Study on Work and the Workplace: Implications of the Psychological Aspects for Health Education and an Occupational Health and Safety Program on a University Campus

Abstract

The purpose of the present study is to examine social and psychological factors accounting for satisfaction and dissatisfaction at work and to relate levels of job satisfaction to physical and psychological well-being. Eight hundred eighty-seven male and female employees at all job levels at a large mid-Atlantic university completed the questionnaire, responding to questions on job satisfaction, health characteristics (chronic conditions and physical symptoms) and psychological well-being. Job satisfaction was a function of those variables associated with occupational status, particularly the intrinsic dimension of challenge. Overall satisfaction was highest among the occupational group with highest status — faculty/administration — and lowest among the secretarial/clerical group. Health status appeared also to be related to occupational group; secretarial/clerical, the group with the lowest job satisfaction, also reported significantly more physical symptoms than faculty/administration. Faculty/administration reported highest levels of overall psychological well-being, significantly higher than associate staff and secretarial/clerical. A major implication to be drawn from these data is that the relationship between job satisfaction and physical and psychological well-being indicates the need for modification of certain job characteristics to minimize or eliminate unnecessary stressors. Health professionals from different disciplines all play a role in promoting a healthful and safe work environment.     

Musculoskeletal injuries associated with selected university staff and faculty in an office environment

A research team with backgrounds in occupational therapy, rehabilitation, policy and rulemaking, and prevention programs affecting occupational health and safety designed, validated, and analyzed an ergonomics survey of university staff and faculty. The purpose of the study was to validate identified risk factors from the literature contributing to work-related musculoskeletal disorders (WRMDs) in an office setting within a university setting. The study was also designed to determine differences between faculty and staff in the university setting and their exposure to physical risk factors to WRMDs. The results suggest faculty have their keyboard in awkward positions more frequently than staff, and staff had more experience with mechanical stress than faculty. The researchers recommend parameters for the design of a university ergonomics program based on employee and education, management commitment, medical case management, problem job identification, and development of solutions.     

Low back pain disability and stay at work: contradiction or necessity?

The incidence of occupational diseases in the population is high and factors such as long working hours, poor posture, psychological and physical stress can contribute to its development. Among work-related musculoskeletal disorders, back pain has a high prevalence. The aim of the present study was to quantify and characterize pain complaints and to identify individuals with low back pain, in order to assess the degree of disability. Participated 226 employees of an institution of higher education. They answered a general questionnaire about location and quantification of pain complaints visual analog scale for pain and the Quebec Disability Questionnaire. Of all the workers, 69.60% had some type of musculoskeletal complaint; of those, 15.41% had low back pain. Considering workers who had back pain, 54.9% were female, 52.94% are under 30 years old and 43.14% between 1 and 5 years of work. As for the final score for the degree of disability, 41.17% had minimal disability and 37.25% moderate disability. The present study found large number of pain complaints and high prevalence of low back pain, resulting in individual's inability and difficulties in performing work activities.     

Parenting a child with Autism Spectrum disorder: parental work context

This research contributes to the literature on work-related factors for parents raising a child with a disability. Specifically, we used questionnaire methodology to compare two parent families raising a child with Autism Spectrum (AS) with similar families raising ‘typical’ children. Our findings suggested that parents raising a child with AS self-report higher parenting stress and more mental health symptomatology, as well as lower overall job satisfaction, less satisfaction with supervisors and less workplace contentment. In addition, our findings suggested that parents raising a child with a disability self-report similarly to parents raising ‘typical’ children with respect to work interest, commitment and quality, as well as time missed. In conclusion, our results appear to suggested that despite increased parental stress related to parenting a child with AS, with respect to several work-related factors, there are more similarities than differences among these parenting groups.     

JOB VALUES, REWARDS, AND WORK CONDITIONS AS FACTORS IN JOB SATISFACTION AMONG MEN AND WOMEN

Sex differences in job satisfaction are explored utilizing data from the National Opinion Research Center (NORC) General Social Surveys, 1974–1982. Theoretically, differences in job satisfaction are accounted for by job rewards, job values, work conditions, and individual attributes. This study confirms that women receive significantly fewer job rewards than men, have significantly different job conditions, and possess slightly different work values. However, there is no difference in job satisfaction between women and men. As a consequence, these factors may not affect levels of job satisfaction, or men's and women's job satisfaction may be determined by different determinants. Alternatively, the relative level of these factors compared to one's past or expected levels may be more important than absolute levels. The multiple regression analyses reveal that similar determinants influence women's and men's job satisfaction, but that the determinants operate differently. Age and occupational prestige were significant predictors in both full models. Moreover, for both men and women a sense that one's personal situation is improving is more important than concrete rewards.     

