Workplace deviance: strategies for modifying employee behavior.

Science.gov (United States)

Pulich, Marcia; Tourigny, Louise

2004-01-01

More than ever, today's health care employees must perform their jobs as efficiently and effectively as possible. Job performance must integrate both technical and necessary soft skills. Workplace deviant behaviors are counterproductive to good job performance. Various deviant behaviors are examined. Areas and strategies of managerial intervention are reviewed which will enable the prevention or modification of undesired employee behaviors.

AHMCT Intelligent Roadway Information System (IRIS) technical support and testing

Science.gov (United States)

2011-12-31

This report documents the research project AHMCT IRIS Technical Support and Testing, : performed under contract 65A0275, Task ID 1777. It presents an overview of the Intelligent : Roadway Information System (IRIS), and its design and function. ...

Impact of the WHO Technical Support Towards Malaria Elimination ...

African Journals Online (AJOL)

Background: Zambia's National Malaria Strategic Plan (NMSP) 2011-2016 aims to eliminate malaria by the year 2020. The WHO Country Office is supporting Zambia in its goal to attain this national target earlier than the global goal contained in Global Technical Strategy (GTS) 2016- 2030. WHO's focus is to accelerate ...

[Violence and discrimination in the workplace. The effects on health and setting-related approaches to prevention and rehabilitation].

Science.gov (United States)

Nienhaus, Albert; Drechsel-Schlund, Claudia; Schambortski, Heike; Schablon, Anja

2016-01-01

Violence in the workplace is a widespread problem that manifests itself in very different forms. The consequences for victims and companies are equally diverse. Sexual harassment is a special form of violence at the workplace. Violence may come from external perpetrators (attacks on cashiers) or from persons inside a company or establishment (colleagues, patients, people in care). Statutory accident insurance institutions in Germany (UV, "Unfallversicherungsträger") receive approximately 16,000 occupational injury reports per year that resulted from violence and led to extended incapacity to work. The numbers are increasing steadily. Particularly affected by violence are people working in healthcare and social welfare. Both psychological and physical violence can lead to severe disorders such as post-traumatic stress disorder (PTSD). To avoid violence, technical, organisational, and personal protective measures are needed. The training of de-escalation officers in the areas affected can be helpful. For victims of psychological and physical violence in the workplace, the UV offers special psychotherapeutic support and recommends the training of first-aiders.

Family to work conflict and the usefulness of workplace support.

Science.gov (United States)

Hancock, F; Page, F

2013-07-01

While much is known about the effect of work stress on an employee's home life, less is known about the opposite effect, that of domestic worries upon work performance. To investigate employee perceptions about the effect of family to work conflict (FWC) on work. An online anonymous survey tool was developed and sent to all employees reporting to a single onsite human resources (HR) department at a UK research and development plant. FWC included family and other domestic stressors. Work effects studied included those on business travel, work performance and the awareness and usefulness of work-provided support. The sample size was 286 and response rate was 58%. Approximately two-thirds of respondents reported requiring time away from work for domestic reasons in the previous 5 years. The role of domestic stressors not related to care giving was significant. Support from line-managers and colleagues was important, and the perceived usefulness of in-house occupational health (OH) by business travellers was significant. Only 53% of the workforce said they knew of the Employee Assistance Programme (EAP), although 70% of users found it beneficial and usage was higher in females. All forms of FWC affected work performance, including when on business travel. FWC arose from caring responsibilities but also from financial and relationship problems, which are potentially amenable to help from EAPs. Line-managers and colleagues were the primary sources of workplace support. The in-house OH service and the EAP were underutilized and they may require popularizing with employees.

Personal assistance services in the workplace: A literature review.

Science.gov (United States)

Dowler, Denetta L; Solovieva, Tatiana I; Walls, Richard T

2011-10-01

Personal assistance services (PAS) can be valuable adjuncts to the complement of accommodations that support workers with disabilities. This literature review explored the professional literature on the use of PAS in the workplace. Bibliographic sources were used to locate relevant research studies on the use of PAS in the workplace. The studies in this review used both qualitative and quantitative methods to identify current definitions of work-related and personal care-related PAS, agency-directed versus consumer-directed PAS, long-term and short-term funding issues, development of PAS policy, and barriers to successful implementation of PAS. The studies uncovered issues related to (a) recruiting, training, and retaining personal assistants, (b) employer concerns, (c) costs and benefits of workplace PAS, (d) wages and incentives for personal assistants, and (e) sources for financing PAS as a workplace accommodation. The findings reveal the value and benefits of effective PAS on the job. PAS can lead to successful employment of people with disabilities when other accommodations cannot provide adequate workplace support. Additionally, the evolution of workplace PAS is dependent on development of realistic PAS policy and funding options. Published by Elsevier Inc.

Workplace accommodations for people with mental illness: a scoping review.

Science.gov (United States)

McDowell, Caitlin; Fossey, Ellie

2015-03-01

Disability discrimination legislation means that employees with a disability or mental illness are legally entitled to reasonable workplace accommodations that enable them to work effectively and safely. This scoping review aims to investigate the types of workplace accommodations provided for people with mental illness, and their costs and benefits. A literature search was conducted using five electronic databases. Peer reviewed research articles published between 1993 and June 2013 were included in this scoping review and their quality was assessed. Opinion papers, reports, and case descriptions were excluded. Nine studies explored workplace accommodations for people with mental illness. The most commonly reported work-related accommodations were flexible scheduling/reduced hours, modified training and supervision, and modified job duties/descriptions. The least common type of accommodation was physical modification to the workplace. For employees with persistent mental illness who were accessing a supported employment agency, the majority of accommodations related to support from the job coach or employment specialist, such as facilitating communication with the employer during hiring or on the job. The quality of the studies varied considerably and the benefits of the accommodations are not yet well documented. There is limited evidence that a larger number of workplace accommodations are associated with longer job tenure. Workplace accommodations appear to be important to support employees with mental illness, but more accessible information about how disability discrimination legislation applies to this population is needed. Future research should address the implementation and effectiveness of mental health-related workplace accommodations.

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

Science.gov (United States)

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

2017-09-01

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

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

Science.gov (United States)

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

2017-01-01

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

Negotiating cultural encounters narrating intercultural engineering and technical communication

CERN Document Server

Yu, Han

2013-01-01

Discusses the challenges of intercultural communication in engineering, technical, and related professional fields Given today's globalized technical and engineering environment, intercultural communication is an essential topic for engineers, other technical professionals, and technical communicators to learn. Engineering programs, in particular, need to think about how to address the ABET requirement for students to develop global competence and communication skills. This book will help readers learn what intercultural communication is like in the workplace-which is an import

Retracted: Nurses learning in the workplace: a comparison of workplace attributes in acute care settings in Australia and Singapore.

Science.gov (United States)

Chan, S W; Chan, M F; Lee, S-Y; Henderson, A

2014-03-01

Workplaces need to foster teaching and learning interactions so staff collaborate and learn from each other. Internationally, many countries provide support to graduates and experienced staff to foster engagement necessary for learning and quality care. Workplace attributes can differ across countries depending on managerial, contextual, social and policy issues. This study compared workplace attributes of two Australian hospitals with a Singaporean hospital. A representative sample of nurses in two acute care facilities in Australia (n = 203) and a comparable facility in Singapore (n = 154) during 2010 and 2011 responded to a survey requesting demographic data and responses about workplace attributes. Attributes were determined through validated tools that measure staff perception of support when facilitating others learning (Support Instrument for Nurses Facilitating the Learning of Others) and the clinical learning organizational culture (Clinical Learning Organizational Culture Survey). Results indicated Singaporean nurses rated perception of acknowledgement, workload management and teamwork support in facilitating learners in their hospital as significantly better than the Australian cohort despite similar provisions for support and development. There were no significant differences across the two sites in the clinical learning culture. Analysis across three health facilities only provides a snapshot. Targeting more facilities would assist in confirming the extent of reported trends. Findings indicate differences in nurses' perceptions of support when facilitating learners. Further exploration of Singaporean nurses' increased perceptions of support is worthy. Clinical learning organizational culture findings across Australian and Singaporean acute care facilities suggest common attributes within the nursing profession that transcend contextual factors, for example, a strong sense of task accomplishment. Nurses across both countries demonstrate

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

A socio-technical approach to improving retail energy efficiency behaviours.

Science.gov (United States)

Christina, Sian; Waterson, Patrick; Dainty, Andrew; Daniels, Kevin

2015-03-01

In recent years, the UK retail sector has made a significant contribution to societal responses on carbon reduction. We provide a novel and timely examination of environmental sustainability from a systems perspective, exploring how energy-related technologies and strategies are incorporated into organisational life. We use a longitudinal case study approach, looking at behavioural energy efficiency from within one of the UK's leading retailers. Our data covers a two-year period, with qualitative data from a total of 131 participants gathered using phased interviews and focus groups. We introduce an adapted socio-technical framework approach in order to describe an existing organisational behavioural strategy to support retail energy efficiency. Our findings point to crucial socio-technical and goal-setting factors which both impede and/or enable energy efficient behaviours, these include: tensions linked to store level perception of energy management goals; an emphasis on the importance of technology for underpinning change processes; and, the need for feedback and incentives to support the completion of energy-related tasks. We also describe the evolution of a practical operational intervention designed to address issues raised in our findings. Our study provides fresh insights into how sustainable workplace behaviours can be achieved and sustained over time. Secondly, we discuss in detail a set of issues arising from goal conflict in the workplace; these include the development of a practical energy management strategy to facilitate secondary organisational goals through job redesign. Copyright © 2014 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Software Package for the Technical Support Centre

International Nuclear Information System (INIS)

Tomisa, T.; Skanata, D.; Sucic, B.

2002-01-01

The continued radiological surveillance system has been technically improved during the last two years by establishing 11 new automatic stations, so that there are currently 14 locations with installed gamma-monitors for air radiation monitoring on the Croatian national territory. Given that the original system had been designed primarily for gathering data for off-line treatment with the purpose of statistical analyses, the contemporary Radiological Early Warning System (SPRU) approach has demanded developing of a new software by the Technical Support Centre (TPC) in order to allow operators interactive work in the case of emergency situations. The outcome of this development is a software package called DORAP (Automatic Radiological Station Remote Reading), which brings together automatic functions of continual data gathering, daily production of the standard report, distribution of the report by fax, SMS (Short Message Service), SMT (Simple Mail Transfer) and FTP (File Transfer Protocol) as well as generation and distribution of alarms in the case of failure in the system or exceeding of the set radiation intensity values. (author)

Workplace culture in psychiatric nursing described by nurses.

Science.gov (United States)

Kurjenluoma, K; Rantanen, A; McCormack, B; Slater, P; Hahtela, N; Suominen, T

2017-12-01

This study looks to describe the workplace culture from the viewpoints of stress, job satisfaction and practice environment. Data were collected from nurses (n = 109) using a web-based survey, The Person-Centred Nursing Index, from two purposefully selected hospital districts in Finland. Data were statistically analysed. Nurses described their workplace culture in slightly positive terms. Nurses only occasionally experienced stress (mean = 2.56, SD = 0.55) and were fairly satisfied with their job (mean = 4.75, SD = 0.66) and their practice environment (mean = 4.42, SD = 0.81). Demographic variables such as the nurses' age, length of time in nursing, time at their present hospital, working shifts and their use of patient restriction were more frequently associated with their perceived workplace culture. Older nurses and those with a longer work history in the nursing profession tended to be more satisfied with their workplace culture in psychiatric nursing. Young and/or newly graduated nurses felt more negatively on their workplace culture; this issue should be recognised and addressed with appropriate support and mentoring. Nurses who used restrictive measures were more often less satisfied with their workplace culture. Continuous efforts are needed to reduce the use of coercive measures, which challenge also the managers to support nursing practice to be more person-centred. © 2017 Nordic College of Caring Science.

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

Science.gov (United States)

Paul, Jan; Blum, Dorothy

2005-01-01

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

Spent nuclear fuel technical baseline description, Fiscal Year 1996: Volume II, supporting data

International Nuclear Information System (INIS)

Womack, J.C.

1995-11-01

The Technical Baseline Description documents the Project-Level functions and requirements, along with associated enabling assumptions, issues, trade studies, interfaces, and products. It is a snapshot in time of the baseline at the beginning of September 1995. It supports the individual subprojects in the development of lower-tier functions, requirements, and specifications in FY 1996. It also supports the need for Hanford site planning to be based on an integrated Hanford site systems engineering technical baseline; and is traceable to that baseline. This document replaces and supercedes WHC-SD-SNF-SD-003

Sex Differences in Technical Communication: A Perspective from Social Role Theory

Science.gov (United States)

Thompson, Isabelle

2004-01-01

This article interprets technical communication research about sex differences according to social role theory, which argues that sex differences are enculturated through experiences associated with social positions in the family and the workplace. It reevaluates technical communication research about sex differences in communicative and…

Technical report writing today

CERN Document Server

Riordan, Daniel G

2014-01-01

"Technical Report Writing Today" provides thorough coverage of technical writing basics, techniques, and applications. Through a practical focus with varied examples and exercises, students internalize the skills necessary to produce clear and effective documents and reports. Project worksheets help students organize their thoughts and prepare for assignments, and focus boxes highlight key information and recent developments in technical communication. Extensive individual and collaborative exercises expose students to different kinds of technical writing problems and solutions. Annotated student examples - more than 100 in all - illustrate different writing styles and approaches to problems. Numerous short and long examples throughout the text demonstrate solutions for handling writing assignments in current career situations. The four-color artwork in the chapter on creating visuals keeps pace with contemporary workplace capabilities. The Tenth Edition offers the latest information on using electronic resum...

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.

Autobiographical Writing in the Technical Writing Course

Science.gov (United States)

Gellis, Mark

2011-01-01

Professionals in the workplace are rarely asked to write autobiographical essays. Such essays, however, are an excellent tool for helping students explore their growth as professionals. This article explores the use of such essays in a technical writing class.

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.

The evaluator as technical assistant: A model for systemic reform support

Science.gov (United States)

Century, Jeanne Rose

This study explored evaluation of systemic reform. Specifically, it focused on the evaluation of a systemic effort to improve K-8 science, mathematics and technology education. The evaluation was of particular interest because it used both technical assistance and evaluation strategies. Through studying the combination of these roles, this investigation set out to increase understanding of potentially new evaluator roles, distinguish important characteristics of the evaluator/project participant relationship, and identify how these roles and characteristics contribute to effective evaluation of systemic science education reform. This qualitative study used interview, document analysis, and participant observation as methods of data collection. Interviews were conducted with project leaders, project participants, and evaluators and focused on the evaluation strategies and process, the use of the evaluation, and technical assistance. Documents analyzed included transcripts of evaluation team meetings and reports, memoranda and other print materials generated by the project leaders and the evaluators. Data analysis consisted of analytic and interpretive procedures consistent with the qualitative data collected and entailed a combined process of coding transcripts of interviews and meetings, field notes, and other documents; analyzing and organizing findings; writing of reflective and analytic memos; and designing and diagramming conceptual relationships. The data analysis resulted in the development of the Multi-Function Model for Systemic Reform Support. This model organizes systemic reform support into three functions: evaluation, technical assistance, and a third, named here as "systemic perspective." These functions work together to support the project's educational goals as well as a larger goal--building capacity in project participants. This model can now serve as an informed starting point or "blueprint" for strategically supporting systemic reform.

VISIONS2 Learning for Life Initiative. Workplace Literacy Implementation Model.

Science.gov (United States)

Walsh, Chris L.; Ferguson, Susan E.; Taylor, Mary Lou

This document presents a model for implementing workplace literacy education that focuses on giving front-line workers or first-line workers basic skills instruction and an appreciation for lifelong learning. The introduction presents background information on the model, which was developed during a partnership between a technical college and an…

The role of universities in preparing graduates to use software in the financial services workplace

Science.gov (United States)

Tickle, Leonie; Kyng, Tim; Wood, Leigh N.

2014-02-01

The role of universities in preparing students to use spreadsheet and other technical software in the financial services workplace has been investigated through surveys of university graduates, university academics, and employers. It is found that graduates are less skilled users of software than employers would like, due at least in part to a lack of structured formal training opportunities in the workplace, and a lack of targeted, coherent learning opportunities at university. The widespread and heavy use of software in the workplace means that there is significant potential for productivity gains if universities and employers address these issues.

Case studies can support definitions of workplace innovation in practice

NARCIS (Netherlands)

Vaas, F.; Žiauberytė-Jakštienė, R.; Oeij, P.R.

2017-01-01

Many practitioners find it problematic to understand and describe workplace innovation (WPI). Whereas there are well-known definitions of WPI, these remain highly abstract. We argue that, for practitioners, case examples of WPI best practices can be a valuable addition to these definitions. In this

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...

Cross-lagged relationships between workplace demands, control, support, and sleep problems.

Science.gov (United States)

Hanson, Linda L Magnusson; Åkerstedt, Torbjörn; Näswall, Katharina; Leineweber, Constanze; Theorell, Töres; Westerlund, Hugo

2011-10-01

Sleep problems are experienced by a large part of the population. Work characteristics are potential determinants, but limited longitudinal evidence is available to date, and reverse causation is a plausible alternative. This study examines longitudinal, bidirectional relationships between work characteristics and sleep problems. Prospective cohort/two-wave panel. Sweden. 3065 working men and women approximately representative of the Swedish workforce who responded to the 2006 and 2008 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). N/A. Bidirectional relationships between, on the one hand, workplace demands, decision authority, and support, and, on the other hand, sleep disturbances (reflecting lack of sleep continuity) and awakening problems (reflecting feelings of being insufficiently restored), were investigated by structural equation modeling. All factors were modeled as latent variables and adjusted for gender, age, marital status, education, alcohol consumption, and job change. Concerning sleep disturbances, the best fitting models were the "forward" causal model for demands and the "reverse" causal model for support. Regarding awakening problems, reciprocal models fitted the data best. Cross-lagged analyses indicates a weak relationship between demands at Time 1 and sleep disturbances at Time 2, a "reverse" relationship from support T1 to sleep disturbances T2, and bidirectional associations between work characteristics and awakening problems. In contrast to an earlier study on demands, control, sleep quality, and fatigue, this study suggests reverse and reciprocal in addition to the commonly hypothesized causal relationships between work characteristics and sleep problems based on a 2-year time lag.

A Study on Establishment of Nuclear Power Plant Technical Support System and Activation Plan

International Nuclear Information System (INIS)

Wi, M. H.; Park, W. S.; Lee, H. S.; Kim, J. H.; Won, B. C.; Kim, Y. H.; Goo, D. S.; Choi, H. B.

2009-11-01

This report includes activities related to establishment of 'BaroBaro nuclear plant technical support center', 'selection of nuclear plant applicable technology', and 'various information interchange between KAERI and nuclear power plant'. 'BaraBaro center was newly organized to support on resolving the technical difficulties in operation of nuclear power plant'. The center consists of 10 technical parts and a leading expert is assigned to each part to support more efficiently. This center is always served for 24 hour. The plant operators can register their problem to the center by a call, e-mail, or internet and they can receive the answer about what they issued from KAERI experts. To make a brochure, we selected 32 technologies which are applicable in nuclear plant without additional R and D activity. The brochure was distributed to the officer in charge of nuclear plant operations. Various meetings were held to increase interchange of experience and technology between KAERI and nuclear power plant and we discussed many different issues at that meeting

Manpower development for safe operation of nuclear power plant. China. Seminar on the technical support functions. Activity: 6.1.1-Task-03. Technical report

International Nuclear Information System (INIS)

Groom, S.H.

