The relationship between fishermen's health and sleeping habits

This article describes research on fishermen's health and sleeping habits in Iceland. It presents the first findings of the project that were presented in October 2002 at a conference that was organized during Seamen Safety Week in Iceland. It covers physical and mental stress symptoms, sleep disturbance, and obesity, as well as fishermen's own reaction to their health and well-being. Take notice that the findings that are presented in this article can be found in a report presented in August, when the whole study will be finished. Finally, it is concluded how successful the response has been and how the project can be used positively with other studies. It is also noted that, in fact, these findings will be used for further studies linked to safety on board.     

Workplace health interventions in small enterprises: a Swedish longitudinal study

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

Does Citizenship Status Matter in Canadian Agriculture? Workplace Health and Safety for Migrant and Immigrant Laborers

This article explores how precarious legal status circumscribes differential inclusion in the agricultural labor market and affects workers' lives through a comparative study of workplace health and safety among temporary migrant guest workers and immigrants in Canada. Original, multimethod research with South Asian immigrant and Mexican migrant farmworkers examines employment practices, working conditions, and health‐care access. We find that both groups engage in precarious work, with consequences for their health and safety, including immigrant workers with citizenship. Nevertheless, migrant guest workers are subject to more coercive forms of labor discipline and a narrower range of social protection than immigrants. We argue that while formal citizenship can mitigate some dimensions of precariousness for farmworkers racialized as non‐white, achieving a more just, safer food system will require broader policies to improve employer compliance and address legislative shortcomings that only weakly protect agricultural labor.     

The role of ‘workplace family’ support on worker health,exhaustion and pain

The goal of this study was to improve understanding of the potential health benefits of social support at work. We utilized 2002 GSS data to examine the relative influence of workplace support on self-reported health, exhaustion and experience of persistent pain in a sample of 1602 workers. Building on previous Demand-Control-Support models, we examined co-worker, supervisor, and organizational safety support (conceptualized as ‘workplace family’) in concert with job demands, job control and work-family conflict as predictors of worker health measures. We further tested the extent to which work-family conflict acted as a mediator between family and work characteristics and worker health outcomes. We found that increased co-worker support in the workplace was associated with better worker self-reported health, lower exhaustion and less pain. In addition, higher levels of perceived organizational safety support were associated with better self-reported health and lowered exhaustion. There is little evidence that work-family conflict mediates between work and family characteristics and worker health, and work-family conflict does not mediate the relationship between workplace family measures and worker health. We discuss results in light of workers’ changing and expanding definitions of family, with implications for changes in the organization of the workplace to improve workers’ health.     

Examining the effectiveness of health and safety committees and representatives: a review

The establishment of a health and safety committee in the workplace and/or the appointment of an elected health and safety representative is believed to foster employee participation and consultation in the workplace. Despite an emphasis within the Australian occupational health and safety legislation towards employee participation in relation to health and safety issues, there is little known about the effectiveness of the strategies used to involve workers in health and safety matters in the workplace. There is anecdotal evidence published in relation to the implementation of health and safety committees and their effectiveness in the Australian workplace. Few opinions however are substantiated by empirical evidence. Significantly more research has been conducted on the role of health and safety representatives in Australia. This paper presents the findings of a review of the literature and identifies the factors that are considered to impact on the effectiveness of workplace health and safety committees and representatives. Several factors are described as being fundamental to the effective performance of committees and representatives. These factors include management commitment, communication, training and information, union involvement, the infrastructure of an organisation, committee processes and the involvement of professional experts. It is concluded that the effectiveness of health and safety committees in Australia is unexplored and it is unknown if these committees achieve the purpose for which they were established. Recommendations are made for future research to be conducted to test the current anecdotal evidence and assumptions associated with the operation and effectiveness of health and safety committees.     

Examining the macroergonomics and safety factors among teleworkers: development of a conceptual model

With the rising number of teleworkers who are working in non-traditional work locations, health and safety issues are even more critical. While telework offers attractive alternatives to traditional work locations, it is not without challenges for employers and workers. A macroergonomics approach or work system design for telework programs is proposed to address these new challenges. This approach explains the impact of organizational, psychosocial and workplace risk factors on teleworker's health and safety. A process for managing the health and safety of teleworkers is presented along with preventive strategies to provide an injury-free working environment.     

Perceived discrimination and health: Paradigms and prospects

This article reviews recent research on the effects of perceived discrimination on subsequent mental and physical health. I argue that despite legal reforms banning discrimination since the civil rights era, discrimination persists, posing an ongoing health risk and maintaining social health inequalities. Couched within broader health trends, this covers ongoing challenges and new developments, particularly related to measurement, and promising directions. As the most commonly reported location of individual discrimination is at work, this review concludes by arguing for the significance of the workplace as a unique context ripe for further inquiry for scholars interested in health inequality.     