Professional quality of life of adult protective service workers

Adult Protective Services (APS) workers are exposed to substantial occupational hazards and job stress, but these stressors are underdocumented. Therefore, we sought to describe APS workers’ work environments and responses to occupational hazards and stressors, including compassion fatigue, burnout, and secondary traumatic stress. Survey data were gathered with closed-ended questionnaires administered to APS workers in an urban setting. Virtually all workers (97%) reported exposure to one or more environmental hazards in their work, and 80% reported hazard exposure in the past month. Workers also reported mixed responses to their work environment and to experiences with supervision. A sizable minority (22.7%) was at high risk for burnout, 24.6% were at risk for secondary traumatic stress, and 19.9% reported low compassion satisfaction. The results document multiple stressors in APS work. The APS partner is committed to ongoing efforts to better support its staff, and these findings can inform future efforts to enhance supervisor support and worker self-care, to minimize burnout and secondary traumatic stress.     

Working Unusual Hours and Its Relationship to Job Satisfaction: A Study of European Maritime Pilots

Our study focuses on maritime pilotage in seven European countries and analyzes the level of job satisfaction and its predictors. Like most existing studies in the field of job satisfaction, we show that job satisfaction is an outcome of the work of maritime pilots. Stressful working conditions, such as working unsocial hours and irregular working patterns, create strains that together with intervening factors related to work, family, or the work environment ultimately reduce job satisfaction. However, our results indicate that although negative physical and social consequences are important, they are neither the strongest nor the only variables determining job satisfaction. Another effect seems more important in European maritime pilotage: Job satisfaction is instead a predictor of how much pressure and stress pilots can handle. Despite health problems and a reduction in their quality of life due to working unusual hours, most maritime pilots do not regret their choice of profession. Factors to ameliorate the working conditions are also identified. The most important parameters include alterations in working time systems, working conditions which minimize physical strain, fairness regarding payment, flexibility within the compensation system, an intensification of the possibilities for involvement and participation, an extended degree of co-determination, and the distribution of the ownership of the pilot stations.     

The functional capacity of healthcare workers with history of severe acute respiratory distress syndrome (SARS) complicated with avascular necrosis--case report

Two years after the SARS outbreak in Hong Kong, 128 healthcare workers continued to present with musculoskeletal complaints and 38 workers were diagnosed with avascular necrosis (AVN) in different joints. 13 healthcare workers were referred to six designated Physiotherapy Departments of the Hospital Authority for a tailor-made standardized Functional Capacity Evaluation (FCE) from 2004 to 2005 on a voluntary basis. Job analysis, workers' self-perceived disability and functional capacity, non-material handling tests, and the cardiopulmonary fitness test were performed. Retrospective review of the FCE data showed that there were 17 AVN of hips, 16 AVN of knees, 3 AVN of shoulders. All patients had AVN of lower limb joints. Nearly full ranges of movement (ROM) were observed in the knees involved, but the hip range was decreased for most subjects suffering from hip AVNs. Most workers (n=12) could not complete the cardiopulmonary test due to intolerable joint pain. Six workers' self-perceived physical demands level (PDC) matched with the physical demands level identified by the FCE. 12 healthcare workers attained a sedentary physical demands level and were unable to match with their previous job demands. One staff was classified as light physical demands and managed his original duty. Four workers had returned to work at the time FCE was performed. The tailor-made FCE added information to facilitate the return-to-work planning for the staff. Four more workers returned to work with modified duties one year after the FCE.     

Perception differences between groups of employees identifying the factors that influence a return to work after a work-related musculoskeletal injury

Employee health and productivity losses as a result of work-related injury are estimated to be US dollars 1.2 trillion annually to US companies. This is approximately 14.3% of the gross domestic product [6,8,11,35]. Workers' compensation, medical care, and short and long-term disability are a part of these costs. Controlling or eliminating these costs is a problem for US employers [3,6,14,21,29]. The study discussed in this article examined the perceptions of manufacturing employees in identifying factors that influence a return to work after a work-related musculoskeletal injury. The classification of employees who participated in this study were safety professionals, supervisors and workers from the manufacturing industry in central Kentucky. The worker group consisted of material handlers, assembly line workers and quality control inspectors. The participants completed a developed survey instrument, the Return to Work Perception Survey. This survey instrument examined the perception of the participants on factors related to return to work: company policies and procedures, job satisfaction, worker relationships and work environment. The results indicated safety professionals and supervisors perceptions differ from workers on the variables of job satisfaction, worker relationships and work environment. Their perceptions did not differ on the variable relating to company policies and procedures. In addition, the safety professional and supervisor groups rated the items addressing job satisfaction higher than did the worker group. The worker group did not differ from one another on any of the factors. Implications of this study for manufacturing companies suggest (a). identifying those issues contributing to employee job satisfaction, (b). developing a plan for achieving increased job satisfaction and employee recognition at the workplace among all workers, and (c). consider allowing employees to develop new capacities and new learning, thus fostering motivation and job satisfaction [18,20].     