1994-01-01

The workshop which was intended to present operating experiences from utilities with a wide range of numbers of operating nuclear units. The speaker, S.H. Groom, presented N.B. Power's experience with a single nuclear unit, and intended to: Present the objectives, organization, and scope of work of the central and site Technical Service groups within N.B. Power which support the operation of the Point Lepreau NGS; Define responsibilities of, and interfaces between the on-site and the central technical service staff; Recommend methods for the establishment and maintenance of an efficient technical support group for the operation of any nuclear power plant

E-Mentoring at A Distance: An Approach to Support Professional Development in Workplaces

Directory of Open Access Journals (Sweden)

Hasan TANIS

2017-07-01

Full Text Available The rapid growth of technology has had a significant effect on educational activities. As a result of this growth, a shift has taken place from a behaviorist teaching style to a constructivist perspective which enables adult learners to build up knowledge collaboratively. Mentoring, a valuable tool within the constructivism approach, can offer a two-way knowledge-sharing environment in which participants can adopt what they learn into their workplaces through a process called transformative learning. Mentoring has now embraced technological advances so that participants can contact each other with synchronous and asynchronous communication tools such as Skype and e-mail respectively. This research project was conducted in a governmental company as a case study in order to study how the participants of mentoring understand their roles, and how they perceive these roles when communicating through Skype and e-mail. The project culminates in suggestions for a new e-mentoring model for practitioners. One of the findings in the research shows that the understanding of the mentoring relationship is diverse, and most participants have confusion about the different meanings of coaching, mentoring and consulting. However, almost all the participants agree that mentors should have a strong position to foster transformative learning in a mentoring process. Although transformative learning has not occurred in the relationships, Skype is a supporting technology for mentors to complement e-mail dialogs by clarification, and building up a trusting relationship. Moreover, some mentors often take an active role to manage and control the relationships as a leading position, but mentees mostly support this action by asking good questions and initiating meetings. Additionally, e-mail is used as a storage tool to review previous conversations, and it is used to re-schedule and initiate online meetings. Lastly, the researcher reflects on the implementation process as

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);…

Linking Gateway Technical College with Workforce Development: The SC Johnson-A Family Company Story.

Science.gov (United States)

Knudson, Edward

2004-01-01

Seven years ago, SC Johnson--A Family Company approached Gateway Technical College with a need to further strengthen their incumbent workforce's technical training and education. Retirements, brain drain, and competition for technical expertise were the forces driving SC Johnson to develop a comprehensive, flexible, and timely workplace education…

Wellness in the Workplace: Building a More Productive Institution.

Science.gov (United States)

Crazy Bull, Cheryl; Prue, Alex Sr.

2003-01-01

Discusses the challenges unique to Native Americans in the workplace. Asserts that the effects of high rates of poverty, health problems, and violence in Native communities are often visible at the office. Offers suggestions for using cultural healing strategies in the workplace to create an environment of respect and support. (NB)

Instrumentation and Controls Division, Technical Support Department Management Plan, FY 1993--FY 1996

Energy Technology Data Exchange (ETDEWEB)

Adkisson, B.P.; Kunselman, C.W.; Effler, R.P.; Miller, D.R.; Millet, A.J.; Stansberry, C.T.

1993-08-01

This report describes the organization, key functions, and major activities of the Technical Support Department The Department is the programmatic support element of the Instrumentation and Controls Division. The Department`s primary focus is the support of existing equipment and systems at Oak Ridge National Laboratory that are generally characterized as instrumentation and controls. The support takes the form of repair, calibration, fabrication, field engineering, preventive maintenance, software support, and record keeping.

Organizational Structures and Processes to Support and Sustain Effective Technical Assistance in a State-Wide Multi-Tiered System of Support Initiative

Science.gov (United States)

Morrison, Julie Q.; Russell, Christine; Dyer, Stephanie; Metcalf, Terri; Rahschulte, Rebecca L.

2014-01-01

Despite the national proliferation of technical assistance as a driver for school reform and as a model for embedded and sustained professional development, very little is known about the organizational structures and processes needed to support technical assistance. The purpose of this paper is to describe a structured needs assessment process…

Disability management practices in Ontario workplaces: employees' perceptions.

Science.gov (United States)

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

2005-07-22

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

Maternal perspectives on postpartum return to the workplace.

Science.gov (United States)

Nichols, Mary R; Roux, Gayle M

2004-01-01

To describe maternal perceptions about postpartum return to the workplace. The research framework was McCubbin and McCubbin's Resiliency Model of Family Stress, Adjustment, and Adaptation. Employed, postpartum women, who resided in six different states, were recruited from day care and primary care settings to participate in this descriptive study. Seventy-four employed, married women, who returned to the workplace within one year after childbirth. As part of a larger study, perceptions about combining multiple roles after return to the workplace are the focus for this report. Participants responded to open-ended questions about their return to the workplace during the first months after giving birth. Content analysis of those responses resulted in two major categories, Resiliency Challenges: Negative Aspects (role conflict/overload, family stress, family/child issues, finances, psychosocial issues) and Resiliency Building: Positive Aspects (social support, maternal role satisfaction, positive adaptation, career role satisfaction). The data support the premise that employed women view returning to the workforce as having more challenges than they expected because the experience was viewed as being mostly negative. Preparing for return to the workplace is an important, but neglected, topic that needs to be addressed and defined more clearly in the literature. Therefore, future research is needed to identify resources and interventions that will help women experience fewer challenges associated with postpartum employment.

Spirituality in the Healthcare Workplace

Directory of Open Access Journals (Sweden)

Donia Baldacchino

2017-11-01

could support personal and workplace spirituality.

Workplace Bullying Among the Nursing Staff of Greek Public Hospitals.

Science.gov (United States)

Karatza, Christine; Zyga, Sofia; Tziaferi, Styliani; Prezerakos, Panagiotis

2017-02-01

In this quantitative, cross-sectional study, the authors identified the impact of workplace bullying on nursing staff employed at select Greek public hospitals. They conducted the study using the Negative Acts Questionnaire with a convenience sample of 841 participants employed by five Greek hospitals in the 1st Regional Health Authority of Attica. One third of the respondents reported having been psychologically harassed at work in the past 6 months. According to the results, the impact workplace bullying has on nursing staff varies depending on the existence of a supportive familial or friend environment and if nurses parent children. These findings demonstrate the value of family and friend support when coping with workplace bullying.

Female employees' perceptions of organisational support for breastfeeding at work: findings from an Australian health service workplace

Directory of Open Access Journals (Sweden)

Weber Danielle

2011-11-01

Full Text Available Abstract Background Women's return to work can be a significant barrier to continued breastfeeding. Workplace policies and practices to promote and support continued, and longer duration of, breastfeeding are important. In the context of the introduction of a new breastfeeding policy for Area Health Services in New South Wales, Australia, a baseline survey was conducted to describe current practices and examine women's reports of perceived organisational support on breastfeeding intention and practice. Methods A cross sectional survey of female employees of the Sydney South West Area Health Service was conducted in late 2009. A mailed questionnaire was sent to 998 eligible participants who had taken maternity leave over the 20-month period from January 2008 to August 2009. The questionnaire collected items assessing breastfeeding intentions, awareness of workplace policies, and the level of organisational and social support available. For those women who had returned to work, further questions were asked to assess the perceptions and practices of breastfeeding in the work environment, as well as barriers and enabling factors to combining breastfeeding and work. Results Returning to work was one of the main reasons women ceased breastfeeding, with 60 percent of women intending to breastfeed when they returned to work, but only 40 percent doing so. Support to combine breastfeeding and work came mainly from family and partners (74% and 83% respectively, with little perceived support from the organisation (13% and human resources (6%. Most women (92% had received no information from their managers about their breastfeeding options upon their return to work, and few had access to a room specially designated for breastfeeding (19%. Flexible work options and lactation breaks, as well as access to a private room, were identified as the main factors that facilitate breastfeeding at work. Conclusions Enabling women to continue breastfeeding at work has

Female employees' perceptions of organisational support for breastfeeding at work: findings from an Australian health service workplace.

Science.gov (United States)

Weber, Danielle; Janson, Anneka; Nolan, Michelle; Wen, Li Ming; Rissel, Chris

2011-11-30

Women's return to work can be a significant barrier to continued breastfeeding. Workplace policies and practices to promote and support continued, and longer duration of, breastfeeding are important. In the context of the introduction of a new breastfeeding policy for Area Health Services in New South Wales, Australia, a baseline survey was conducted to describe current practices and examine women's reports of perceived organisational support on breastfeeding intention and practice. A cross sectional survey of female employees of the Sydney South West Area Health Service was conducted in late 2009. A mailed questionnaire was sent to 998 eligible participants who had taken maternity leave over the 20-month period from January 2008 to August 2009. The questionnaire collected items assessing breastfeeding intentions, awareness of workplace policies, and the level of organisational and social support available. For those women who had returned to work, further questions were asked to assess the perceptions and practices of breastfeeding in the work environment, as well as barriers and enabling factors to combining breastfeeding and work. Returning to work was one of the main reasons women ceased breastfeeding, with 60 percent of women intending to breastfeed when they returned to work, but only 40 percent doing so. Support to combine breastfeeding and work came mainly from family and partners (74% and 83% respectively), with little perceived support from the organisation (13%) and human resources (6%). Most women (92%) had received no information from their managers about their breastfeeding options upon their return to work, and few had access to a room specially designated for breastfeeding (19%). Flexible work options and lactation breaks, as well as access to a private room, were identified as the main factors that facilitate breastfeeding at work. Enabling women to continue breastfeeding at work has benefits for the infant, employee and organisation. However, this

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.

The Sherlock Librarian: Investigating the Workplace

OpenAIRE

Sewell, CE

2017-01-01

Library staff are often involved in problem solving as part of their daily roles, either on behalf of users or for themselves. Conducting research in the workplace is the next step but many find this a difficult one to take and often don't consider their work as research. Undertaking research in the workplace, both formal and informal, can help to generate solutions to problems, support a case of find out about your library but where do you start? This one hour workshop introduces participant...

Workplace Discrimination: An Additional Stressor for Internationally Educated Nurses.

Science.gov (United States)

Baptiste, Maria M

2015-08-18

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

41 CFR 102-79.110 - What Integrated Workplace policy must Federal agencies strive to promote?

Science.gov (United States)

2010-07-01

... capital costs over a substantial time period; and (i) Support alternative workplace arrangements... Workplace policy must Federal agencies strive to promote? 102-79.110 Section 102-79.110 Public Contracts and... Integrated Workplace § 102-79.110 What Integrated Workplace policy must Federal agencies strive to promote...

76 FR 66311 - Draft Documents To Support Submission of an Electronic Common Technical Document; Availability

Science.gov (United States)

2011-10-26

...] Draft Documents To Support Submission of an Electronic Common Technical Document; Availability AGENCY... making regulatory submissions in electronic format using the electronic Common Technical Document (eCTD....S. regional document type definition, version 3.0) and ``Comprehensive Table of Contents Headings...

Technical Issues Map for the NHI System Interface and Support Systems Area: 3rd Quarter FY 07

International Nuclear Information System (INIS)

Steven R. Sherman

2007-01-01

This document provides a mapping of technical issues associated with development of the Next Generation Nuclear Plant (NGNP) intermediate heat transport loop and nuclear hydrogen plant support systems to the work that has been accomplished or is currently underway. The technical issues are ranked according to priority and by assumed resolution dates. Due to funding limitations, not all high-priority technical issues are under study at the present time, and more resources will need to be dedicated to tackling such issues in the future. This technical issues map is useful for understanding the relative importance of various technical challenges and will be used as a planning tool by the NHI technical leadership for future work package planning. The technical map in its present form will be discontinued in FY08 and will be folded into a larger NHI System Interface and Support Systems project management plan and scope baseline statement in FY08

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.

Workplace violence: a study of Turkish workers.

Science.gov (United States)

Aytac, Serpil; Bozkurt, Veysel; Bayram, Nuran; Yildiz, Selver; Aytac, Mustafa; Akinci, Fusun Sokullu; Bilgel, Nazan

2011-01-01

This research was conducted to address the experience of workplace violence of Turkish workers from different sectors and to investigate the impact of the exposed violence on their psychological well-being. Data were collected anonymously with printed questionnaires from the volunteer participants and depended on self-reporting. The response rate was 79.0% (1708/2161). The prevalence of workplace violence was found to be 44.8%. The most common type was verbal violence together with mobbing (bullying). Victims of physical violence were mostly males, whereas females were found to be victims of verbal, psychological and sexual violence. Most cases did not result in legal action and the victims remained silent. Psychological well-being of exposed workers in terms of depression, anxiety and stress seemed to deteriorate. Workplace violence remains a silent epidemic in Turkey. Preventive measures against workplace violence and social support for violated workers do not exist.

Designing equitable workplace dietary interventions: perceptions of intervention deliverers.

Science.gov (United States)

Smith, Sarah A; Visram, Shelina; O'Malley, Claire; Summerbell, Carolyn; Araujo-Soares, Vera; Hillier-Brown, Frances; Lake, Amelia A

2017-10-16

Workplaces are a good setting for interventions that aim to support workers in achieving a healthier diet and body weight. However, little is known about the factors that impact on the feasibility and implementation of these interventions, and how these might vary by type of workplace and type of worker. The aim of this study was to explore the views of those involved in commissioning and delivering the Better Health at Work Award, an established and evidence-based workplace health improvement programme. One-to-one semi-structured interviews were conducted with 11 individuals in North East England who had some level of responsibility for delivering workplace dietary interventions. Interviews were transcribed verbatim and analysed using thematic framework analysis. A number of factors were felt to promote the feasibility and implementation of interventions. These included interventions that were cost-neutral (to employee and employer), unstructured, involved colleagues for support, took place at lunchtimes, and were well-advertised and communicated via a variety of media. Offering incentives, not necessarily monetary, was perceived to increase recruitment rates. Factors that militate against feasibility and implementation of interventions included worksites that were large in size and remote, working patterns including shifts and working outside of normal working hours that were not conducive to workers being able to access intervention sessions, workplaces without appropriate provision for healthy food on site, and a lack of support from management. Intervention deliverers perceived that workplace dietary interventions should be equally and easily accessible (in terms of cost and timing of sessions) for all staff, regardless of their job role. Additional effort should be taken to ensure those staff working outside normal working hours, and those working off-site, can easily engage with any intervention, to avoid the risk of intervention-generated inequalities (IGIs).

Effects of workplace bullying on how women work.

Science.gov (United States)

MacIntosh, Judith; Wuest, Judith; Gray, Marilyn Merritt; Aldous, Sarah

2010-11-01

Work is central to well-being but working is problematic when people experience workplace bullying, which includes psychological, physical, and sexual abuse or harassment. The purpose of the present grounded theory study was to extend current understanding, from the perspective of women, of how workplace bullying affects their work and how they engage in the workforce. The study was conducted in eastern Canada with 36 English-speaking women who had been bullied in the workplace. They reported mainly psychological bullying. The central problem for women is they cannot continue working as they had before the workplace bullying. The authors named a four-stage process of how women address this problem as "Doing Work Differently." The four stages are Being Conciliatory, Reconsidering, Reducing Interference, and Redeveloping Balance. The process is influenced by women's support systems, the effects on their health, and financial circumstances. There are implications for public education, workplace policies, and health care workers.

Active Control of Thermostatic Loads for Economic and Technical Support to Distribution Grids

DEFF Research Database (Denmark)

Bhattarai, Bishnu Prasad; Mendaza, Iker Diaz de Cerio; Bak-Jensen, Birgitte

2016-01-01

Active control of electric water heaters (EWHs) is presented in this paper as a means of exploiting demand flexibility for supporting low-voltage (LV) distribution grids. A single-node model of an EWH is implemented in DIgSILENT PowerFactory using a thermal energy balancing equation and three...... decentralized control schemes are designed to ensure consumer comfort, economic benefit to the consumer, and technical support to LV grids. First, a price-based control that adaptively adjusts an allowable energy band per electricity price is implemented to ensure economic benefit. Next, an adaptive update...... of the energy band is done based on feeder loading to respect thermal grid constraints. Finally, a voltage-based control is implemented to provide real-time voltage support to the LV grids. Simulation results demonstrate the capability of the presented method to realize both economic and technical advantages...

Building a Case-Based Design Assistant for Workplace Environment Design

NARCIS (Netherlands)

Mallory-Hill, S.M.; Timmermans, H.J.P.

1998-01-01

This paper reports on the early stages of development of a case-based design tool. The purpose of this tool, called the Workplace Environment Design Advisor (WEDA), is to support architects in the conceptual design of workplace environments. The objective of this system is to provide electronic

An exploratory study of barriers to inclusion in the European workplace.

Science.gov (United States)

Moody, Louise; Saunders, Janet; Leber, Marjan; Wójcik-Augustyniak, Marzena; Szajczyk, Marek; Rebernik, Nataša

2017-10-01

The European Disability Strategy (2010-2020) seeks to significantly raise the proportion of people with disabilities working in the open labour market. The ERGO WORK project is a collaboration of academic and industrial partners in six European countries, focused on understanding and tackling barriers to workplace inclusion for workers with disabilities. This study sought to explore the perceptions and needs of stakeholders in terms of workplace adaptation to the needs of employees with disabilities. An exploratory online survey was completed by 480 participants across six countries. The analysis suggests that workplaces could be further improved to meet the needs of employees with considerable scope for training within companies to raise awareness about employees' needs, employers' obligations and workplace adaptation. This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees. Implications for rehabilitation This study suggests there is considerable scope for workplace adaptation and improvements to meet the needs of employees with disabilities. Employers need and want further specialist practitioner guidance to facilitate workplace inclusion and support adaptation to individual needs. Organisations would benefit from training to raise awareness about potential solutions and approaches that would support more widespread employment of people with disabilities.

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

Science.gov (United States)

Park, Yoonhee; Jacobs, Ronald L.

2011-01-01

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

Making the Workplace Work

Centers for Disease Control (CDC) Podcasts

2007-11-01

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

Technical and scientific support of nuclear power development in Belarus

International Nuclear Information System (INIS)

Mikhalevich, A.

2007-01-01

In the end of 1986 the construction of the first NPP in Belarus was stopped after Chernobyl accident but investigations in the nuclear field were continued. Recently the decision about nuclear power development has been accepted again. Therefore at present technical and scientific support of managerial, administrative and organisational decisions and activities in this sphere is of great importance. (author)

Technical Targets - A Tool to Support Strategic Planning in the Subsurface Contaminants Focus Area

International Nuclear Information System (INIS)

Looney, B.B.

2002-01-01

The Subsurface Contaminants Focus Area (SCFA) is supported by a lead laboratory consisting of technical representatives from DOE laboratories across the country. This broadly representative scientific group has developed and implemented a process to define Technical Targets to assist the SCFA in strategic planning and in managing their environmental research and development portfolio. At an initial meeting in Golden Colorado, an initial set of Technical Targets was identified using a rapid consensus based technical triage process. Thirteen Technical Targets were identified and described. Vital scientific and technical objectives were generated for each target. The targets generally fall into one of the following five strategic investment categories: Enhancing Environmental Stewardship, Eliminating Contaminant Sources, Isolating Contaminants, Controlling Contaminant Plumes, Enabling DOEs CleanUp Efforts. The resulting targets and the detail they comprise on what is, and what is not, needed to meet Environmental Management needs provide a comprehensive technically-based framework to assist in prioritizing future work and in managing the SCFA program

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...