How dialogic internal communication fosters employees’ safety behavior during the COVID-19 pandemic

As employees return to the workplace amidst the COVID-19 pandemic, ensuring safety and health at work remains a top priority for organizations. Grounded in dialogic theory and protection motivation theory, this study examines how dialogic communication, as a type of strategic internal communication, can encourage employees to engage in safety behaviors in the workplace during the COVID-19 pandemic via heightened efficacy and perceived threat. An online survey of full-time employees of different industries returning to the workplace during the COVID-19 pandemic is conducted. Results suggest that the communal relationship of employees with their organization, influenced by dialogic internal communication, fosters their efficacy and perceived threat of COVID-19 in the workplace, which in turn increases their safety behaviors. Theoretical and practical implications for public relations and internal communication studies are discussed.     

Effects of government policies on the work of home care personnel and their occupational health and safety

The health sector in Québec (Canada) is dealing with profound macro-economic and macro-organizational changes. This article is interested in the impact of these changes on the work of home health aides (HHAs) and home care nurses and their occupational health and safety (OHS). The study was carried out in the home care services (HCS) of four local community service centres (CLSC) with different organizational characteristics. It is based on an analysis by triangulation of 66 individual and group interviews, 22 observed workdays and 35 observed multidisciplinary or professional meetings, as well as on administrative documents. HHAs are experiencing an erosion of their job because the relational and affective aspects of their work are disappearing. This may be due to an increase in their physical workload, leading to an increase in musculoskeletal problems and, to a lesser extent, in psychological health problems. Nurses are seeing an increase in the volume of invisible work that they have to do, which also has the effect of decreasing the relational aspects of their activity. The increasingly numerous psychological health problems are the consequence of this change in their profession. This study also shows that managers' decisions at the local level can reduce or increase the work constraints of HHAs and nurses. Examples of good practices for HHAs are the stabilization of clienteles and the possibility of organizing their itinerary, while for nurses, it is in how clientele follow-up tools are implemented. This article discusses the effects of government policies and decisions on the work and OHS of home care personnel. To address this subject, we use a specific analysis of the workload of home health aides (HHAs) and nurses. We will show the relationships between managers' organizational choices to respond to governmental constraints and the resulting work changes. We will also look at their consequences on occupational health and safety (OHS) and on the work of different personnel.     

AUTONOMY IN WORK AND SELF-ESTEEM

The relationship between work experience and self-esteem is an important one for social psychologists interested in how social structure affects personality. Research on this relationship has consistently documented the importance of autonomy in work for self-esteem. This research has failed, however, to closely examine the meaning of autonomy within the workplace culture and, therefore, has also failed to see how this meaning allows autonomy to contribute to self-esteem formation in a variety of ways. Because of these problems the relationship between autonomy in work and self-esteem, though heavily researched, has yet to be adequately described. Based on a theoretical analysis of self-esteem formation and field research in five work organizations, this article attempts to develop a more complete view of the relationship between workplace autonomy and self-esteem.     

‘You Can Stand on Your Head and Still End Up with Lower Pay’: Gliding Segregation and Gendered Work Practices in Danish ‘Family‐friendly’ Workplaces

This article explores the process of gliding segregation in two Danish workplaces. We address the questions of how and why women and men at the same workplace, with the same levels of education, often end up doing different work tasks. Drawing on a gendered organization perspective and sense of entitlement theory we illustrate the processes whereby structural and cultural expectations place women in predictable and routine work, and men in more developmental work. We also show that the level of education makes a difference to women's sense of entitlement to developmental work, but that the discourse of family friendliness disadvantages women in the allocation of interesting and valued work tasks. The findings illustrate the resilience of gendered work practices and the importance of focusing on workplace interactions to explain this.     

When work hurts: A conceptual framework explaining how organizational culture may perpetuate workplace bullying

This work was motivated by research findings, suggesting that the prevalence of workplace bullying is increasing across the world. The workplace bullying research further suggests that the basic risk determinants of bullying lie in an organization’s work environment and that prevalence of workplace bullying may vary by occupation, sector, and country. Upon reviewing the existing literature, it becomes apparent that while organizational culture can be both indirectly and directly related to workplace bullying, references to the relationship between organizational culture and workplace bullying remain scant and what is available lacks substantive conceptual foundation. To address this apparent gap in research, the main purpose of this article is to present an integrated conceptual framework proposing the relationships between specific organizational culture dimensions and workplace bullying. The article was specifically written in accordance with previous studies which highlight factors that may perpetuate workplace bullying within organizations. While highly theoretical and conceptual in nature, this article is one that may be important in explaining how some organizational cultures may motivate, facilitate, perpetuate, enable, and precipitate workplace bullying, and thus offers insights into how to prevent workplace bullying by creating less enabling environments. The article concludes by offering theoretical arguments for how organizations should monitor, manage, and eradicate changeable organizational cultural practices that may otherwise enable workplace bullying.     

How are nurses at risk?