Stress and Job Satisfaction:

Despite an increase in social work practice in occupational settings, use of a systematic theory specific to this field is lacking. This study looked at the association of stress and job satisfaction, and the findings indicate the need to explore the use of stress theory in occupational social work practice. Additionally, the practice implications are that social work interventions need to effectively reduce stress to improve client job satisfaction.     

Reliability of the Demand-Control Questionnaire for sewing machine operators

The Demand-Control Questionnaire (DCQ), a 20-item scale that measures psychological work demands, job control and workplace social support, has frequently been used to assess occupational stress. The purpose of this study was to determine the test-retest reliability and internal consistency of the DCQ with sewing machine operators. Forty-six sewing machine operators completed the DCQ on two occasions with an 11-week time interval. A repeated measures analysis of variance model and subsequent application of generalizability theory were used to calculate the test-retest reliability of the subjects' ratings on the DCQ. Cronbach's alpha was used to determine the internal consistency of the scale. The test-retest reliability was 0.33 (95% confidence interval = 0.05-0.61), indicating fair reliability. Good internal consistency (Cronbach's alpha = 0.70) was found. The DCQ appears to be a reliable measure for assessing occupational stress in sewing machine operators. Workplaces need to place greater emphasis on the role of occupational stress in the prevention and treatment of musculoskeletal injuries among sewing machine operators.     

Organizational values,job experiences and satisfactions among female and male psychologists1

This study examined the relationship of managerial and professional women's and men's perceptions of organizational values supportive of work–personal life integration and their job experiences, work and non-work satisfactions and psychological well-being. Data were collected from 324 women and 128 men psychologists in Australia using anonymous questionnaires. Both women and men reported benefits from such values. Women psychologists reporting organizational values more supportive of work–personal life integration also reported working fewer hours and extra-hours worked per week, greater job and career satisfaction, more optimistic career prospects, less time to job and less work stress, greater friends satisfaction, and more positive emotional and physical well-being. Men psychologists reporting organizational values more supportive of work–personal life integration also reported less job stress, greater joy in work, lower intentions to quit, greater job and career satisfaction, more optimistic career prospects, fewer psychosomatic symptoms and more positive emotional and physical well-being. Multiple regression analyses indicated more independent and significant correlates of organizational values supporting work–personal life integration among women than among men. Possible explanations for why women might benefit more from such organizational values are offered.     

Disability and job stress: Implications for vocational rehabilitation planning

Because people with disabilities often experience an increased risk for physical and psychological complications of job stress, vocational rehabilitation professionals must be able to (a) identify individual and work-environmental risk factors for job stress and (b) design appropriate interventions to minimize those risk factors. The purpose of this article is to (a) present two models of occupational stress, (b) examine factors common to each of these models that are associated with employee health and well-being, and (c) suggest implications for rehabilitation planning.     

Women, work and childcare: where have we been? Where are we going?

Working mothers who simultaneously manage a job, raise children, and maintain a home may find the endeavor to be physically and emotionally challenging. By means of a case study, this paper explores the impact of work-related injury on one mother's ability to meet the physical demands of childcare and homemaking tasks without jeopardizing her physical recovery or job security. Following a musculoskeletal injury at work, the subject received traditional occupational therapy intervention as well as specific education regarding ergonomic childcare techniques. Her ability to perform routine homemaking and childcare tasks was assessed prior to and following treatment using the ErgoMomics MOMS (Measure of Musculoskeletal Symptoms) survey. The case study suggests that educating mothers in ergonomic techniques related to vocational as well as avocational tasks may be beneficial in helping them manage the dual demands of family life and career. Additional informal interviews were conducted with twelve mothers, ages thirty-five to sixty-eight, in order to frame the case study within a wider historical perspective concerning the role of work in women's lives.     

The nature of work and the stress of higher status

Are occupational and work conditions associated with work-to-home conflict? If so, do those associations vary by gender? Among a sample of adults in Toronto, Canada, we found that men and women in higher-status occupations reported higher levels of work-to-home conflict than workers in lower-status jobs. In addition, we observed higher levels of work-to-home conflict among workers who are self-employed and among those with more job authority, demands, involvement, and longer hours. The only significant gender-contingent effect was found for nonroutine work, which is associated positively with work-to-home conflict among men but not women. Higher levels of job demands, involvement, and hours among individuals in higher-status occupations significantly contribute to occupation-based differences in work-to-home conflict. Moreover, despite some overlap, these work conditions have largely independent associations with work-to-home conflict. Results generally support the "stress of higher status " hypothesis among both women and men. Although higher-status positions yield many rewards, such positions are not impervious to inter-role stress, and this stress may offset those rewards.     