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

Directory of Open Access Journals (Sweden)

Kürşad Zorlu

2016-01-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

Directory of Open Access Journals (Sweden)

Kursad Zorlu

2014-07-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

Evaluation of forearm support provided by the Workplace Board on perceived tension, comfort and productivity in pregnant and non-pregnant computer users.

Science.gov (United States)

Slot, Tegan; Charpentier, Karine; Dumas, Geneviève; Delisle, Alain; Leger, Andy; Plamondon, André

2009-01-01

The aim of the study was to evaluate the effect of forearm support provided by the Workplace Board on perceived tension, comfort and productivity among pregnant and non-pregnant female computer workers. Ten pregnant and 18 non-pregnant women participated in the study. Participants completed three sets of tension/discomfort questionnaires at two week intervals. The first set was completed prior to any workstation intervention; the second set was completed after two weeks working with an ergonomically adjusted workstation; the third set was completed after two weeks working with the Workplace Board integrated into the office workstation. With the Workplace Board, decreased perceived tension was reported in the left shoulder, wrist and low back in non-pregnant women only. The Board was generally liked by all participants, and increased comfort and productivity in all areas, with the exception of a negative effect on productivity of general office tasks. The board is suitable for integration in most office workstations and for most users, but has no special benefits for pregnant women.

Assessing the validity of measures of an instrument designed to measure employees' perceptions of workplace breastfeeding support.

Science.gov (United States)

Greene, Sally W; Wolfe, Edward W; Olson, Beth H

2008-09-01

Breastfeeding rates among working mothers are lower than among mothers who are not employed. An ecological framework suggests that health behaviors, such as breastfeeding, are influenced by intrapersonal and environmental factors. There is no existing instrument to measure women's perception of the workplace environment in providing breastfeeding support. The objective of this study was to pilot an instrument measuring perceptions of the work climate for breastfeeding support among working women. Data were collected from self-administered mailed questionnaires filled out by 104 pregnant women or women who had recently given birth and were employed and breastfeeding. Dimensionally analyses supported the two-dimensional model suggested by the literature. Internal consistency reliability coefficients were high (near 0.90), and the correlation between the subscales was moderately strong (0.68). Only a single item exhibited misfit to the scaling model, and that item was revised after review.

Investigation of students' experiences of gendered cultures in engineering workplaces

Science.gov (United States)

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

2018-05-01

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

Evaluation of a workplace bullying cognitive rehearsal program in a hospital setting.

Science.gov (United States)

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

2011-09-01

Workplace bullying is a serious problem faced by nurses nationally. This study was conducted to determine the frequency of workplace bullying and evaluate the effectiveness of a training program on cognitive rehearsal of responses to common bullying behaviors. This program to increase staff nurses' knowledge of management of workplace bullying consisted of three components: pilot survey testing, a piloted Internet-based survey administered to the medical and surgical nurses, and a 2-hour cognitive rehearsal training program on management of workplace bullying. The results showed that 80% of the nurses surveyed had experienced workplace bullying over the previous year. After the training program, nurses' knowledge of workplace bullying management significantly increased. Additionally, nurses were significantly more likely to report that they had observed bullying and had bullied others. Further, nurses felt more adequately prepared to handle workplace bullying. Results of the research support the provision of a workplace bullying management program for nurses and the need for a specific policy on workplace bullying. Copyright 2011, SLACK Incorporated.

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

Workplace Bullying and Work Engagement: A Self-Determination Model.

Science.gov (United States)

Goodboy, Alan K; Martin, Matthew M; Bolkan, San

2017-06-01

This study modeled motivational mechanisms that explain the negative effects of workplace bullying on work engagement. Guided by self-determination theory, workplace bullying was predicted to decrease worker engagement indirectly, due to the denial of employees' basic psychological needs and their intrinsic motivation to work. From a sample of 243 full-time employees, serial multiple mediation models revealed that the indirect relationships between workplace bullying and work engagement (i.e., vigor, dedication, absorption) were serially mediated by basic psychological needs and intrinsic motivation to work. In support of self-determination theory, this study revealed that workplace bullying indirectly disengages employees from their work by denying them of their autonomy and relatedness needs and thwarting their motivation to perform work in a fulfilling way.

Workplace analysis and radiation protection; L'etudes de poste et radioprotection

Energy Technology Data Exchange (ETDEWEB)

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.

2010-07-01

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.)

Evidence based workplace interventions to promote breastfeeding practices among Pakistani working mothers.

Science.gov (United States)

Hirani, Shela Akbar Ali; Karmaliani, Rozina

2013-03-01

Breastfeeding is an essential source of nutrition for young babies; however, it is challenging for employed mothers to continue breastfeeding with employment, especially if workplace support is minimal or missing. In Pakistan, from 1983 to 2008, the prevalence of breastfeeding at 6 months has decreased from 96% to 31%. In this region, workplace barriers have been reported as one of the reasons that result in early cessation of breastfeeding among working mothers. This paper aims at reviewing global literature to explore workplace interventions that can promote the breastfeeding practices among working mothers in Pakistan. A literature search of peer reviewed databases, including CINHAL (1980-2009), MEDLINE (1980-2009), Pub Med (1980-2009), Springer Link (1980-2008), and Cochrane Database of Systematic Reviews (3rd quarter, 2008), was undertaken. Considering the pre-set inclusion and exclusion criteria, out of more than 500 literature sources, 50 were shortlisted and reviewed. A review of global literature revealed that in order to promote breastfeeding practices among employed mothers, the most powerful workplace interventions include: educating working mothers about management of breastfeeding with employment; enhancing employers' awareness about benefits of breastfeeding accommodation at workplace; arranging physical facilities for lactating mothers (including privacy, childcare facilities, breast pumps, and breast milk storage facilities); providing job-flexibility to working mothers; and initiating mother friendly policies at workplace that support breastfeeding. In Pakistani workplace settings, where little attention is paid to sustain breastfeeding practices among working mothers, there is a need to initiate lactation support programmes. These programmes can be made effective by implementing composite interventions at the level of breastfeeding working mothers, employers, and workplace. Copyright © 2012 Australian College of Midwives. Published by Elsevier

Evaluating Workplace English Language Programs

Science.gov (United States)

Ekkens, Kristin; Winke, Paula

2009-01-01

Companies across the United States provide workplace English classes to non-native-English-speaking employees to increase productivity, retention, and on-the-job safety. Institutions that financially support the programs often require evidence of learning through standardized tests as a prerequisite for continued funding. However, the tests…

Workplace Ostracism Seen through the Lens of Power

Science.gov (United States)

Fiset, John; Al Hajj, Raghid; Vongas, John G.

2017-01-01

Drawing on approach/inhibition theory of power, we investigated two factors that influence the manner by which victims react to workplace ostracism: the hierarchical status of the ostracizer and the level of an ostracizee’s external social support including family, friends, and significant others. Across an experimental vignette study (Study 1) and a field study (Study 2), we found support for a three-way interaction with felt ostracism, ostracizee external social support, and ostracizer status influencing victims’ organizational citizenship behavior and deviance directed toward other individuals. In addition, felt ostracism and ostracizee external social support interacted to predict turnover intentions. Overall, victims who were ostracized by a legitimate higher-status authority (e.g., manager) and whose external social support network was limited experienced the most negative outcomes across both studies. Our findings suggest that contextual factors both inside and outside the organization jointly impact the way in which individuals react to perceived workplace ostracism. Implications and future research directions are discussed. PMID:28928702

Workplace Ostracism Seen through the Lens of Power

Directory of Open Access Journals (Sweden)

John Fiset

2017-09-01

Full Text Available Drawing on approach/inhibition theory of power, we investigated two factors that influence the manner by which victims react to workplace ostracism: the hierarchical status of the ostracizer and the level of an ostracizee’s external social support including family, friends, and significant others. Across an experimental vignette study (Study 1 and a field study (Study 2, we found support for a three-way interaction with felt ostracism, ostracizee external social support, and ostracizer status influencing victims’ organizational citizenship behavior and deviance directed toward other individuals. In addition, felt ostracism and ostracizee external social support interacted to predict turnover intentions. Overall, victims who were ostracized by a legitimate higher-status authority (e.g., manager and whose external social support network was limited experienced the most negative outcomes across both studies. Our findings suggest that contextual factors both inside and outside the organization jointly impact the way in which individuals react to perceived workplace ostracism. Implications and future research directions are discussed.

Workplace Ostracism Seen through the Lens of Power.

Science.gov (United States)

Fiset, John; Al Hajj, Raghid; Vongas, John G

2017-01-01

Drawing on approach/inhibition theory of power, we investigated two factors that influence the manner by which victims react to workplace ostracism: the hierarchical status of the ostracizer and the level of an ostracizee's external social support including family, friends, and significant others. Across an experimental vignette study (Study 1) and a field study (Study 2), we found support for a three-way interaction with felt ostracism, ostracizee external social support, and ostracizer status influencing victims' organizational citizenship behavior and deviance directed toward other individuals. In addition, felt ostracism and ostracizee external social support interacted to predict turnover intentions. Overall, victims who were ostracized by a legitimate higher-status authority (e.g., manager) and whose external social support network was limited experienced the most negative outcomes across both studies. Our findings suggest that contextual factors both inside and outside the organization jointly impact the way in which individuals react to perceived workplace ostracism. Implications and future research directions are discussed.

NASA/DOD Aerospace Knowledge Diffusion Research Project. Paper 60: Culture and Workplace Communications: A Comparison of the Technical Communications Practices of Japanese and US Aerospace Engineers and Scientists

Science.gov (United States)

Pinelli, Thomas E.; Sato, Yuko; Barclay, Rebecca O.; Kennedy, John M.

1997-01-01

The advent of global markets elevates the role and importance of culture as a mitigating factor in the diffusion of knowledge and technology and in product and process innovation. This is especially true in the Large Commercial Aircraft (LCA) sector where the production and market aspects are becoming increasingly international. As firms expand beyond their national borders, using such methods as risk- sharing partnerships, joint ventures, outsourcing, and alliances, they have to contend with national and corporate cultures. Our focus is on Japan, a 'program participant' in the production of the Boeing Company's 777; the influence of Japanese culture on the diffusion of knowledge and technology in aerospace at the national and international levels; those cultural determinants-the propensity to work together, a willingness to subsume individual interests to a greater good, and an emphasis on consensual decisionmaking-that have a direct bearing on the ability of Japanese firms to form alliances and compete in international markets; and those cultural determinants thought to influence the information- seeking behaviors and workplace communication practices of Japanese aerospace engineers and scientists. In this paper, we report selective results from a survey of Japanese and U.S. aerospace engineers and scientists that focused on workplace communications. Data are presented for the following topics: importance of and time spent communicating information, collaborative writing, need for an undergraduate course in technical communication, use of libraries, use and importance of electronic (computer) networks, and the use and importance of foreign and domestically produced technical reports.

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

Science.gov (United States)

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

2015-01-01

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

Integration of Photovoltaics in Buildings—Support Policies Addressing Technical and Formal Aspects

Directory of Open Access Journals (Sweden)

Thorsten Schuetze

2013-06-01

Full Text Available The integration of photovoltaic (PV generators in the envelope of a building by means of building-integrated photovoltaics (BIPV offers an immense potential, both in market development and the production of renewable electric energy that is close to the point of electricity consumption. In Germany, for example, by integrating photovoltaics in buildings up to 50% of the electricity demand can be covered. The political support of BIPV would contribute to the development and installation of BIPV components and therefore also promote the development of new business areas for industries dealing with components used in building envelopes and photovoltaic generators. BIPV can be separated into three different integration types: “technical”, “formal” and “technical & formal”. Political instruments for the support of PV-installations, particularly BIPV are discussed in this paper using Germany and France as examples. Due to successful financial support policies, PV became the most powerful electricity production technology in Germany. In France, the unique financial support of BIPV is resulting in an exemplary development and growth of certified BIPV components available on the market and, from a technical, aesthetic architectural and legal certainty point of view, facilitating the easy and widespread integration of photovoltaic generators in buildings.

Consultation on AIDS and the workplace.

Science.gov (United States)

1988-12-01

The 1988 Consultation on Acquired Immunodeficiency Syndrome (AIDS) and the Workplace, organized by the World Health Organization (WHO), addressed 3 issues: 1) risk factors associated with human immunodeficiency virus (HIV) infection in the workplace, 2) the response of businesses and workers to the AIDS epidemic, and 3) use of the workplace for AIDS education. There is no evidence to suggest that HIV can be transmitted by casual, person-to-person contact in the workplace. The central policy issue for businesses concerns protection of the human rights of workers with HIV infection. Most workers with HIV/AIDS want to continue working as long as they are able to, and they should be enabled to contribute their creativity and productivity in a supportive occupational setting. Consistent policies and procedures should be developed at national and enterprise levels before HIV-related questions arise in the workplace. Such policies should be communicated to all concerned, continually reviewed in the light of scientific and epidemiologic evidence, monitored for their successful implementation, and evaluated for their effectiveness. Pre-employment HIV/AIDS screening, whether for assessment of fitness to work or for insurance purposes, should not be required and raises serious concerns about discrimination. Moreover, there should be no obligation on the worker's part to inform his or her employer if HIV infection develops. Information and educational activities at the workplace are essential to create the climate of collective responsibility and mutual understanding required to protect individuals with HIV or AIDS from stigmatization and discrimination by co-workers, employers or clients, and unions.

Tools to support important technical decisions during accident conditions

International Nuclear Information System (INIS)

Tenschert, J.; Bergiers, C.

2008-01-01

To handle design basis and beyond design basis accidents with intact reactor core, Nuclear Power Plants are using Emergency Operating Procedures (EOP) that they may have developed based on the generic Westinghouse Emergency Response Guidelines. Even though the EOPs are very directive, some questions are left to external support, i.e. to a team of persons constituting the so-called Technical Support Center (TSC). The Pressurized Water Reactor Owner Group (PWROG, previously Westinghouse Owner Group, WOG) has developed a TSC manual to support this group in their decision making process. Because of the specific and particular design of the Beznau NPP (KKB) Safety Systems, development of a plant-specific TSC manual required a lot of additions compared to the generic material. This plant-specific TSC manual is a helpful tool for the Site Emergency Director (SED) of the KKB to better evaluate issues and potential concerns arising while executing the EOPs. The majority of considered issues are relevant for beyond design basis accidents and external events. (orig.)

Diversity to Inclusion: Expanding Workplace Capability Thinking around Aboriginal Career Progression

Science.gov (United States)

Morris, Kaye

2015-01-01

Optimally all individuals should contribute fully to the collective spirit and human capital within the workplace, supporting and enabling the development of a mature workforce. Human resource policies endeavour to address diversity and inclusion in the workplace through a variety of methodologies including training and professional development…

Workplace Policies and Mental Health among Working-Class, New Parents.

Science.gov (United States)

Perry-Jenkins, Maureen; Smith, JuliAnna Z; Wadsworth, Lauren Page; Halpern, Hillary Paul

2017-01-01

Little research has explored linkages between workplace policies and mental health in working-class, employed parents, creating a gap in our knowledge of work-family issues across social class levels. The current U.S. study addresses this gap by employing hierarchical linear modeling techniques to examine how workplace policies and parental leave benefits predicted parents' depressive symptoms and anxiety in a sample of 125, low-income, dual-earner couples interviewed across the transition to parenthood. Descriptive analyses revealed that, on average, parents had few workplace policies, such as schedule flexibility or child care supports, available to them. Results revealed, however, that, when available, schedule flexibility was related to fewer depressive symptoms and less anxiety for new mothers. Greater child care supports predicted fewer depressive symptoms for fathers. In terms of crossover effects, longer maternal leave predicted declines in fathers' anxiety across the first year. Results are discussed with attention to how certain workplace policies may serve to alleviate new parents' lack of time and resources (minimize scarcity of resources) and, in turn, predict better mental health during the sensitive period of new parenthood.

College student mental health and quality of workplace relationships.

Science.gov (United States)

Vaughn, Allison A; Drake, Richard R; Haydock, Sarah

2016-01-01

The goal of this study was to examine the effect of quality of workplace relationships on the mental health of employed undergraduates, with work-related variables as a potential mechanism. Participants were 170 employed students (76% female, average age = 19.9) recruited in March 2011. Most worked part-time and had been at their jobs over a year. Students were recruited from an undergraduate introductory psychology course and completed online surveys about the quality of workplace relationships, mental health (ie, somatic stress symptoms, depression, anxiety, and life satisfaction), and work-related variables (ie, job satisfaction, support, turnover and burnout). Students who reported having workplace relationships with co-occurring positivity and negativity had worse self-reported mental health outcomes than students reporting having wholly positive relationships. The relationship between workplace relationship quality and mental health was mediated by negative work-related variables. Workplace relationships-even in part-time employment settings-influence college students' mental health.

Workplace violence in hospitals: safe havens no more.

Science.gov (United States)

Warren, Bryan

2011-01-01

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

Evaluating the utility of workplace-based assessment tools for speciality training.

Science.gov (United States)

Setna, Z; Jha, V; Boursicot, K A M; Roberts, T E

2010-12-01

Workplace assessment has been incorporated into speciality training in the UK following changes in the training and work patterns within the National Health Service (NHS). There are various types of assessment tools that have been adopted to assess the clinical competence of trainees. In obstetrics and gynaecology, these include mini-CEX, Objective Structured Assessment of Technical skills (OSATS) and case-based discussion (CbDs). This review provides a theoretical background of workplace assessment and the educational framework that may be adopted to evaluate their effectiveness. It summarises current evidence for the utility of these tools with regard to reliability, validity, acceptability, educational impact and cost. Copyright © 2010 Elsevier Ltd. All rights reserved.

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.

Bystander Helping Behavior in Response to Workplace Bullying

OpenAIRE

Hellemans, Catherine; Dal Cason, Davide; Casini, Annalisa

2017-01-01

This research examines the role of colleagues in workplace bullying. While colleagues could often intervene to support the victim or stop the situation, passive behaviors and non-intervention are more frequent. The bystander effect highlighted by Latané and Darley (1970) has been studied in the context of school bullying and sexual harassment, but only rarely in the context of workplace bullying. We tested the impact of the belief in a just world for others, self-efficacy, perceived severity,...

Chemistry, manufacturing and control (CMC) and clinical trial technical support for influenza vaccine manufacturers.

Science.gov (United States)

Wahid, Rahnuma; Holt, Renee; Hjorth, Richard; Berlanda Scorza, Francesco

2016-10-26

With the support of the Biomedical Advanced Research and Development Authority (BARDA) of the US Department of Health and Human Services, PATH has contributed to the World Health Organization's (WHO's) Global Action Plan for Influenza Vaccines (GAP) by providing technical and clinical assistance to several developing country vaccine manufacturers (DCVMs). GAP builds regionally based independent and sustainable influenza vaccine production capacity to mitigate the overall global shortage of influenza vaccines. The program also ensures adequate influenza vaccine manufacturing capacity in the event of an influenza pandemic. Since 2009, PATH has worked closely with two DCVMs in Vietnam: the Institute of Vaccines and Medical Biologicals (IVAC) and VABIOTECH. Beginning in 2013, PATH also began working with Torlak Institute in Serbia; Instituto Butantan in Brazil; Serum Institute of India Private Ltd. in India; and Changchun BCHT Biotechnology Co. (BCHT) in China. The DCVMs supported under the GAP program all had existing influenza vaccine manufacturing capability and required technical support from PATH to improve vaccine yield, process efficiency, and product formulation. PATH has provided customized technical support for the manufacturing process to each DCVM based on their respective requirements. Additionally, PATH, working with BARDA and WHO, supported several DCVMs in the clinical development of influenza vaccine candidates progressing toward national licensure or WHO prequalification. As a result of the activities outlined in this review, several companies were able to make excellent progress in developing state-of-the-art manufacturing processes and completing early phase clinical trials. Licensure trials are currently ongoing or planned for several DCVMs. Copyright © 2016 Elsevier Ltd. All rights reserved.