The effectiveness of occupational health and safety management systems (OHSMS) can be understood through analysis of surveys such as the experiences of exposure to occupational hazards by Australian nursing occupations. How effectively OHSMS are implemented in the Australian health industry is unclear as few studies describe current hazard exposure patterns or the impact of OHSMS in the Australian health industry. This paper concludes from the analysis of an Exposure Survey of Australian nursing occupations that nursing occupations perceive themselves to be "at risk" of injury and/or management of OHS risk in work duties is affected by the patterns of hazard exposure, occupation group as well as employee attributes, perceptions, patterns and situations of work. The results highlight the top-rated hazards and imply that the perceptions of hazards in the workplace are different to actual risk experience (e.g. injury patterns). There is an unacceptable level of exposure to diverse hazards in Australian nursing occupations workplaces in regard to regulatory and performance obligations. Stronger strategies to achieve more effective risk treatment, integrate with hospital accreditation and quality programs are discussed to benefit system performance and the welfare of those in nursing occupations.     

Perspectives on workplace disability management: a review of the literature

Work-related musculoskeletal injuries represent a major source of work disability. While many employers recognize the importance of workplace disability management approaches and are assuming greater responsibility for preventing and minimizing work-related disability, questions about the effectiveness of these interventions exist. The purposes of this article are to: 1) describe the essential components of workplace disability management programs related to musculoskeletal injuries; 2) review the literature on disability management practices based on research evidence by focussing on workplace-based interventions and the role of the workplace; and 3) provide recommendations for disability management in the prevention and reduction of disability, and the rehabilitation of injured workers with musculoskeletal work injuries. The literature suggests that employer participation, a supportive work climate and cooperation between labour and management are crucial factors in facilitating return to work. Given the complexity of the disability management process and the numbers of individuals involved, it is essential that all workplace parties work together to achieve the goal of safe and early return to work.     

Intimate partner violence, women, and work: coping on the job

Intimate partner violence is a significant health problem for women, with consequences extending to work as well as society at large. This article describes workplace interference tactics, how women cope with violence at work, and workplace supports for a sample of recently employed women with domestic violence orders (DVO; n = 518). Results indicate that violent partners used a wide range of work interference tactics, that women were more likely to tell someone at work about the victimization than they were to hide the information, and that coworkers and supervisors provided a range of supports to women who did disclose their situation. Implications for further research and practice are discussed.     

Work organization and health: a qualitative study of the perceptions of workers

Workplaces comprise a large component of life partcipation. The complexity of work organization makes it challenging to understand how the environment impacts the health of workers and who is responsible for creating a healthy workplace. This investigation sought to understand the views of workers about workplace health. A qualitative approach was used to gain understanding of workers' experiences of how work organization (WO) impacts their health and needs to change. Four individual interviews and 7 focus groups with workers were conducted. Data were thematically analyzed. Findings comprised two common themes: 1. The need for support and respect in the work place; and 2. The need for organizational commitment to safe work practices and healthy work environments. Findings suggest workers want and need to be involved in creating a healthy workplace. Opportunities to involve workers more in workplace health are discussed.     

Chapter 9: Disaster Consequence Management

SUMMARY

The critical element in a workplace approach to consequence management for disaster, terrorism and other critical incidents is the integrated planning and response across numerous workplace functions including human resources, employee assistance, security and facilities, medical, occupational health, wellness and work-life. These corporate functions ensure the performance, health, safety and human continuity of the workplace. In this model, workplace professionals charged with the human capital and continuity of their organizations play new crucial roles that require an understanding of (1) the integration of mental health into a public health approach for managing the psychological and behavioral implications of terrorism; (2) the integration of operational continuity planning with human continuity resources; and (3) the integration of workplace preparedness into the larger sphere of population health interventions for the 21st century. This new role of workplace health and productivity professionals is necessary to the health and resiliency of our global community and its citizens in the workplace and at home.     

Working with industry: Matching the work and worker

The benefits of matching the work to the worker include injury prevention, decreased re-injury rates, decreased turnover, and improved production. This article will discuss three components of an employer safety and health program that allows employers to realize these goals. The program involves partnering with trained health professionals who provide Functional Capacity Evaluation, Functional Job Analysis, and Prework Screening services onsite as means to achieving appropriate matches of the workers to the work.     

POWER, STATUS, AND ABUSE AT WORK: General and Sexual Harassment Compared

Workplace harassment can be devastating for employees and damaging for organizations. In this article, we expand the literature by identifying common and distinct processes related to general workplace harassment and workplace sexual harassment . Using both structural equation modeling and in-depth case immersion, we analyze content-coded data from the full population of workplace ethnographies—ethnographies that provide in-depth information on the nature and causes of both general and sexual harassment that would otherwise be difficult to gather. Importantly, both forms of harassment emerge in settings characterized by physically demanding work and minority work groups. In such contexts, both general and sexual harassment enforce formal and informal status hierarchies and social exclusion. Grievance mechanisms and "team models" of workplace organization reduce sexual harassment but have no effect on general harassment. We conclude with a discussion of theoretical, legal, and policy implications for identifying and remedying harassment as a widespread and devastating form of inequality and social exclusion in organizations.