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

Science.gov (United States)

2010-07-30

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

University and workplace cultures: their impact on the development of lifelong learners

International Nuclear Information System (INIS)

Sim, J.; Zadnik, M.G.; Radloff, A.

2003-01-01

Purpose: Literature has shown the importance of lifelong learning in the education of today's workforce and the crucial role of Higher Education in preparing graduates for lifelong learning. A national study on lifelong learning in the medical radiation science (MRS refers to all aspects of diagnostic imaging and radiation therapy) profession in Australia and undergraduate courses was conducted in 1999. Based on the results of this study, this paper focuses on the relationship between university and workplace culture and evaluates how these cultures impact on the development of lifelong learners in the profession. Methods: Both qualitative and quantitative approaches were used to determine the importance of lifelong learning amongst stakeholders in the universities and the workplace. These included conducting a survey of heads of MRS schools, focus group discussion and interviews with MRS academics, and nationwide surveys of MRS students, practitioners and heads of clinical departments. Results: While Australian MRS schools are supportive of lifelong learning in terms of their course objectives, teaching approaches and assessment methods, the workplace culture in MRS for lifelong learning was not supportive. This is evidenced in the failure to provide a supportive learning environment, inadequate support for research initiatives and the exclusion of lifelong learning attributes from the job selection criteria for new graduates entering the workforce. Conclusions: The discrepancy between university and workplace culture represents a major obstacle in the development of lifelong learning attributes amongst MRS students and practitioners. Universities assume a vital role in the development and promotion of lifelong learning among students. However, it is equally important that the workplace culture also provides an environment that supports lifelong learning

Workplace bullying among nurses and their related factors in Japan: a cross-sectional survey.

Science.gov (United States)

Yokoyama, Mami; Suzuki, Miho; Takai, Yukari; Igarashi, Ayumi; Noguchi-Watanabe, Maiko; Yamamoto-Mitani, Noriko

2016-09-01

To explore the association between workplace bullying and workplace environment factors among nurses in Japan. Workplace bullying among nurses is increasing globally and occurs more frequently than among other professions. However, there is little information on the impact of workplace environment factors on nurse bullying in Japan. A cross-sectional survey using a self-administered questionnaire. Participants were 1152 nurses recruited at seminars or training courses outside of their workplaces in Tokyo. Workplace bullying was measured using the Negative Acts Questionnaire-Revised. Participants were considered to have been 'bullied' if they reported experiencing at least one negative act on a daily or weekly basis. Workplace environment factors were measured using the Practice Environment Scale of the Nursing Work Index, which comprises five domains: nurse participation in hospital affairs; nursing foundations for quality of care; nurse manager ability, leadership and support of nurses; staffing and resource adequacy; and collegial nurse-physician relationships. A total of 898 (78·0%) questionnaires were returned, of which 825 (71·6%) were analysed. Altogether, 153 (18·5%) nurses were considered 'bullied.' The three most frequent negative acts reported as occurring on a weekly or daily basis were 'someone withholding information which affects your performance' (6·7%), 'being exposed to an unmanageable workload' (4·4%) and 'being shouted at or being the target of spontaneous anger (or rage)' (3·6%). Logistic regression analysis indicated that 'bullied' were associated with low scores on two work environment domains: nurse manager ability, leadership and support of nurses and staffing and resource adequacy. Effective nurse manager leadership and support as well as appropriate staffing management may positively influence workplace bullying among nurses in Japan. Authentic leadership styles and allowing nurses to easily request days off might also be important

Facilitating computer supported cooperative work with socio-technical self-descriptions

OpenAIRE

Kunau, Gabriele

2006-01-01

How can the concept of self-description from newer systems theory be used for improving the co-evolvement of software engineering and organizational change in CSCW-projects? This thesis suggests transferring the concept of self-description into a concept of socio-technical self-description allowing an organization to describe its own computer supported work processes. The presentation of results is organized in four steps: First, a theoretical foundation is elaborated; second, an initial meth...

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

Science.gov (United States)

Frone, Michael R.; Trinidad, Jonathan R.

2014-01-01

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

Managers' social support: Facilitators and hindrances for seeking support at work.

Science.gov (United States)

Lundqvist, Daniel; Fogelberg Eriksson, Anna; Ekberg, Kerstin

2018-01-01

Previous research has shown that social support is important for health and performance at work, but there is a lack of research regarding managers' social support at work, and if it needs to be improvedOBJECTIVE:To investigate managers' perception of work-related social support, and facilitators and hindrances that influence their seeking of social support at work. Semi-structured interviews with sixty-two managers in two Swedish organizations. Work-related support, which strengthened their managerial image of being competent, was sought from sources within the workplace. Sensitive and personal support, where there was a risk of jeopardizing their image of being competent, was sought from sources outside the workplace. Access to arenas for support (location of the workplace, meetings, and vocational courses) and the managerial role could facilitate their support-seeking, but could also act as hindrances. Because attending different arenas for support were demanding, they refrained from seeking support if the demands were perceived as too high. Different supportive sources are distinguished based on what supportive function they have and in which arenas they are found, in order to preserve the confidence of the closest organization and to maintain the image of being a competent and performing manager.

The role of mediation in resolving workplace relationship conflict.

Science.gov (United States)

McKenzie, Donna Margaret

2015-01-01

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

Perspective Taking in Workplaces

Directory of Open Access Journals (Sweden)

Zappalà Salvatore

2014-07-01

Full Text Available Workplaces are often described as places in which individuals are motivated by their self-interests and in which negative events like time pressure, anxiety, conflict with co-workers, miscomprehensions, difficulties in solving problems, not-transmitted or not-exchanged information that lead to mistakes, and in some cases to injuries, stress or control, are part of everyday life (Dormann & Zapf, 2002; Schabracq, Winnubst and Cooper, 2003. Such situations are often the result of the limited comprehension of needs, skills, or information available to colleagues, supervisors, subordinates, clients or providers. However, workplaces are also places in which employees take care of clients, support colleagues and subordinates (Rhoades & Eisenberger, 2002, are enthusiastic about their job (Bakker et al., 2008, are motivated by leaders that encourage employees to transcend their own self-interests for the good of the group or the organization and provide them with the confidence to perform beyond expectations (Bass, 1997. Thus positive relationships at work are becoming a new interdisciplinary domain of inquiry (Dutton & Ragins, 2006. Within this positive relationships framework, in this paper we focus on a positive component of workplaces, and particularly on an individual cognitive and emotional process that has an important role in the workplace because it facilitates interpersonal relations and communications: it is the perspective taking process. In order to describe perspective taking, we will refer to some empirical studies and particularly to the review published by Parker, Atkins and Axtell in 2008 on the International Review of Industrial and Organizational Psychology.

Nature and Dynamics of Industry-Based Workplace Learning for South African TVET Lecturers

Science.gov (United States)

van der Bijl, Andre; Taylor, Vanessa

2016-01-01

This article reports on the findings of an industry workplace experience project involving lecturers in South Africa's technical and vocational education and training (TVET) colleges, against the backdrop of new legislation and the realization that college lecturers' industry-related skills are in question. Its focus is on the nature of TVET…

Sexual Harassment: A Common Sample for the University and the Workplace.

Science.gov (United States)

Beauregard, Terri Kinion

The sexual harassment experienced by a sample of women (N=154) in a university setting was compared with the sexual harassment experienced by them in a workplace setting. Results appeared to support the following generalizations: (1) there is greater gender harassment, unwanted sexual attention, and sexual coercion in the workplace setting than in…

Large Hospital 50% Energy Savings: Technical Support Document

Energy Technology Data Exchange (ETDEWEB)

Bonnema, E.; Studer, D.; Parker, A.; Pless, S.; Torcellini, P.

2010-09-01

This Technical Support Document documents the technical analysis and design guidance for large hospitals to achieve whole-building energy savings of at least 50% over ANSI/ASHRAE/IESNA Standard 90.1-2004 and represents a step toward determining how to provide design guidance for aggressive energy savings targets. This report documents the modeling methods used to demonstrate that the design recommendations meet or exceed the 50% goal. EnergyPlus was used to model the predicted energy performance of the baseline and low-energy buildings to verify that 50% energy savings are achievable. Percent energy savings are based on a nominal minimally code-compliant building and whole-building, net site energy use intensity. The report defines architectural-program characteristics for typical large hospitals, thereby defining a prototype model; creates baseline energy models for each climate zone that are elaborations of the prototype models and are minimally compliant with Standard 90.1-2004; creates a list of energy design measures that can be applied to the prototype model to create low-energy models; uses industry feedback to strengthen inputs for baseline energy models and energy design measures; and simulates low-energy models for each climate zone to show that when the energy design measures are applied to the prototype model, 50% energy savings (or more) are achieved.

Workplace mental health: developing an integrated intervention approach

Science.gov (United States)

2014-01-01

Background Mental health problems are prevalent and costly in working populations. Workplace interventions to address common mental health problems have evolved relatively independently along three main threads or disciplinary traditions: medicine, public health, and psychology. In this Debate piece, we argue that these three threads need to be integrated to optimise the prevention of mental health problems in working populations. Discussion To realise the greatest population mental health benefits, workplace mental health intervention needs to comprehensively 1) protect mental health by reducing work–related risk factors for mental health problems; 2) promote mental health by developing the positive aspects of work as well as worker strengths and positive capacities; and 3) address mental health problems among working people regardless of cause. We outline the evidence supporting such an integrated intervention approach and consider the research agenda and policy developments needed to move towards this goal, and propose the notion of integrated workplace mental health literacy. Summary An integrated approach to workplace mental health combines the strengths of medicine, public health, and psychology, and has the potential to optimise both the prevention and management of mental health problems in the workplace. PMID:24884425

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.)

The influence of system interactivity and technical support on learning management system utilization

Directory of Open Access Journals (Sweden)

Sousan Baleghi-Zadeh

2017-03-01

Full Text Available In recent years, there has been a growing increase in using Learning Management System (LMS by universities. However, its utilization by students is limited in Malaysia. The main purpose of the present study is to develop and test a model that predicts LMS utilization by Malaysian higher education students. Based on the Technology Acceptance Model, the study investigated the relationships among six constructs (system interactivity, technical support, perceived ease of use, perceived usefulness, behavioral intention to use and LMS use through structural equation modelling. The participants were 216 undergraduate students from a local university in Malaysia. The result of the study revealed that system interactivity had a significant effect on perceived usefulness, but not on perceived ease of use; technical support had a significant effect on perceived ease of use, but not on perceived usefulness.

A solution for neutron personal dosimetry in the absence of workplace spectrometry

International Nuclear Information System (INIS)

Hajek, M.; Cruz Suarez, R.

2016-01-01

In view of the widely varying energy spectra encountered in practical situations, accuracy of neutron dose assessment requires detailed knowledge of detector responses and workplace conditions to achieve an adequate level of protection. If the neutron spectrum should be a priori unknown and no measurement of the workplace spectrum is available, the 'Compendium of Neutron Spectra and Detector Responses for Radiation Protection Purposes' published in the International Atomic Energy Agency Technical Report Series offers a broad range of reference spectra that may be appropriate for many applications. The proposed approach applies a correction factor based on the ratio of 'personal dose equivalent indices' for a particular workplace spectrum and a reference field used for calibration of the dosemeter response. Amendments in the definition of operational quantities as well as introduction of new modalities that, for example, may be expected to give increased importance to high-energy neutrons necessitate frequent revision of the Compendium. Results from the European Radiation Dosimetry Group Intercomparison 2012 for neutron personal dosemeters provide evidence that workplace fields are insufficiently reflected. This is proposed to be considered as an improvement opportunity. (authors)

Yucca Mountain Project: A summary of technical support activities, January 1987--June 1988

International Nuclear Information System (INIS)

1989-05-01

This report is a summary of the technical support activities of Mifflin ampersand Associates, Inc., during the 18-month period beginning 01 January 1987 and ending on 30 June 1988. It covers the following topics: Vadose zone drilling site selection, permits and quality assurance (QA) procedures; climate change; geochemistry, mineralogy; disturbed zone; hydrogeology; and review of technical documents. The report is organized by generally discussing each topic from the following perspectives: issue(s), objective(s) of activity, finding(s), interpretation of finding(s), additional work needed, recommended program, and existing program

Dismantling of civilian nuclear powered fleet technical support vessels. engineering solutions - 59386

International Nuclear Information System (INIS)

Kulikov, Konstantin N.; Nizamutdinov, Rinat A.; Abramov, Andrey N.

2012-01-01

At the present time six nuclear technical support vessels are operated and maintained by Atomflot. Two of them (Volodarsky FTB (floating technical base) and Lepse FTB) were taken out of service for decommissioning and are stored afloat. One more vessel Lotta FTB should be decommissioned during next two years. The nuclear technological support ships carrying spent nuclear fuel (SNF), liquid and solid radioactive wastes (LRW and SRW) appear to be a possible radiation contamination of Murmansk region and Kola Bay because the Ship long-term storage afloat has the negative effect on hull's structures technical condition. As a result of this in the context of the Federal Program 'Nuclear and Radiation Safety' (2008-2015) NIPTB Onega OAO was engaged by state corporation Rosatom to develop the dismantling procedure for Volodarsky FTB and Lotta FTB. Before developing of nuclear technological support ships decommissioning projects the technical and economic assessment of decommissioning/dismantling was carried out. The following options were examined: - formation of module as one-piece Ship's hull for long-term storage at Saida Bay; - formation of separated modules for long-term storage at Saida Bay; - complete dismantling of hull's structures, systems and equipment with packing all generated SRW into certified long-term storage containers. This paper contains description of options, research procedure, comparative analysis of options of decommissioning and dismantling (D and D) of nuclear technological support ships and its difference with dismantling of nuclear submarine. On the basis of the technical and economic assessment of FTB D and D options the least expensive on the first D and D stage and the least duration option is the option 1 (Formation of module as one-piece Ship's hull for long-term storage at Saida Bay). By the implementation of the given option there will be the need of large areas for modules storage at Saida Bay. It was not considered while working out

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.

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

Science.gov (United States)

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

2017-08-31

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

Depression in the South African workplace

Directory of Open Access Journals (Sweden)

Marthinus P. Stander

2016-05-01

Full Text Available Depression is a common psychiatric disorder and can be costly, having a significant impact on the individual and employers. The South African Depression and Anxiety Group (SADAG in partnership with HEXOR, with the support of Lundbeck, undertook research into depression in the workplace, because South African information is not available on this topic. It provides insight into the prevalence of depression within the workplace in South Africa, as well as the impact of depression on the employees and employers in terms of sick leave and levels of productivity, especially when the symptoms include cognitive impairment. It is apparent that stigma plays a pivotal role in the reasons for non-disclosure to employers. It further highlights the magnitude of awareness, early detection and the provision of a holistic support system within the work environment, free from bias, to ensure that optimum benefit can be achieved for both employer and employee.

A Practice-Based Approach to Student Reflection in the Workplace during a Work-Integrated Learning Placement

Science.gov (United States)

Sykes, Christopher; Dean, Bonnie Amelia

2013-01-01

In the Work-Integrated Learning (WIL) curriculum, reflection on workplace activities is widely used to support student learning. Recent critiques have demonstrated the limitations of current approaches to support students' reflective learning of workplace practices. By employing a practice-based approach, we seek to refocus WIL reflection on…

Adolescent Workers' Experiences of and Training for Workplace Violence.

Science.gov (United States)

Smith, Carolyn R; Gillespie, Gordon L; Beery, Theresa A

2015-07-01

Adolescent workers may not be aware that violence is a safety concern in the workplace. As part of a larger mixed-methods pilot study, investigators used a self-administered survey and individual interviews with 30 adolescent workers from a chain of food service stores in a Midwestern metropolitan area to explore experiences of workplace violence (WPV) and ways of learning WPV-specific information. Participants reported experiencing verbal and sexual harassment and robberies. Most participants reported awareness of WPV-specific policies and procedures at their workplace; the ways participants reported learning WPV-specific information varied. Findings support the need for occupational safety training to assist adolescent workers prevent and mitigate potential WPV. © 2015 The Author(s).

[Legislation concerning alcohol and drug intake in the workplace].

Science.gov (United States)

Goszczyńiska, Eliza

2013-01-01

It is likely that the complex law concerning alcohol and drugs in the workplace is one of the reasons for unwillingness to resolve the problem of intake of such psychoactive substances by employees. 'Iherefore, the author made an attempt to depict Polish legislation in this field based on the review of legal acts and regulations, as well as on their extensive judiciary interpretation. Such an information can be used by employers in developing their workplace policy of diminishing the intake of psychoactive substances by employees. This information can also be helpful for the bodies supporting workplaces in solving problems derived from alcohol and drugs consumption, such as occupational medicine specialists and local governments.

An investigation of predictors of successful aging in the workplace among Hong Kong Chinese older workers.

Science.gov (United States)

Cheung, Francis; Wu, Anise M S

2012-03-01

We examined associations between successful aging in the workplace (adaptability and health, positive relationship, occupational growth, personal security, and continuous focus on goals) and two major factors of work stressors (work family conflict and discrimination against older workers) and coping resources (perceived organizational support, supportive human resource policies, and social support from friends and family) among Chinese older workers in Hong Kong. Furthermore, we also examined whether coping resources moderate the negative effect derived from work stressors on successful aging. A total of 242 Chinese full-time workers aged 40 years or above were recruited in a self-administered questionnaire survey study in Hong Kong. Hierarchical regression results showed that family-to-work conflict was significantly related to successful aging, except the dimension of personal security. Work-to-family conflict and discrimination, however, were not related to successful aging in the workplace. In terms of coping resources, perceived organizational support was related to all dimensions of successful aging in the workplace. We also found that training and development was a significant correlate of occupational growth. Social support from friends and family was positively related to three successful aging dimensions, including adaptability and health, personal security and continuous focus on goals. Finally, when facing discrimination in the workplace, support from organizations and from friends and family were particularly important for old-older workers (aged 55 years or above) to achieve better adaptability and health. Perceived organizational support and social support from friends and family were important correlates of successful aging in the workplace. Limitation and recommendations for organizational intervention were discussed.

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

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship between Family-Friendly Workplace Supports and Job Satisfaction

Science.gov (United States)

Sahibzada, Khatera; Hammer, Leslie B.; Neal, Margaret B.; Kuang, Daniel C.

2005-01-01

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute's 1997 archival…

Exploring Clothing as a Barrier to Workplace Participation Faced by People Living with Disabilities

Directory of Open Access Journals (Sweden)

Kerri McBee-Black

2018-03-01

Full Text Available In response to research which argues that people living with a disability (PLWD face societal barriers including workplace participation, this study explored how the barriers to social participation, specifically workplace participation, faced by PLWD are exacerbated by the lack of appropriate clothing and the role that stigma, self-efficacy, and clothing have in workplace participation. Finding appropriate clothing is a significant barrier to social participation for many PLWD. The social model of disability used in this study supports this by suggesting that it is society which places barriers to PLWD rather than their disability. A qualitative inquiry of semi-structured, in-depth interviews was used, and the results showcase six sub-themes of barriers: work defines me, disability as the barrier to workplace participation, work allows extra societal opportunities, stigma questions my self-efficacy, workplace accommodations diminish my stigma, and clothing builds my self-efficacy. The study found that, for PLWD, workplace participation is hindered because of occupational typecasting and lack of appropriate clothing, which increases their stigma and decreases their self-efficacy. The contributions of this study include theory support, policy, community, and educational enhancement.

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....

Technical and Technological Support of Agricultural Enterprises on the Basis of Association Interaction: a Methodical Approach

Directory of Open Access Journals (Sweden)

Pyvovar Petro V.

2017-12-01

Full Text Available The aim of the research is the development of a methodical approach to justifying directions of association interaction of agricultural enterprises for the most effective technical and technological support of their economic activities. It is substantiated that the decision-making regarding the directions of group interaction in the field of forming and using the machine and tractor fleet of agricultural enterprises should be based on results of a strategic analysis of the current level of and trends in the changes in indicators of their technical support. This includes several stages: 1 determining a scenario for the development of the technical base of the economic entity (matrix methods; 2 multifactor grouping taking into account the available equipment and resource potential; 3 identification of potential sources of financing and ways of attracting necessary funds, priority partners and types of equipment and technologies; 4 estimation of a current condition of the enterprise on financial, technical, economic and market criteria; 5 substantiation of directions of group interaction of the enterprise.

Workplace distress and ethical dilemmas in neuroscience nursing.

Science.gov (United States)

Silén, Marit; Tang, Ping Fen; Wadensten, Barbro; Ahlström, Gerd

2008-08-01

This study concerns Swedish nurses' experiences of workplace stress and the occurrence of ethical dilemmas in a neurological setting. Qualitative interviews were conducted with 21 nurses. The interview results were subjected to qualitative latent content analysis and sorted into 4 content areas: workplace distress, ethical dilemmas, managing distress and ethical dilemmas, and quality of nursing. Common workplace stressors were high workload and lack of influence. These were perceived to have negative consequences for the quality of nursing. Ethical dilemmas mainly concerned decision making on initiation or withdrawal of treatment, which was experienced as a troublesome situation where conflicts could arise. The nurses managed the distress and ethical dilemmas by accepting and adjusting to the situation and seeking support from colleagues. They also endeavored to gain new strength in their private lives.

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

Science.gov (United States)

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

2016-04-20

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

Is access to workplace amenities associated with leisure-time physical activity among Canadian adults?

Science.gov (United States)

Watts, Allison W; Masse, Louise C

2012-11-08

The workplace represents an important setting for increasing physical activity levels. The purpose of the present study was to investigate the relationship between the workplace environment and leisure-time physical activity, using a nationally representative sample of the Canadian population. This study used cross-sectional, self-reported data from 48,916 participants who completed relevant questions on the 2008 Canadian Community Health Survey. Associations between supportive workplace environments for physical activity (e.g., perceived range of amenities available such as a pleasant place to walk, fitness facility, showers, and health program) and leisure-time physical activity level (active, moderately active, inactive) were examined using multinomial logistic regression. Approximately three quarters (n=36,216) of participants had access to at least one amenity that supported physical activity while at work. Females in the lowest age category (18-35 years) who perceived a more supportive workplace environment for physical activity had higher odds of being moderately active (AOR 1.06, 95% CI 1.04-1.08) and active (AOR 1.15, 95% CI 1.13-1.17) as compared to inactive in their leisure time. The strength of this association was slightly higher with age and for males. Since the majority of Canadian adults do not meet recommended levels of physical activity, the workplace offers a promising and modifiable target for increasing opportunities to be physically active. Employers who can provide a more supportive workplace environment for physical activity would benefit, as it can increase employees' physical activity levels and ultimately improve their productivity and overall health. These benefits may be increased for males and with employees' age.

Job Satisfaction and Employee’s Self-Schema at Workplace: A Literature Review

Directory of Open Access Journals (Sweden)

Aida Mehrad

2016-12-01

Full Text Available The purpose of the present study is to determine the relationship between job satisfaction and self-schema amongst employees at the workplace. The results of the study revealed that self-schema derived from feelings and attitudes of employees based on their satisfaction at the workplace; and, explained that employees' schemas are various, completely. This study likewise considered on job satisfaction as a main organizational factor that increases the amount of performance and presence of employees at the workplace. Also, it focused on self-schema that pivotal role in employees believes about themselves. Moreover, lack of attention to job satisfaction that influenced on employees' scheme appeared some abnormal organizational behaviors at workplace. Thus, the present study supports job satisfaction to achieve appropriate scheme among employees at the workplace.

Software support for environmental measurement in quality at educational institutions

Directory of Open Access Journals (Sweden)

Alena Pauliková

2016-03-01

Full Text Available The analysed theme of this article is based on the training of environmental measurements for workplaces. This is very important for sustainable quality in technical educational institutions. Applied kinds of software, which are taught at technical educational institutions, have to offer the professional and methodical knowledge concerning conditions of working ambient for students of selected technical specialisations. This skill is performed in such a way that the graduates, after entering the practical professional life, will be able to participate in solutions for actual problems that are related to environmental protection by means of software support. Nowadays, during the training processit is also obligatory to introduce technical science. Taking into consideration the above-mentioned facts it is possible to say that information technology support for environmental study subjects is a relevant aspect, which should be integrated into the university educational process. There is an effective progress that further highlights the focus on the quality of university education not only for environmental engineers. Actual trends require an increasing number of software/hardware educated engineers who can participate in qualitative university preparation, i.e.IT environmentalists. The Department of Environmental Engineering at the Faculty of Mechanical Engineering, TechnicalUniversity in Košice, Slovakia is an institution specified and intended for quality objectivisation. This institution introduced into the study programmes (“Environmental Management” and “Technology of Environmental Protection” study subjects with the software support, which are oriented towards outdoor and indoor ambient and in this way the Department of Process and Environmental Engineering is integrated effectively and intensively into the area of measurement training with regard to the requirement of quality educational processes.

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

Science.gov (United States)

Hershcovis, M Sandy; Barling, Julian

2010-09-01

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

Coping with workplace minority stress: Associations between dyadic coping and anxiety among women in same-sex relationships.

Science.gov (United States)

Randall, Ashley K; Totenhagen, Casey J; Walsh, Kelsey J; Adams, Caroline; Tao, Chun

2017-01-02

Sexual minorities are exposed to stressors in the workplace (workplace minority stress), which can be detrimental for well-being (e.g., levels of anxiety). The present study examined whether a particular set of relationship processes, dyadic coping, served to moderate the association between workplace minority stress and symptoms of anxiety. Using a dyadic sample of 64 female same-sex couples, we found that partner problem-focused supportive dyadic coping (DC) and emotion-focused supportive DC (marginally) buffered, whereas partner delegated DC and negative DC did not moderate, the association between workplace minority stress and symptoms of anxiety. Implications for relationship researchers and mental health practitioners are discussed.

Mediated learning in the workplace: student perspectives on knowledge resources.

Science.gov (United States)

Shanahan, Madeleine

2015-01-01

In contemporary clinical practice, student radiographers can use many types of knowledge resources to support their learning. These include workplace experts, digital and nondigital information sources (eg, journals, textbooks, and the Internet), and electronic communication tools such as e-mail and social media. Despite the range of knowledge tools available, there is little available data about radiography students' use of these resources during clinical placement. A 68-item questionnaire was distributed to 62 students enrolled in an Australian university undergraduate radiography program after they completed a clinical placement. Researchers used descriptive statistics to analyze student access to workplace experts and their use of digital and nondigital information sources and electronic communication tools. A 5-point Likert scale (1 = very important; 5 = not important) was used to assess the present importance and perceived future value of knowledge tools for workplace learning. Of the 53 students who completed and returned the questionnaire anonymously, most rely on the knowledge of practicing technologists and on print and electronic information sources to support their learning; some students also use electronic communication tools. Students perceive that these knowledge resources also will be important tools for their future learning as qualified health professionals. The findings from this study present baseline data regarding the value students attribute to multiple knowledge tools and regarding student access to and use of these tools during clinical placement. In addition, most students have access to multiple knowledge tools in the workplace and incorporate these tools simultaneously into their overall learning practice during clinical placement. Although a range of knowledge tools is used in the workplace to support learning among student radiographers, the quality of each tool should be critically analyzed before it is adopted in practice

Influence of Teamwork Behaviors on Workplace Incivility as It Applies to Nurses

Science.gov (United States)

Logan, Todd R.

2016-01-01

Workplace incivility, or bullying, experienced by nurses has been shown to have negative consequences on nurses and the care they provide patients. Nurses' roles are being challenged in the healthcare environment because of incivility in the workplace. These negative outcomes exist despite the support provided by teams on which these nurses work.…

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 ...

Workplace violence against nurses in Indonesian emergency departments.

Science.gov (United States)

Noorana Zahra, Anggri; Feng, Jui-Ying

2018-02-01

The objective of this study was to examine the experiences of violent incidents by nurses in Indonesian emergency departments. The World Health Organization's structured questionnaire on workplace violence in the health sector was modified and translated into Bahasa. The study participants were 169 nurses working in emergency departments in six hospitals in Jakarta and Bekasi, Indonesia. The gathered data were analyzed using descriptive and multivariate logistic regression. Ten percent of emergency nurses reported experiencing physical violence, perpetrated mostly by patients, whereas more than half of emergency nurses (54.6%) reported experiencing non-physical violence, with patients' relative as the main perpetrators. A majority of nurses (55.6%) did not have encouragement to report workplace violence, and very few nurses (10.1%) had received any information or training about workplace violence. The findings of this study highlighted the seriousness of violence in Indonesian emergency departments. Support from management, encouragement to report violence, and access to workplace violence training were expected to mitigate and manage violence against nurses in emergency departments. Copyright © 2018 Elsevier España, S.L.U. All rights reserved.

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

Science.gov (United States)

Gewurtz, Rebecca; Kirsh, Bonnie

2009-01-01

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

The structure of harassment and abuse in the workplace: a factorial comparison of two measures.

Science.gov (United States)

Fendrich, Michael; Woodword, Paul; Richman, Judith A

2002-08-01

The structures of two measures examining negative experiences in the workplace, one focusing primarily on sexual harassment (SEQ) and one focusing on workplace abuse (GWA), were examined in detail. This article investigated whether the five subscales for the relatively unexplored measure (GWA) are reliably measured by a single underlying construct. It also investigated whether the two workplace-based measures are distinct but related constructs and the consistency of their factor structure across genders. Using a large and diverse organizational survey derived from a Midwestern university, analyses supported the distinctiveness of the two measures and showed that the factor structures for the two constructs were remarkably similar across genders. Analyses also suggested that indices of extreme behavior within each of the constructs were not reliably measured. The findings have important implications for data collection strategies in research focused on negative workplace experiences. This study provides considerable support for the continued use of both measures in research investigating the impact of adverse workplace environment on health.

Workplace learning through peer groups in medical school clerkships.

Science.gov (United States)

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

2014-01-01

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

Working Women Making It Work: Intimate Partner Violence, Employment, and Workplace Support

Science.gov (United States)

Swanberg, Jennifer; Macke, Caroline; Logan, TK

2007-01-01

Partner violence may have significant consequences on women's employment, yet limited information is available about how women cope on the job with perpetrators' tactics and the consequences of her coping methods on employment status. This article investigates whether there is an association between workplace disclosure of victimization and…

She's supporting them; who's supporting her? Preschool center-level social-emotional supports and teacher well-being.

Science.gov (United States)

Zinsser, Katherine M; Christensen, Claire G; Torres, Luz

2016-12-01

Preschool teachers across the country have been charged to prepare children socially and emotionally for kindergarten. Teachers working in preschool centers are supporting children's social and emotional learning (SEL) within a rich ecology of emotion and social relationships and the present study considers how the supports implemented for children's SEL at the center-level are associated with teachers' psychological health and workplace experiences. Hierarchical linear models were constructed using data from the Head Start Family and Child Experiences Survey 2009 cohort. Results indicate that although teachers work in individual classrooms, they share common perceptions at the center-level of their workplace climate, access to support, and, although to a lesser extent, experience commonalities in psychological health and job satisfaction. Furthermore, in centers that had implemented more supports for children's SEL (including access to mental health consultants, classroom curriculum, and training and resources for teachers) teachers were less depressed, more satisfied with their jobs, felt more supported in managing challenging behavior, and viewed the workplace climate of their center as more positive. Findings are discussed in light of the national efforts to increase and retain a high-quality early childhood workforce. Copyright © 2016 Society for the Study of School Psychology. Published by Elsevier Ltd. All rights reserved.

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

Assessing soft skills components in science and technology programs within Malaysian Technical Universities

OpenAIRE

Kahirol Mohd Salleh; Nor Lisa Sulaiman; Mimi Mohaffyza Mohamad; Lai Chee Sern

2017-01-01

The workforce is a social environment where particular skills are essential in order for workers to perform well, have a competitive edge and succeed in their careers. A soft skill is one of the skills needed in every type of workplace setting. Soft skills include communication skills, collaboration skills, entrepreneurship, and others. Workplace need workers who are competent not only with technical skills but who also have soft skills. There is lack of literature discussion on the ...

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

Science.gov (United States)

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

2017-06-01

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

Development of the Learner Self-Directedness in the Workplace Scale

Directory of Open Access Journals (Sweden)

Karina De Bruin

2011-10-01

Research purpose: The purpose of this study was to develop a scale to measure learner selfdirectedness in the workplace. Motivation for the study: Learner self-directedness appears to be an essential characteristic to keep up with the demands of the world of work. There is no brief instrument currently available to measure learner self-directedness in the workplace. Research design, approach and method: The researchers fitted the responses of 519 participantsto 22 items to the Rasch rating scale model. Main findings: The researchers retained 13 of the original 22 items. The hierarchy of item locations supported the construct validity of the scale. Hierarchical factor analysis showed the presence of one higher-order factor and three residual first-order factors. The higher-order factor accounted for almost five times as much of the common variance as did the strongest residual first-order factor. The Rasch analysis and the factor analysis suggested that the 13-item Learner Self-Directedness in the Workplace Scale (LSWS measures a single one-dimensional construct (α = 0.93. Practical/managerial implications: The instrument can help employers to understand and support employees’ self-directed learning efforts. Contribution/value-add: This research resulted in a brief instrument to measure learner selfdirectedness in the workplace. This instrument is unique in the South African context.

Legislation concerning alcohol and drug intake in the workplace

Directory of Open Access Journals (Sweden)

Eliza Goszczyńska

2013-08-01

Full Text Available It is likely that the complex law concerning alcohol and drugs in the workplace is one of the reasons for unwillingness to resolve the problem of intake of such psychoactive substances by employees. Therefore, the author made an attempt to depict Polish legislation in this field based on the review of legal acts and regulations, as well as on their extensive judiciary interpretation. Such an information can be used by employers in developing their workplace policy of diminishing the intake of psychoactive substances by employees. This information can also be helpful for the bodies supporting workplaces in solving problems derived from alcohol and drugs consumption, such as occupational medicine specialists and local governments. Med Pr 2013;64(4:593–608

Workplace culture and the practice experience of midwifery students: A meta-synthesis.

Science.gov (United States)

Arundell, Fiona; Mannix, Judy; Sheehan, Athena; Peters, Kath

2018-04-01

To describe midwifery students' practice experience and to explore facilitators and barriers to positive clinical learning experiences. Practice experience is a vital component of every midwifery course. Course dissatisfaction and attrition of midwifery students has been attributed to sub-optimal practice experiences. Events or actions experienced by midwifery students that trigger dissatisfaction and attrition need to be identified. A meta-synthesis was based on that developed by Noblit and Hare. Students perceive workplaces as poorly prepared for their arrival and subsequent support. Students' experience in the practice setting is influenced by the existing workplace culture. Workplace culture influences institutional functioning and individuals within the culture. Enculturation of students into the midwifery culture and subsequent learning is affected by the support received. The practice experience of midwifery students was profoundly influenced by workplace culture. Students tended to have polarized accounts of their experience that were predominantly negative. To provide an optimal environment for midwifery students; midwifery managers and individual midwives need to be aware of the facilitators and barriers to midwifery student development in the practice setting. © 2017 John Wiley & Sons Ltd.

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.

Work accommodations and natural supports for maintaining employment.

Science.gov (United States)

Corbière, Marc; Villotti, Patrizia; Lecomte, Tania; Bond, Gary R; Lesage, Alain; Goldner, Elliot M

2014-06-01

Job tenure for people with severe mental disorders, even for those enrolled in supported employment programs, is typically brief. Few studies to date have investigated the relationship between accommodations and natural supports available in the workplace, and job tenure for this population. The main objectives of this study were to develop and to validate a new measure to describe work accommodations and natural supports available in the workplace and to determine which of them are significantly related to job tenure for participants enrolled in supported employment services. In total, 124 people with a severe mental disorder enrolled in supported employment programs and who obtained only one competitive employment at the 9-month follow-up answered the Work Accommodation and Natural Support Scale (WANSS). They also provided information regarding their disclosure (or non-) of mental disorders in the workplace and the length of their job tenure. Confirmatory factor analysis conducted on the WANSS showed 40 items distributed on 6 dimensions (e.g., Schedule flexibility). Correlation results showed that disclosure was significantly related to the number of work accommodations and natural supports available in the workplace. Survival analyses indicated that one WANSS dimension was more salient in predicting job tenure: Supervisor and coworker supports. The WANSS is a valid and useful tool to assess work accommodations and natural supports available in the workplace that employment specialists could use in their practice.

Cooperation of technical support organizations of state nuclear regulatory committee of Ukraine in sip safety regulation

International Nuclear Information System (INIS)

Bikov, V.O.; Kyilochits'ka, T.P.; Bogorins'kij, P.; Vasil'chenko, V.M.; Kondrat'jev, S.M.; Smishlyajeva, S.P.; Troter, D.

2002-01-01

The main task of the technical support in the Shelter Implementation Plan (SIP) licensing process consists in Technical Evaluation of SIP projects and documents submitted by the Licensee to State Nuclear Regulatory Committee to substantiate the safety of Shelter-related work. The goal of this task is to evaluate the submitted materials whether they meet the requirements of nuclear and radiation safety

Technical Issues Map for the NHI System Interface and Support Systems Area: 1st Quarter FY 07

International Nuclear Information System (INIS)

Steven R. Sherman

2006-01-01

This document provides a mapping of technical issues associated with development of the Next Generation Nuclear Plant (NGNP) intermediate heat transport loop and nuclear hydrogen plant support systems to the work that has been accomplished or is currently underway. The technical issues are ranked according to priority and by assumed resolution dates. Due to funding limitations, not all high-priority technical issues are under study at the present time, and more resources will need to be dedicated to tackling such issues in the future. This technical issues map is useful for understanding the relative importance of various technical challenges and will be used as a planning tool for future work package planning

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...

Junior physicians' workplace experiences in clinical fields in German-speaking Switzerland.

Science.gov (United States)

Buddeberg-Fischer, Barbara; Klaghofer, Richard; Abel, Thomas; Buddeberg, Claus

2005-01-08

To date, there have been several prospective cohort studies investigating the workplace experiences of junior physicians, but with limited focus on gender issues. The objective of the present study is to explore the workplace experiences of first-year residents according to gender, type of training hospital, and clinical field. Data reported are from the second assessment of the longitudinal Swiss physicians' career development study, begun in 2001. In 2003, 497 residents (54.7% females, 45.3% males) assessed their workplace conditions, social support at work, and effort-reward imbalance. There are few, but relevant, gender related differences in workplace experiences, with female physicians experiencing less mentoring and higher over-commitment, yet more positive social relationships at work. In a multivariate model, significant differences in some workplace variables with regard to type of training hospital and/or clinical field are found: workplace conditions are rated worse in type "A" hospitals (university and cantonal hospitals) than in type "B"/"C"/"D" hospitals (regional hospitals and highly specialised units), and in surgical fields than in internal medicine. In "A" hospitals mentoring is assessed as better, but positive social relationships as worse. Both scales are rated worse in surgical fields than in internal medicine. The effort-reward imbalance (ERI) is rated significantly higher (unfavourable) in "A" hospitals than in "B"/"C"/"D" hospitals, regardless of gender and clinical field. Significantly more subjects with an ERI quotient above 1 (which is unfavourable) work in "A" hospitals, and in surgical fields regardless of hospital type. Of the total sample, 81 subjects (16.3%), 41 males and 40 females, show an ERI quotient above 1. The greater the workload, the worse the rating of workplace conditions, effort-reward imbalance, and over-commitment. Institutional determinants are crucial factors for the workplace experiences and first career steps of

Sandia National Laboratories Internal Dosimetry Technical Basis Manual (Rev 4)

Energy Technology Data Exchange (ETDEWEB)

Goke, Sarah Hayes [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States); Elliott, Nathan Ryan [Sandia National Lab. (SNL-NM), Albuquerque, NM (United States)

2014-09-01

The Sandia National Laboratories’ Internal Dosimetry Technical Basis Manual is intended to provide extended technical discussion and justification of the internal dosimetry program at SNL. It serves to record the approach to evaluating internal doses from radiobioassay data, and where appropriate, from workplace monitoring data per the Department of Energy Internal Dosimetry Program Guide DOE G 441.1C. The discussion contained herein is directed primarily to current and future SNL internal dosimetrists. In an effort to conserve space in the TBM and avoid duplication, it contains numerous references providing an entry point into the internal dosimetry literature relevant to this program. The TBM is not intended to act as a policy or procedure statement, but will supplement the information normally found in procedures or policy documents. The internal dosimetry program outlined in this manual is intended to meet the requirements of Federal Rule 10CFR835 for monitoring the workplace and for assessing internal radiation doses to workers.

Culture, management and finances as key aspects for healthy workplace initiatives.

Science.gov (United States)

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

2018-02-01

The aim of this study was to qualitatively explore the barriers and enablers to implementing healthy workplace initiatives in a sample of workplaces based in Perth, Western Australia. In-depth interviews were conducted with representatives from 31 organizations representing small, medium and large businesses in the Perth metropolitan area which reported having healthy workplace initiatives. In total, 43 factors were mentioned as influencing the implementation of healthy workplace initiatives. Factors appearing to exert the most influence on the implementation of health promoting initiatives in this sample were culture; support from managers and staff; collaboration with industry providers; financial resources circumstances and the physical environment. These factors appeared to be mutually reinforcing and interconnected. Findings suggest there may be merit in applying an organizational development lens to the implementation of workplace health promotion initiatives as this could assist in leveraging enablers and minimizing barriers. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

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...

Finding the Right Fit: Understanding Health Tracking in Workplace Wellness Programs

DEFF Research Database (Denmark)

Chung, Chia-Fang; Jensen, Nanna Gorm; Shklovski, Irina

2017-01-01

Workplace health and wellness programs are increasingly integrating personal health tracking technologies, such as Fitbit and Apple Watch. Many question whether these technologies truly support employees in their pursuit of better wellness levels, raising objections about workplace surveillance...... and further blurring of boundaries between work and personal life. We conducted a study to understand how tracking tools are adopted in wellness programs and employees' opinions about these programs. We find that employees are generally positive about incentivized health tracking in the workplace, as it helps...... raise awareness of activity levels. However, there is a gap between the intentions of the programs and individual experiences and health goals. This sometimes results in confusion and creates barriers to participation. Even if this gap can be addressed, health tracking in the workplace...

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

Science.gov (United States)

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

2013-01-01

The aim of this study was to describe outdoor workers' sun-protective practices, workplace sun-safety culture and sun-protective equipment provision; investigate the association of demographic, personal and occupational factors with sun-protective practices; and identify potential strategies for improving workers' sun protection. The present study used a clustered survey design with randomly identified employers in nine occupations. Employees provided questionnaire measures of demographics, personal characteristics (skin type, skin cancer risk perceptions, tanning attitudes, sun-exposure knowledge), personal occupational sun protection practices (exposure reduction, use of sun-protective clothing, sunscreen and shade), workplace sun-protective equipment provision and perceived workplace sun-safety culture. Summative scores were calculated for attitudes, knowledge, workplace provision and culture. A multivariable model was built with worker and workplace variables as plausible predictors of personal sun protection. In this study, 1,061 workers (69% participation) from 112 workplaces provided sufficient information for analysis. Sex, age, prioritized ethnicity, education and risk perception differed significantly between occupational groups (pworkplace sun-protection equipment provision and supportive culture. After adjustment, each one-point increase in Workplace Sun-safety Culture 2013Score (range 12 points) was associated with a 0.16 higher Personal Sun-Protection Score (pWorkplace Provision Score (range 4 points) was associated with a 0.14 higher score (pworkplace culture are promising components for the development of comprehensive programmes to improve outdoor workers' sun-protective practices.

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

Science.gov (United States)

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

2018-05-09

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

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.

Radon in workplaces - application of new Slovak legislation

International Nuclear Information System (INIS)

Futas, M.; Gombala, E.

1998-01-01

To carry out the categorization of underground workplaces the work-group comprising workers of State Health Institute of the Slovak Republic in Bratislava and in Banska Bystrica was created. During 1997 this group took the set of radon concentration measurements in four ore mines (Hodrusa Hamre, gold; Talcum - Magnezit Hnusta, talc, magnesite; Zelba Rudnany, barytes, polymetallic ores; Zelba -Siderit Nizna Slana, siderit) and twelve show caves (Belianska, Bystrianska, Demanovska j.Slobody, Demenovska ladova, Dobsinska ladova, Domica, Driny, Gombasecka, Harmanecka, Jasovska, Ochtinska aragonite, Vazecka).The highest radon activity concentration 24470 ± 118 Bq/m 3 in Vazecka cave (location Galeria) was measured According to averaged radon levels the following conclusions were made for show caves: all show caves except two ice caves shall be declared as workplaces with ionizing radiation sources for radon levels high above 1000 Bq/m 3 (the chosen action level 1000 Bq/m 3 corresponds to the annual effective dose 6 mSv providing 2000 working hours spent in such workplace) were detected and no technical mitigation is possible because of preservation of cave decoration. Situation in ore mines ii a bit different. Measured radon levels were found varying in a wide range depending on the position in the mine, work practices and season. The increase of radon gas concentration in summer months was observed as it was expected. In every ore mine workplaces with radon concentration high above the action level were found. Powerful ventilation system is a basic prerequisite and can reduce concentration below the action level. High radon concentration (up to 4200 Bq/m 3 ) in Hodrusa Hereditary Drift (haulage-way from Hodrusa gold mine) were successfully reduced to 200 Bq/m 3 by walling up mouths of the old mine works. In other three mines the current ventilation conditions are not sufficient to ensure radon concentrations below the action level for the time being. This is the

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

Science.gov (United States)

Chadwick, Sharlene; Travaglia, Joanne

2017-05-15

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

I wanted you to know: Breast cancer survivors' control of workplace communication about cancer.

Science.gov (United States)

Robinson, Lynne; Kocum, Lucie; Loughlin, Catherine; Bryson, Lindsay; Dimoff, Jennifer K

2015-10-01

Of working women diagnosed with cancer, approximately one-third will have breast cancer. Communicating about their cancer plays an important role in their workplace experience. It is challenging but helpful in eliciting needed social support and accommodations. Fully understanding such communication experiences is important in order to facilitate the well-being and success of such women in their workplaces. A qualitative study permits a richer account of the details of these workplace communications, and a deeper understanding of how women manage the complex and multifaceted communication process. This study used thematic analysis of semistructured interviews from 19 women working full time at the time of their breast cancer diagnosis. We found 3 themes that encapsulated unfolding individual experiences, representing a complex interplay of challenges to maintaining a sense of personal control in workplace responses: challenges to control posed by the experience of sharing information in the workplace about the woman's cancer, women's very individual attempts to control how information about their cancer was shared, and the mixed responses of those who were told. The result was unique individual trajectories in which empathic responses tailored to the individual's needs and preferences were most helpful. These findings can provide guidance on managing cancer communication for survivors, and on how to best support and accommodate women workers with breast cancer, facilitating their ability to control how their cancer impacts their work experience. Our website (http://www.iwantedyoutoknow.ca/) provides a video, tip sheet, and other resources for facilitating supportive communication in the workplace. (c) 2015 APA, all rights reserved).

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…

The Influence of Job Characteristics and Self-Directed Learning Orientation on Workplace Learning

Science.gov (United States)

Raemdonck, Isabel; Gijbels, David; van Groen, Willemijn

2014-01-01

Given the increasing importance of learning at work, we set out to examine the factors which influence workplace learning behaviour. The study investigated the influence of the job characteristics from Karasek's Job Demand Control Support model and the personal characteristic self-directed learning orientation on workplace learning. A total…

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

Science.gov (United States)

Iwanowicz, Eliza

2008-01-01

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

Input of Lithuanian science into nuclear safety improvement, coordination of technical support organizations

International Nuclear Information System (INIS)

Maksimovas, G.

1999-01-01

VATESI in its activities is very much supported by Lithuanian scientific and technical organizations which are doing expertise of safety analyses of Ignalina NPP. Description of these organizations is presented. Broad international cooperation and assistance programs is underway helping Lithuanians scientific organizations to build own capacity in making nuclear safety research

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

Energy Technology Data Exchange (ETDEWEB)

Burtis, C.A.

1990-01-01

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

Managing work-related stress in the district nursing workplace.

Science.gov (United States)

Burke, Michelle

2013-11-01

This article aims to highlight the issue of work-related stress within the district nursing workplace. It will acknowledge how the management of work-related stress has previously been discussed within nursing literature and will consider the emerging relationship between staff working conditions, staff wellbeing and quality of patient care. It will reintroduce the Health and Safety Executive's (HSE's) Management Standards approach to tackling work-related stress, which provides management support to reduce environmental work stressors and encourage enabling work environments and a positive workplace culture.

Behind closed doors: in-home workers' experience of sexual harassment and workplace violence.

Science.gov (United States)

Barling, J; Rogers, A G; Kelloway, E K

2001-07-01

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested.

The relationship of positive work environments and workplace injury: evidence from the National Nursing Assistant Survey.

Science.gov (United States)

McCaughey, Deirdre; McGhan, Gwen; Walsh, Erin M; Rathert, Cheryl; Belue, Rhonda

2014-01-01

With estimates of a 51% growth in the number of nursing assistants needed by 2016, there is a critical need to examine workplace factors that negatively contribute to the recruitment and retention of nursing assistants. Studies have shown that high demands, physical stress, and chronic workforce shortages contribute to a working environment that fosters one of the highest workforce injury rates in the United States. The aim of this study was to explore the relationship between nursing assistant injury rates and key outcomes, such as job satisfaction and turnover intent, while exploring workplace environment factors, such as injury prevention training, supervisor support, and employee engagement, that can decrease the rates of workplace injury. Data from the 2004 National Nursing Assistant Survey were used to examine the negative effects of workplace injury on nursing assistants and the workplace environment factors that are related to the rate of worker injury. Nursing assistants who experience job-related injuries have lower levels of job satisfaction, increased turnover intentions, and are less likely to recommend their facility as a place to work or seek care services. It was also found that nursing assistant injury rates are related to employee ratings of injury prevention training, supervisor support, and employee engagement. NAs with multiple injuries (>2) were 1.3-1.6 times more likely to report being injured at work than NAs who had not been injured when supervisor support, employee engagement, and training ratings were low. Evidence that health care organizations can use to better understand how workplace injuries occur and insight into ways to reduce the current staggering rate of on-the-job injuries occurring in health care workplaces were offered in this study. The findings also offer empirical support for an extension of the National Institute for Occupational Health and Safety/National Occupational Research Agenda Work Organization Framework for

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

Stopping the culture of workplace incivility in nursing.

Science.gov (United States)

Khadjehturian, Rachele E

2012-12-01

Workplace incivility (WI) continues to hamper professional nursing practice, patient care, and the health of nurses who encounter this phenomenon in their workplace. This article provides an exemplar of WI experienced by a new nurse when a more seasoned nurse uses humiliation, intimidation, and angry verbal abuse to accuse the novice nurse in the presence of coworkers and patients that she failed to provide essential nursing care to a challenging patient. Nurses are reminded that open communication among coworkers will help minimize the occurrence of WI, encourage a supportive milieu in the unit, and ensure the safety of patients, family, and staff.

Coping strategies to exposure to workplace bullying

Directory of Open Access Journals (Sweden)

Malgorzata Gamian-Wilk

2017-12-01

Full Text Available The article concerns coping strategies of workers subjected to workplace bullying. Firstly, bullying process development is compared with various models of conflict escalation. Secondly, the review of literature on employees’ exposed to bullying at work responses to negative workplace activities is presented. Finally, the results of studies comparing targets’ and non-targets’ strategies on various stages of bullying development are described. The findings indicate that employees previously exposed to bullying at work at the very early stage of conflict respond in a way that may be interpreted as unconstructive while those who encounter single conflicts at work intensify their endeavors to make a good impression, and try to gain social support from their surrounding interpersonal relationships. Bullying targets seek support and use strategies based on co-operation when the conflict is severe and difficult to solve. The article ends with directions for future studies aiming at identifying strategies for prevention programs.

Workplace violence against homecare workers and its relationship with workers health outcomes: a cross-sectional study.

Science.gov (United States)

Hanson, Ginger C; Perrin, Nancy A; Moss, Helen; Laharnar, Naima; Glass, Nancy

2015-01-17

Consumer-driven homecare models support aging and disabled individuals to live independently through the services of homecare workers. Although these models have benefits, including autonomy and control over services, little evidence exists about challenges homecare workers may face when providing services, including workplace violence and the negative outcomes associated with workplace violence. This study investigates the prevalence of workplace violence among homecare workers and examines the relationship between these experiences and homecare worker stress, burnout, depression, and sleep. We recruited female homecare workers in Oregon, the first US state to implement a consumer driven homecare model, to complete an on-line or telephone survey with peer interviewers. The survey asked about demographics and included measures to assess workplace violence, fear, stress, burnout, depression and sleep problems. Homecare workers (n = 1,214) reported past-year incidents of verbal aggression (50.3% of respondents), workplace aggression (26.9%), workplace violence (23.6%), sexual harassment (25.7%), and sexual aggression (12.8%). Exposure was associated with greater stress (p workplace aggression buffered homecare workers against negative work and health outcomes. To ensure homecare worker safety and positive health outcomes in the provision of services, it is critical to develop and implement preventive safety training programs with policies and procedures that support homecare workers who experience harassment and violence.

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.

Radioactive Aerosol Size Distribution Measured in Nuclear Workplaces

International Nuclear Information System (INIS)

Kravchik, T.; Oved, S.; German, U.

2002-01-01

Inhalation is the main route for internal exposure of workers to radioactive aerosols in the nuclear industry.Aerosol's size distribution and in particular its activity median aerodynamic diameter (AMAD)is important for determining the fractional deposition of inhaled particles in the respiratory tract and the resulting doses. Respiratory tract models have been published by the International Commission on radiological Protection (ICRP).The former model has recommended a default AMAD of 1 micron for the calculation of dose coefficients for workers in the nuclear industry [1].The recent model recommends a 5 microns default diameter for occupational exposure which is considered to be more representative of workplace aerosols [2]. Several researches on radioactive aerosol's size distribution in nuclear workplaces has supported this recommendation [3,4].This paper presents the results of radioactive aerosols size distribution measurements taken at several workplaces of the uranium production process

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...

Patterns of gender equality at workplaces and psychological distress.

Directory of Open Access Journals (Sweden)

Sofia Elwér

Full Text Available Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress. Questionnaire data from the Northern Swedish Cohort (n = 715 have been analysed and supplemented with register data about the participants' workplaces. The register data were used to create gender equality indicators of women/men ratios of number of employees, educational level, salary and parental leave. Cluster analysis was used to identify patterns of gender equality at the workplaces. Differences in psychological distress between the clusters were analysed by chi-square test and logistic regression analyses, adjusting for individual socio-demographics and previous psychological distress. The cluster analysis resulted in six distinctive clusters with different patterns of gender equality at the workplaces that were associated to psychological distress for women but not for men. For women the highest odds of psychological distress was found on traditionally gender unequal workplaces. The lowest overall occurrence of psychological distress as well as same occurrence for women and men was found on the most gender equal workplaces. The results from this study support the convergence hypothesis as gender equality at the workplace does not only relate to better mental health for women, but also more similar occurrence of mental ill-health between women and men. This study highlights the importance of utilizing a multidimensional view of gender equality to understand its association to health outcomes. Health policies need to consider gender equality at the workplace level as a social determinant of health that is of importance for reducing

Patterns of Gender Equality at Workplaces and Psychological Distress

Science.gov (United States)

Bolin, Malin; Hammarström, Anne

2013-01-01

Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress. Questionnaire data from the Northern Swedish Cohort (n = 715) have been analysed and supplemented with register data about the participants' workplaces. The register data were used to create gender equality indicators of women/men ratios of number of employees, educational level, salary and parental leave. Cluster analysis was used to identify patterns of gender equality at the workplaces. Differences in psychological distress between the clusters were analysed by chi-square test and logistic regression analyses, adjusting for individual socio-demographics and previous psychological distress. The cluster analysis resulted in six distinctive clusters with different patterns of gender equality at the workplaces that were associated to psychological distress for women but not for men. For women the highest odds of psychological distress was found on traditionally gender unequal workplaces. The lowest overall occurrence of psychological distress as well as same occurrence for women and men was found on the most gender equal workplaces. The results from this study support the convergence hypothesis as gender equality at the workplace does not only relate to better mental health for women, but also more similar occurrence of mental ill-health between women and men. This study highlights the importance of utilizing a multidimensional view of gender equality to understand its association to health outcomes. Health policies need to consider gender equality at the workplace level as a social determinant of health that is of importance for reducing differences in health

Patterns of gender equality at workplaces and psychological distress.

Science.gov (United States)

Elwér, Sofia; Harryson, Lisa; Bolin, Malin; Hammarström, Anne

2013-01-01

Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress. Questionnaire data from the Northern Swedish Cohort (n = 715) have been analysed and supplemented with register data about the participants' workplaces. The register data were used to create gender equality indicators of women/men ratios of number of employees, educational level, salary and parental leave. Cluster analysis was used to identify patterns of gender equality at the workplaces. Differences in psychological distress between the clusters were analysed by chi-square test and logistic regression analyses, adjusting for individual socio-demographics and previous psychological distress. The cluster analysis resulted in six distinctive clusters with different patterns of gender equality at the workplaces that were associated to psychological distress for women but not for men. For women the highest odds of psychological distress was found on traditionally gender unequal workplaces. The lowest overall occurrence of psychological distress as well as same occurrence for women and men was found on the most gender equal workplaces. The results from this study support the convergence hypothesis as gender equality at the workplace does not only relate to better mental health for women, but also more similar occurrence of mental ill-health between women and men. This study highlights the importance of utilizing a multidimensional view of gender equality to understand its association to health outcomes. Health policies need to consider gender equality at the workplace level as a social determinant of health that is of importance for reducing differences in health

The Role of Universities in Preparing Graduates to Use Software in the Financial Services Workplace

Science.gov (United States)

Tickle, Leonie; Kyng, Tim; Wood, Leigh N.

2014-01-01

The role of universities in preparing students to use spreadsheet and other technical software in the financial services workplace has been investigated through surveys of university graduates, university academics, and employers. It is found that graduates are less skilled users of software than employers would like, due at least in part to a…

Socioeconomic determinants of bullying in the workplace: a national representative sample in Japan.

Science.gov (United States)

Tsuno, Kanami; Kawakami, Norito; Tsutsumi, Akizumi; Shimazu, Akihito; Inoue, Akiomi; Odagiri, Yuko; Yoshikawa, Toru; Haratani, Takashi; Shimomitsu, Teruichi; Kawachi, Ichiro

2015-01-01

Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20-60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS). We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI) = 1.03-5.85]), junior high school graduates (OR: 2.62 [95%CI: 1.01-6.79]), workers with lowest household income (OR: 4.13 [95%CI:1.58-10.8]), and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66-10.7]) were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002). Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017) while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]). The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence of

Socioeconomic determinants of bullying in the workplace: a national representative sample in Japan.

Directory of Open Access Journals (Sweden)

Kanami Tsuno

Full Text Available Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20-60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS. We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI = 1.03-5.85], junior high school graduates (OR: 2.62 [95%CI: 1.01-6.79], workers with lowest household income (OR: 4.13 [95%CI:1.58-10.8], and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66-10.7] were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002. Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017 while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]. The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence

Mersey deanery ophthalmology trainees' views of the objective assessment of surgical and technical skills (OSATS) workplace-based assessment tool.

Science.gov (United States)

Tsagkataki, Myrto; Choudhary, Anshoo

2013-02-01

Objective assessment of surgical and technical skills (OSATS) workplace-based assessment tool is now mandatory during ophthalmology speciality training in the United Kingdom. The opinions of those undergoing this assessment have not been formally sought. This study evaluated the views of ophthalmology trainees on OSATS assessment as applied to cataract surgery. A questionnaire was circulated to 34 ophthalmology speciality trainees of the Mersey deanery. A total of 28 responses were received. The most positive aspects of the process identified were feedback, learning and opportunity for reflective practice. The most negative aspects were time constraints, assessor's availability and case selection. Of the trainees, 93 % mentioned that no previous agreed action was taken into consideration when filling in subsequent forms and their performance was not discussed in their annual summative assessment. This study highlights important aspects of trainees' perceptions of OSATS. Trainees appreciate the formative aspects of OSATS assessment. Some problems came to light, which can be resolved by specification of standards, training of assessors, and commitment from both trainers and trainees. Changes are needed to allow demonstration of surgical progression with time. The issues identified here will be relevant to other specialities as well. A larger survey would be beneficial.

Workplace Energy Conservation at Michigan State University

Science.gov (United States)

Allen, Summer; Marquart-Pyatt, Sandra T.

2018-01-01

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

Workplace violence on workers caring for long-term institutionalized schizophrenic patients in Taiwan.

Science.gov (United States)

Chen, Wen-Ching; Wang, Jung-Der; Lew-Ting, Chih-Yin; Chiu, Hsien-Jane; Lin, Yi-Ping

2007-07-01

It has been noted that workplace violence most frequently occurs in psychiatric settings. The purpose of this study was to explore the workplace violence, including violence situation, victims' feeling, and the prevention strategies, on workers caring for long-term institutionalized schizophrenic patients in Taiwan. We conducted a face-to-face, in-depth, and semi-structured interview with 13 health care workers suffering from physical violence and/or sexual harassment by patients in 2002. First, the interviews were taped and/or paper-notes recorded, then transcribed, organized, and analyzed. Results found that all of the victims alleged they did not receive enough post-incident support, and more than a half of the victims could not call others for help during the violence. To avoid further attack, most victims offered prevention strategies which were considered valuable for establishing guidelines. However, some victims regarded workplace violence as inevitable and part of the job. The most common situations of workplace violence were during routine ward inspections, especially when the victims were alone. The most serious psychological harm was post-traumatic stress disorder (PTSD). In conclusion, we recommended a re-engineering of the organization to a supportive and safe working environment for prevention of workplace violence in the study hospital.

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.

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...

The effectiveness of workplace dietary modification interventions: a systematic review.

Science.gov (United States)

Geaney, F; Kelly, C; Greiner, B A; Harrington, J M; Perry, I J; Beirne, P

2013-11-01

To evaluate the effectiveness of workplace dietary modification interventions alone or in combination with nutrition education on employees' dietary behaviour, health status, self-efficacy, perceived health, determinants of food choice, nutrition knowledge, co-worker support, job satisfaction, economic cost and food-purchasing patterns. Data sources included PubMed, Medline, Embase, Psych Info., Web of Knowledge and Cochrane Library (November 2011). This review was guided by the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) statement. Studies were randomised controlled trials and controlled studies. Interventions were implemented for at least three months. Cochrane Collaboration's risk of bias tool measured potential biases. Heterogeneity precluded meta-analysis. Results were presented in a narrative summary. Six studies conducted in Brazil, the USA, Netherlands and Belgium met the inclusion criteria. Four studies reported small increases in fruit and vegetable consumption (≤half serving/day). These studies involved workplace dietary modifications and three incorporated nutrition education. Other outcomes reported included health status, co-worker support, job satisfaction, perceived health, self-efficacy and food-purchasing patterns. All studies had methodological limitations that weakened confidence in the results. Limited evidence suggests that workplace dietary modification interventions alone and in combination with nutrition education increase fruit and vegetable intakes. These interventions should be developed with recommended guidelines, workplace characteristics, long-term follow-up and objective outcomes for diet, health and cost. © 2013.

The assessment of occupational protection conditions in workplaces with high levels of exposure to natural radiation. Report from a technical committee meeting. Working material

International Nuclear Information System (INIS)

2002-01-01

Occupational exposure from natural radiation is, in the United Nations Scientific Committee on the Effects of Atomic Radiation (UNSCEAR) 2000 Report, estimated to contribute to more than 80 percent of the world-wide annual collective dose from occupational exposure, uranium mining excluded. The Agency's Radiation Safety Standards Series, the Requirements, and the Safety Guides (jointly sponsored by the Agency and the International Labour Office), address the control of occupational exposures from natural sources of radiation. In addition, some Safety Reports on specific issues are in the process of being finalized. Following upon recommendations to the Agency from its Member States to provide further guidance on the control of occupational exposure to natural radiation, a Technical Committee Meeting on Assessment of Occupational Radiation Protection Conditions in Workplaces with High Levels of Exposure to Natural Radiation was held in Vienna from 7 to 11 May 2001. The objective of the meeting was to produce an inventory of problem areas, make an assessment of the problem and propose a draft work plan for the Agency, This IAEA Working Material includes the report from the meeting, including the presentations made. Based on the recommendations made by the Technical Committee, a work plan is being initiated, implying that more attention will be paid to occupational exposure from natural radiation sources in the Occupational Radiation Protection programme

Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study.

Science.gov (United States)

Rodríguez-Muñoz, Alfredo; Moreno-Jiménez, Bernardo; Sanz-Vergel, Ana Isabel

2015-01-01

Workplace bullying has been classified as an extreme social stressor in work contexts and has been repeatedly linked to several negative consequences. However, little research has examined reversed or reciprocal relations of bullying and outcomes. We conducted a two-wave longitudinal study with a time lag of six months. The study sample consisted of 348 employees of the Spanish workforce. The present study examined longitudinal relationships between workplace bullying, psychological health, and well-being. On the basis of conservation of resources theory, we hypothesized that we would find reciprocal relations among study variables over time. Results of cross-lagged structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workplace bullying was negatively related to Time 2 (T2) vigor and positively related to T2 anxiety. Additionally, T1 anxiety and vigor had an effect on T2 workplace bullying. Overall, these findings support the validity of the theoretical models postulating a reciprocal bullying-outcome relationship, rather than simple one-way causal pathways approaches.

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

With improvements in screening, diagnosis, and treatment, the number of persons surviving cancer and staying at or returning to work is increasing. While workplace accommodations optimize workers' abilities to participate in the workforce, there has been little in-depth investigation of the types of accommodations reported to have been provided to cancer survivors and the processes relevant to ensuring their successful implementation. We employed an exploratory qualitative method and conducted 40 semi-structured interviews with three groups: (i) cancers survivors (n = 16), (ii) health/vocational service providers (n = 16), and (iii) employer representatives (n = 8) to explore return to work and accommodation processes, successes, and challenges. An inductive thematic analysis approach was used to analyze the data. Four types of accommodations were recommended: (1) graduated return to work plans and flexible scheduling, (2) modification of work duties and performance expectations, (3) retraining and supports at the workplace, and (4) modification of the physical work environment and/or the provision of adaptive aids/technologies. Processes relevant to ensuring effective accommodations included: (1) developing knowledge about accommodations, (2) employer's ability to accommodate, (3) negotiating reasonable accommodations, (4) customizing accommodations, and (5) implementing and monitoring accommodation plans. Accommodation challenges included: (1) survivors' fears requesting accommodations, (2) developing clear and specific accommodations, (3) difficult to accommodate jobs, and (4) workplace challenges, including strained pre-cancer workplace relationships, insufficient/inflexible workplace policies, employer concerns regarding productivity and precedent setting, and limited modified duties. Accommodations need to be customized and clearly linked to survivors' specific job demands, work context, and available workplace supports. Survivors need to feel

Source-specific workplace social support and high-sensitivity C-reactive protein levels among Japanese workers: A 1-year prospective cohort study.

Science.gov (United States)

Eguchi, Hisashi; Shimazu, Akihito; Kawakami, Norito; Inoue, Akiomi; Tsutsumi, Akizumi

2016-08-01

This study investigated the prospective association between source-specific workplace social support and high-sensitivity C-reactive protein (hs-CRP) levels in workers in Japan. We conducted a 1-year prospective cohort study with 1,487 men and 533 women aged 18-65 years. Participants worked at two manufacturing worksites in Japan and were free of major illness. We used multivariable linear regression analyses to evaluate the prospective association between supervisor and coworker support at baseline, and hs-CRP levels at follow-up. We conducted the analyses separately for men and women. For women, high supervisor support at baseline was significantly associated with lower hs-CRP levels at follow-up (β = -0.109, P support at baseline was not significantly associated with hs-CRP levels at follow-up. Associations between supervisor and coworker support and hs-CRP levels were not significant for men. Supervisor support may have beneficial effects on inflammatory markers in working women. Am. J. Ind. Med. 59:676-684, 2016. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

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.

Self-Entrustment: How Trainees' Self-Regulated Learning Supports Participation in the Workplace

Science.gov (United States)

Sagasser, Margaretha H.; Kramer, Anneke W. M.; Fluit, Cornelia R. M. G.; van Weel, Chris; van der Vleuten, Cees P. M.

2017-01-01

Clinical workplaces offer postgraduate trainees a wealth of opportunities to learn from experience. To promote deliberate and meaningful learning self-regulated learning skills are foundational. We explored trainees' learning activities related to patient encounters to better understand what aspects of self-regulated learning contribute to…

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...

Human Work Interaction Design for Pervasive and Smart Workplaces

DEFF Research Database (Denmark)

Campos, Pedro F.; Lopes, Arminda; Clemmensen, Torkil

2014-01-01

' experience and outputs? This workshop focuses on answering this question to support professionals, academia, national labs, and industry engaged in human work analysis and interaction design for the workplace. Conversely, tools, procedures, and professional competences for designing human......Pervasive and smart technologies have pushed workplace configuration beyond linear logic and physical boundaries. As a result, workers' experience of and access to technology is increasingly pervasive, and their agency constantly reconfigured. While this in certain areas of work is not new (e.......g., technology mediation and decision support in air traffic control), more recent developments in other domains such as healthcare (e.g., Augmented Reality in Computer Aided Surgery) have raised challenging issues for HCI researchers and practitioners. The question now is: how to improve the quality of workers...

The IEEE guide to writing in the engineering and technical fields

CERN Document Server

Kmiec, David

2017-01-01

This book introduces students and practicing engineers to all the components of writing in the workplace. It teaches readers how considerations of audience and purpose govern the structure of their documents within particular work settings. The IEEE Guide to Writing in the Engineering and Technical Fields is broken up into two sections: "Writing in Engineering Organizations" and "What Can You Do With Writing?" The first section helps readers approach their writing in a logical and persuasive way as well as analyze their purpose for writing. The second section demonstrates how to distinguish rhetorical situations and the generic forms to inform, train, persuade, and collaborate. The emergence of the global workplace has brought with it an increasingly important role for effective technical communication. Engineers more often need to work in cross-functional teams with people in different disciplines, in different countries, and in different parts of the world. Engineers must know how to communicate in a rapid...

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

When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance.

Science.gov (United States)

Bordia, Prashant; Restubog, Simon Lloyd D; Tang, Robert L

2008-09-01

In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in workplace deviance. Three studies tested these ideas. All of the studies supported the hypothesized relationships. In addition, self-control was found to be a moderator of the relationship between revenge cognitions and deviant acts; the relationship was weaker for people high in self-control.

Reduction of Manual Handling with Loads and Activities Causing Musculosceletal Disorders in a Selected Workplace

Science.gov (United States)

Beňo, Rastislav; Lenhardtová, Zuzana; Zelenay, Tomáš

2016-06-01

The main aim of the article is to present the results from the research project which was focused on the minimisation of ergonomic risk to the musculoskeletal system. The research was conducted in a company whose core business includes the production; converting and sales of packaging materials. The first section of the article is focused on the theoretical basis of software support in ergonomics. In the second section, the authors' deal with analysis of the current situation in the selected workplace (production of printing forms for rotogravure and flexoprinting) by anthropometric measurements and research conducted in the form of a questionnaire survey. The third part is focused on the presentation of the newly created simulation model in the virtual environment of Tecnomatix Jack software. The final section of the article describes the proposed solutions (organisational and technical).

Reduction of Manual Handling with Loads and Activities Causing Musculosceletal Disorders in a Selected Workplace

Directory of Open Access Journals (Sweden)

Beňo Rastislav

2016-06-01

Full Text Available The main aim of the article is to present the results from the research project which was focused on the minimisation of ergonomic risk to the musculoskeletal system. The research was conducted in a company whose core business includes the production; converting and sales of packaging materials. The first section of the article is focused on the theoretical basis of software support in ergonomics. In the second section, the authors’ deal with analysis of the current situation in the selected workplace (production of printing forms for rotogravure and flexoprinting by anthropometric measurements and research conducted in the form of a questionnaire survey. The third part is focused on the presentation of the newly created simulation model in the virtual environment of Tecnomatix Jack software. The final section of the article describes the proposed solutions (organisational and technical.

Workplace violence against homecare workers and its relationship with workers health outcomes: a cross-sectional study

OpenAIRE

Hanson, Ginger C; Perrin, Nancy A; Moss, Helen; Laharnar, Naima; Glass, Nancy

2015-01-01

Background Consumer-driven homecare models support aging and disabled individuals to live independently through the services of homecare workers. Although these models have benefits, including autonomy and control over services, little evidence exists about challenges homecare workers may face when providing services, including workplace violence and the negative outcomes associated with workplace violence. This study investigates the prevalence of workplace violence among homecare workers an...

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

Science.gov (United States)

Musayón Oblitas, F Y; Caufield, C

2007-12-01

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

A systematic review of workplace disclosure and accommodation requests among youth and young adults with disabilities.

Science.gov (United States)

Lindsay, Sally; Cagliostro, Elaine; Carafa, Gabriella

2017-08-10

The objective of this systematic review is to critically appraise the literature on disability disclosure and workplace accommodations for youth and young adults with disabilities. Systematic searches of nine international databases identified 27 studies meeting our inclusion criteria. These studies were analyzed with respect to the characteristics of the participants, methodology, results of the studies and the quality of the evidence. Among the 27 studies, 18,419 participants (aged 14-33, mean 23.9 years) were represented across seven countries. Barriers to disability disclosure and requests for workplace accommodations were found at the individual (i.e., disability type, severity, poor self-concept, and advocacy skills), employment (i.e., type of industry, and working conditions, lack of supports), and societal levels (i.e., stigma/discrimination). Facilitators of disability disclosure included individual factors (i.e., knowledge of supports and workplace rights, self-advocacy skills), employment (i.e., training/supports, effective communication with employers, realizing the benefits of accommodations), and societal factors (i.e., positive attitudes toward people with disabilities). There was little consensus on the processes and timing of how disability should be discussed in the workplace among youth with disabilities. Our findings highlight the complexities of disability disclosure for youth with disabilities. More studies are needed to explore issues of workplace disclosure and accommodations for young people to improve disclosure strategies and the process of providing appropriate accommodations. Implications for Rehabilitation Clinicians, educators, and parents should support youth to become self-aware and build self-advocacy skills so they can make an informed decision about how and when to disclose their condition to employers. Clinicians, educators, and employers should help youth with disabilities to understand the benefits of disclosing their

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

Science.gov (United States)

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

2018-05-01

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

A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.

Science.gov (United States)

Trépanier, Sarah-Geneviève; Fernet, Claude; Austin, Stéphanie

2015-01-01

Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

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.

Status and the evaluation of workplace deviance.

Science.gov (United States)

Bowles, Hannah Riley; Gelfand, Michele

2010-01-01

Bias in the evaluation of workplace misbehavior is hotly debated in courts and corporations, but it has received little empirical attention. Classic sociological literature suggests that deviance by lower-status actors will be evaluated more harshly than deviance by higher-status actors. However, more recent psychological literature suggests that discrimination in the evaluation of misbehavior may be moderated by the relative status of the evaluator because status influences both rule observance and attitudes toward social hierarchy. In Study 1, the psychological experience of higher status decreased rule observance and increased preferences for social hierarchy, as we theorized. In three subsequent experiments, we tested the hypothesis that higher-status evaluators would be more discriminating in their evaluations of workplace misbehavior, evaluating fellow higher-status deviants more leniently than lower-status deviants. Results supported the hypothesized interactive effect of evaluator status and target status on the evaluation of workplace deviance, when both achieved status characteristics (Studies 2a and 2b) and ascribed status characteristics (i.e., race and gender in Study 3) were manipulated.

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

Science.gov (United States)

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

2013-02-01

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

A brief introduction to the military workplace culture.

Science.gov (United States)

Redmond, S A; Wilcox, S L; Campbell, S; Kim, A; Finney, K; Barr, K; Hassan, A M

2015-01-01

Military culture and workplace are areas of interest for researchers across disciplines. However, few publications on military culture exist. The purpose of this article is to introduce general concepts regarding the structure and culture of the United States Military and discuss how this creates challenges for reintegrating into the civilian world. Topics that will be covered in this article include an overview of the Department of Defense (DoD) and Department of Veterans Affairs (VA), socialization to military culture, the unique features of the military as a workplace, the cultural experiences of military personnel reintegrating back into the community, and the challenges faced by military members and their spouses. The provided information on military culture will expand military cultural competency so that civilian employers can enhance their ability to create supportive workplaces for veterans and military spouses during times of transition and reintegration. The unique characteristics of the military culture should be understood by those who work with or plan to work with military populations.

Overcoming challenges to gender equality in the workplace leadership and innovation

CERN Document Server

Flynn, Patricia M; Kilgour, Maureen A

2016-01-01

Many businesses and organizations are increasingly aware of the case for promoting gender equality, both within and outside their organizational boundaries. Evidence suggests that gender equality in the workplace boosts performance, and legal frameworks in many countries mandate specific action on gender inequality in the workplace. However, despite organizational policies on promoting equality and equal opportunities, there remain challenges to be overcome in many businesses, including throughout their supply chains. The book provides research rationales as to why responsible organizations must address the issue of gender equality in the workplace. It also presents case studies, action research and examples of good practices, describing how businesses and organizations are working to promote gender equality in various contexts. The book is designed to support the rationale for gender equality in business and organizations, provide evidence of implementation of gender equality in the workplace, and how to dea...

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...

The Relationship between Return on Profitability and Costs of Outsourcing Information Technology Technical Support

Science.gov (United States)

Odion, Segun

2011-01-01

The purpose of this quantitative correlational research study was to examine the relationship between costs of operation and total return on profitability of outsourcing information technology technical support in a two-year period of outsourcing operations. United States of America list of Fortune 1000 companies' chief information officers…

Coping with Workplace Violence against General Practitioners and Nurses in Heilongjiang Province, China: Social Supports and Prevention Strategies.

Science.gov (United States)

Zhao, Siqi; Qu, Lijun; Liu, He; Gao, Lijun; Jiao, Mingli; Liu, Jinghua; Liang, Libo; Zhao, Yanming; Wu, Qunhong

2016-01-01

The study's objectives were to: 1) use social support theory to examine factors influencing healthcare workers' opinions about workplace violence (WPV) prevention strategies, and 2) to determine the types of support that general practitioners (GPs) and general nurses sought and expected to use after WPV exposure. A cross-sectional survey was used to assess a sample of 448 GPs and 412 general nurses from 90 township hospitals located in Heilongjiang province, China. Results revealed that workers exposed to physical, psychological or both WPV types had a strong opinion about the necessity of improving diagnosis/treatment competence, developing violence prevention guidelines and plans, using protective equipment, and reinforcing staff by providing back-up support. The last two strategies were also selected by tertiary hospital workers in our previous study. In addition, workers with high anxiety selected the following prevention strategies as most effective: improving doctor-patient communication skills; installing cameras on wards; keeping work areas bright; improvements in violence reporting, statistics, and interventions; security patrols in the key departments; reinforcing staff; and correcting inaccurate media perspectives and reports. The last four strategies were also selected by tertiary hospital workers. All respondents expected to receive organisational and social support. In conclusion, these prevention strategies should be tailored to the different requirements of specific populations. Furthermore, it is necessary for organisations, the public, and policymakers to provide powerful support in WPV prevention.

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

Learner Support Requirements for Online Workplace Training in the South African Furniture Industry

Science.gov (United States)

MacDonald, Iain S.; Bullen, Mark; Kozak, Robert A.

2010-01-01

A qualitative research project was conducted to evaluate the suitability of e-learning as a means of delivering training to workplace learners in the South African furniture manufacturing sector. Twenty learners participated in a three-month pilot e-learning course and were monitored throughout. While the study was designed primarily to…

ECOS: a configurable, multi-terabyte database supporting engineering and technical computing at Sizewell B

International Nuclear Information System (INIS)

Binns, F.; Fish, A.

1992-01-01

One of the three main classes of computing support systems is concerned with the technical and engineering aspects of Sizewell-B power station. These aspects are primarily concerned with engineering means to optimise plant use to maximise power output by increasing availability and efficiency. At Sizewell-B the Engineering Computer system (ECOS) will provide the necessary support facilities, and is described. ECOS is being used by the station commissioning team and for monitoring the state of some plant already in service. (Author)

Non-governmental organizational health operations in humanitarian crises: the case for technical support units.

Science.gov (United States)

Greenough, P Gregg; Nazerali, Rahim; Fink, Sheri; VanRooyen, Michael J

2007-01-01

As the humanitarian health response industry grows, there is a need for technical health expertise that can build an evidence base around outcome measures and raise the quality and accountability of the health relief response. We propose the formation of technical support units (TSUs), entities of health expertise institutionalized within humanitarian non-governmental organizations (NGOs), which will bridge the gap between the demand for evidence-based, humanitarian programming and the field capacity to accomplish it. With the input of major humanitarian NGOs and donors, this paper discusses the attributes and capacities ofTSUs; and the mechanisms for creating and enhancing TSUs within the NGO management structure.

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.

Please respond ASAP: workplace telepressure and employee recovery.

Science.gov (United States)

Barber, Larissa K; Santuzzi, Alecia M

2015-04-01

Organizations rely heavily on asynchronous message-based technologies (e.g., e-mail) for the purposes of work-related communications. These technologies are primary means of knowledge transfer and building social networks. As a by-product, workers might feel varying levels of preoccupations with and urges for responding quickly to messages from clients, coworkers, or supervisors--an experience we label as workplace telepressure. This experience can lead to fast response times and thus faster decisions and other outcomes initially. However, research from the stress and recovery literature suggests that the defining features of workplace telepressure interfere with needed work recovery time and stress-related outcomes. The present set of studies defined and validated a new scale to measure telepressure. Study 1 tested an initial pool of items and found some support for a single-factor structure after problematic items were removed. As expected, public self-consciousness, techno-overload, and response expectations were moderately associated with telepressure in Study 1. Study 2 demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout (physical and cognitive), absenteeism, sleep quality, and e-mail responding beyond those factors. Implications for future research and workplace practices are discussed. (c) 2015 APA, all rights reserved).

Age differences in workplace intervention effects on employees' nighttime and daytime sleep.

Science.gov (United States)

Lee, Soomi; Almeida, David M; Berkman, Lisa; Olson, Ryan; Moen, Phyllis; Buxton, Orfeu M

2016-12-01

To examine the effects of a workplace flexibility/support intervention on employees' sleep quantity and quality during nights and days and whether the effects differ by employee age. Cluster-randomized controlled trial. Information technology industry workplaces. US employees ( M age = 46.9 years) at an information technology firm who provided actigraphy at baseline and a 12-month follow-up (N = 396; n = 195 intervention, n = 201 control). The Work, Family, and Health Study intervention aimed to increase workplace flexibility and support. The intervention consisted of facilitated discussions to help employees increase control over when and where they work as well as manager-specific training sessions to increase manager support for employees' work-family issues. Nighttime sleep duration, wake after sleep onset (WASO), and nap duration were measured with wrist actigraphy. Day-to-day variability in these variables (min 2 ) was also estimated. Intervention employees increased nighttime sleep duration at 12 months, by 9 minutes per day, relative to control employees. There were interaction effects between the intervention and age on daytime nap duration and day-to-day variability in WASO. Older employees (56-70 years) in the intervention condition decreased nap duration at 12 months relative to older employees in the control condition. Older employees in the intervention condition also exhibited a greater decrease in day-to-day variability of WASO at 12 months compared with their baseline. The workplace flexibility/support intervention was effective in enhancing employees' sleep health by increasing nighttime sleep duration. Furthermore, the intervention was particularly effective for older employees in decreasing their daytime nap duration and day-to-day variability in WASO.

Organizing workplace health literacy to reduce musculoskeletal pain and consequences

DEFF Research Database (Denmark)

Larsen, Anne Konring; Holtermann, Andreas; Mortensen, Ole Steen

2015-01-01

of the workplace as an arena for improving health literacy has developed emphasizing the organizational responsibility in facilitating and supporting that employees obtain basic knowledge and information needed to understand and take action on individual and occupational health concerns. The literature about...... workplace health literacy is very limited but points at the importance of educating employees to be able to access, appraise and apply health information and of organizing the infrastructure and communication in the organization. This study suggests a concrete operationalization of health literacy...... and effect of workplace health initiatives might be due to the fact that pain and the consequences of pain are affected by various individual, interpersonal and organizational factors in a complex interaction. Recent health literacy models pursue an integrated approach to understanding health behavior...

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

Exploring the Relation between Teachers' Perceptions of Workplace Conditions and Their Professional Learning Goals

Science.gov (United States)

Louws, Monika L.; Meirink, Jacobiene A.; van Veen, Klaas; van Driel, Jan H.

2017-01-01

Schools' structural workplace conditions (e.g. learning resources and professional development policies) and cultural workplace conditions (e.g. school leadership, teachers' collaborative culture) have been found to affect the way teachers learn. It is not so much the objective conditions that support or impede professional learning but the way…

Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

Science.gov (United States)

Laschinger, Heather K Spence; Wong, Carol A; Cummings, Greta G; Grau, Ashley L

2014-01-01

Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments. The findings also provide empirical support for the notion of resonant leadership, a relatively new theory of relationship-focused leadership approaches. This research adds to the growing body of knowledge documenting the key role of positive leadership practices in creating healthy work environments that promote retention of nurses in a time of a severe nursing shortage.

Quality of workplace social relationships and perceived health.

Science.gov (United States)

Rydstedt, Leif W; Head, Jenny; Stansfeld, Stephen A; Woodley-Jones, Davina

2012-06-01

Associations between the quality of social relationships at work and mental and self-reported health were examined to assess whether these associations were independent of job strain. The study was based on cross-sectional survey data from 728 employees (response rate 58%) and included the Demand-Control-(Support) (DC-S) model, six items on the quality of social relationships at the workplace, the General Health Questionnaire (30), and an item on self-reported physical health. Logistic regression analyses were used. A first set of models were run with adjustment for age, sex, and socioeconomic group. A second set of models were run adjusted for the dimensions of the DC-S model. Positive associations were found between the quality of social relationships and mental health as well as self-rated physical health, and these associations remained significant even after adjustment for the dimensions. The findings add support to the Health and Safety Executive stress management standards on social relationships at the workplace.

Aversive workplace conditions and absenteeism : Taking referent group norms and supervisor support into account

NARCIS (Netherlands)

Biron, M.; Bamberger, P.

2012-01-01

Past research reveals inconsistent findings regarding the association between aversive workplace conditions and absenteeism, suggesting that other, contextual factors may play a role in this association. Extending contemporary models of absence, we draw from the social identity theory of

[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.

78 FR 27963 - Reliability Technical Conference; Notice of Technical Conference

Science.gov (United States)

2013-05-13

... Technical Conference; Notice of Technical Conference Take notice that the Federal Energy Regulatory Commission will hold a Technical Conference on Tuesday, July 9, 2013 from 9:00 a.m. to 5:00 p.m. This... technical support for webcasts and offers the option of listening to the meeting via phone-bridge for a fee...

Workplace violence against nurses: A cross-sectional study.

Science.gov (United States)

Zhang, Liuyi; Wang, Anni; Xie, Xia; Zhou, Yanhong; Li, Jing; Yang, Lijun; Zhang, Jingping

2017-07-01

status. We recommend that nursing leaders provide and enhance education and support for high-risk groups to help protect Chinese nurses from workplace violence. Copyright © 2017 Elsevier Ltd. All rights reserved.

The relationship between emotional labor status and workplace violence among toll collectors.

Science.gov (United States)

Joo, Yosub; Rhie, Jeongbae

2017-01-01

This study aimed to identify the emotional labor and workplace violence status among toll collectors by assessing and comparing the same with that in workers in other service occupation. It also aimed to analyze the relationship between emotional labor and workplace violence. This study examined emotional labor and workplace violence status in 264 female toll collectors from August 20 to September 4, 2015. The emotional labor was assessed using the Korean Emotional Labor Scale (K-ELS), and a questionnaire was used to examine the presence or absence, and type and frequency of workplace violence experienced by the subjects. A linear regression analysis was also performed to analyze the relationship between workplace violence and emotional labor. The scores on "emotional demanding and regulation ( p  workplace violence, whereas they were "normal" of emotional labor in those who did not. Even after being adjusted in the linear regression analysis, the emotional labor scores for the above 4 sub-categories were still significantly high in those who experienced workplace violence. On comparing the present scores with 13 other service occupations, it was found that toll collectors had the highest level in "emotional disharmony and hurt," "organizational surveillance and monitoring," and "organizational supportive and protective system". This study found that the toll collectors engaged in a high level of emotional labor. Additionally, there was a significant relationship between emotional labor and the experience of workplace violence among the toll collectors.

Prevalence and forms of workplace bullying among university employees

Czech Academy of Sciences Publication Activity Database

Zábrodská, Kateřina; Květon, Petr

2013-01-01

Roč. 25, č. 2 (2013), s. 89-108 ISSN 0892-7545 R&D Projects: GA ČR GPP407/10/P146 Institutional support: RVO:68081740 Keywords : workplace bullying * higher education * Negative Acts Questionnaire-Revised Subject RIV: AN - Psychology

Effects of Demographic Characteristics, Educational Background, and Supporting Factors on ICT Readiness of Technical and Vocational Teachers in Malaysia

Science.gov (United States)

Alazzam, Abu-Obaideh; Bakar, Ab Rahim; Hamzah, Ramlah; Asimiran, S.

2012-01-01

The aim of this study was to examine ICT readiness and the effects of demographic characteristics, educational background, and support factors on the ICT readiness of technical and vocational teachers in Malaysia. The questionnaire was administered to 329 technical and vocational teachers who are teaching engineering subjects in Malaysian…

(Technical and engineering support for the Office of Industrial Programs)

Energy Technology Data Exchange (ETDEWEB)

1991-01-01

As of April 19, 1991, technical, operational and analytic support and assistance to the offices and divisions of the Office of Renewable Energy, under contract DE-AC01-86CE30844 was completed. The overall work effort, initiated February 20, 1986, was characterized by timely, comprehensive, high quality, professional responsiveness to a broad range of renewable energy program operational support requirements. These are no instances of failure to respond, nor unacceptable response, during the five-year period. The technology program areas covered are Solar Buildings Technology, Wind Energy Technology, Photovoltaic Energy Technology, Geothermal Energy Technology, Biofuels and Municipal Waste Technology, Solar Thermal Technology, Hydropower Energy Technology, Ocean Energy Technology, and Electric Energy Systems and Energy Storage. The analytical and managerial support provided to the office and staff of the Deputy Assistant Secretary for Renewable Energy enabled a comprehensive evaluation of program and policy alternatives, and the selection and execution of appropriate courses of action from amongst those alternatives. Largely through these means the Office has been able to maintain continuity and a meaningful program thrust through the vacillations of policies and budgets that it has experienced over that it has experienced over the past five years. Appended are summaries of support activities within each of the individual technology program areas, as well as a complete listing of all project deliverables and due-dates for each submittal under the contract.

[Technical and engineering support for the Office of Industrial Programs

International Nuclear Information System (INIS)

1991-01-01

As of April 19, 1991, technical, operational and analytic support and assistance to the offices and divisions of the Office of Renewable Energy, under contract DE-AC01-86CE30844 was completed. The overall work effort, initiated February 20, 1986, was characterized by timely, comprehensive, high quality, professional responsiveness to a broad range of renewable energy program operational support requirements. These are no instances of failure to respond, nor unacceptable response, during the five-year period. The technology program areas covered are Solar Buildings Technology, Wind Energy Technology, Photovoltaic Energy Technology, Geothermal Energy Technology, Biofuels and Municipal Waste Technology, Solar Thermal Technology, Hydropower Energy Technology, Ocean Energy Technology, and Electric Energy Systems and Energy Storage. The analytical and managerial support provided to the office and staff of the Deputy Assistant Secretary for Renewable Energy enabled a comprehensive evaluation of program and policy alternatives, and the selection and execution of appropriate courses of action from amongst those alternatives. Largely through these means the Office has been able to maintain continuity and a meaningful program thrust through the vacillations of policies and budgets that it has experienced over that it has experienced over the past five years. Appended are summaries of support activities within each of the individual technology program areas, as well as a complete listing of all project deliverables and due-dates for each submittal under the contract

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.

Socioeconomic Determinants of Bullying in the Workplace: A National Representative Sample in Japan

Science.gov (United States)

Tsutsumi, Akizumi; Shimazu, Akihito; Inoue, Akiomi; Odagiri, Yuko; Yoshikawa, Toru; Haratani, Takashi; Shimomitsu, Teruichi

2015-01-01

Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20–60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS). We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI) = 1.03–5.85]), junior high school graduates (OR: 2.62 [95%CI: 1.01–6.79]), workers with lowest household income (OR: 4.13 [95%CI:1.58–10.8]), and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66–10.7]) were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002). Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017) while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]). The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence

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

Science.gov (United States)

Beaudin, Bart P.

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

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.

Workplace violence: differences in perceptions of nursing work between those exposed and those not exposed: a cross-sector analysis.

Science.gov (United States)

Hegney, Desley; Tuckett, Anthony; Parker, Deborah; Eley, Robert M

2010-04-01

Nurses are at high risk of incurring workplace violence during their working life. This paper reports the findings on a cross-sectional, descriptive, self-report, postal survey in 2007. A stratified random sample of 3000 of the 29 789 members of the Queensland Nurses Union employed in the public, private and aged care sectors resulted in 1192 responses (39.7%). This paper reports the differences: between those nurses who experienced workplace violence and those who did not; across employment sectors. The incidence of workplace violence is highest in public sector nursing. Patients/clients/residents were the major perpetrators of workplace violence and the existence of a workplace policy did not decrease levels of workplace violence. Nurses providing clinical care in the private and aged care sectors experienced more workplace violence than more senior nurses. Although workplace violence was associated with high work stress, teamwork and a supportive workplace mitigated workplace violence. The perception of workplace safety was inversely related to workplace violence. With the exception of public sector nursing, nurses reported an inverse relationship with workplace violence and morale.

Workplace physical violence among hospital nurses and physicians in underserved areas in Jordan.

Science.gov (United States)

AbuAlRub, Raeda Fawzi; Al Khawaldeh, Abdullah Talal

2014-07-01

To: (1) examine the incidence, frequency and contributing factors to workplace violence among nurses and physicians in underserved areas in Jordan, and (2) identify the existing policies and the management modalities to tackle workplace violence. Workplace violence is a major problem in healthcare organisations. An understanding of the nature of violence is essential to implementing successful management. A descriptive exploratory research design. The questionnaire that was developed in 2003 by the International Labor Office, the International Council of Nurses, the World Health Organization, and the Public Services International was used to collect data from a convenience sample of 521 Jordanian physicians and nurses (396 nurses, 125 physicians) who worked in hospitals located in underserved areas. Around 15% of the participants were exposed to physical violence. The factors that contributed to workplace violence were related to absence of policies, inadequate staffing and lack of communication skills. Only 16·9% of participants indicated that there were specific policies available for dealing with physical workplace violence. Strengthening security and providing training were some of the important factors indicated by participants for decreasing violence in the workplace. Workplace violence is a problem in underserved areas that needs attention from administrators. Most participants were very dissatisfied with the way the administrators dealt with the incidents. Instituting firm policies against perpetrators and developing protective violence guidelines to support healthcare staff in managing workplace violence are paramount to tackle the problem of workplace violence. © 2013 John Wiley & Sons Ltd.