Countertransference and positive growth in social workers

A number of factors contribute to social workers' states of mind including exposure to intense emotionality and disturbance, job satisfaction, burnout, secondary stress, and the perceived value attached to social work. Together these can lead to placing social workers at risk of vicarious traumatisation. While vicarious traumatisation can lead to posttraumatic stress, it may be important to explore whether posttraumatic growth is a possibility. The aim was to provide evidence for growth in social workers and to test for its association with factors that are known to contribute to the state of mind of the social worker, and thus affect countertransference reactions. Sixty-two social workers completed self-report measures showing those who felt more valued in their professional role scored lower on burnout, higher on job satisfaction, and positive growth. The role of these variables as factors influencing countertransference reactions is discussed.     

Involuntary vs. voluntary flexible work: insights for scholars and stakeholders

ABSTRACT

Building on insights from the early stages of our research partnership with a U.S. Fortune 500 organization, we came to differentiate between voluntary and involuntary schedule variability and remote work. This differentiation underscores the complexity behind flexible schedules and remote work, especially among white-collar, salaried professionals. We collected survey data among the partner firm's information technology (IT) workforce to evaluate whether these forms of flexibility had different implications for workers, as part of the larger Work, Family, and Health Network Study. We find that a significant minority of these employees report working variable schedules and working at home involuntarily. Involuntary variable schedules are associated with greater work-to-family conflict, stress, burnout, turnover intentions, and lower job satisfaction in models that adjust for personal characteristics, job, work hours, family demands, and other factors. Voluntary remote work, in contrast, is protective and more common in this professional sample. Employees working at least 20% of their hours at home and reporting moderate or high choice over where they work have lower stress and intentions to leave the firm. These findings point to the importance of both stakeholders and scholars distinguishing between voluntary and involuntary forms of flexibility, even in a relatively advantaged workforce.     

Identification of the mental workload of public employees in the administrative sector at a public university

In the workplace there are risk factors that can overwhelm the health of the worker causing physical and psychological disorders. Among these disorders, is occupational stress. Thus, this research proposes to measure the mental workload of job stress from the identification of demand, control and social support. It is an observational cross-sectional epidemiological character, performed with the Rectory office workers at the State University of West Paraná (Unioeste). Data collection was due to the application of the "Job Stress Scale" (JSS) and in its reduced version adapted to Portuguese. The survey sample consisted of 44 individuals. Statistical analysis was correlated inversely with medium intensity (r = -0.404) between age and social support. For males was found between control and age (r = 0.603). According to the data obtained, we conclude that most workers are exposed to passive work, leading to loss of skills or disinterest in the job. This study highlights the importance of research in the area and the need for new actions that change the conditions of stress at work.     

Individual and environmental factors related to job satisfaction in people with severe mental illness employed in social enterprises

Objective: The purpose of this study was to enhance understanding of the impact of individual and environmental variables on job satisfaction among people with severe mental illness employed in social enterprises.Participants: A total of 248 individuals with severe mental illness employed by social enterprises agreed to take part in the study. Methods: We used logistic regression to analyse job satisfaction. A model with job satisfaction as the dependent variable, and both individual (occupational self-efficacy and severity of symptoms perceived) and environmental (workplace) factors (provision of workplace accommodations, social support from co-workers, organizational constraints) as well as external factors (family support) as predictors, was tested on the entire sample. Results: All findings across the study suggest a significant positive impact of both individual and environmental factors on job satisfaction. People with higher occupational self-efficacy who were provided with workplace accommodations and received greater social support were more likely to experience greater job satisfaction.Conclusions: These results suggest that certain features of social enterprises, such as workplace accommodations, are important in promoting job satisfaction in people with severe mental illness. Further studies are warranted to expand knowledge of the workplace features that support employees with severe mental illness in their work integration process.     

Stress and coping among older workers

Age-related changes in physical and cognitive abilities can raise adaptive challenges for older working adults. Older workers exhibit considerable capacity to manage and cope with the stress of job and environmental demands, but at some point, many can become overwhelmed, and find themselves at increased risk for health consequences, injury, disability, and diminished productivity. Older workers are, however, a highly heterogeneous population, and many continue to work safely and successfully. Employers are encouraged to join efforts to provide an optimal person-environment-fit for all of their employees, but with a sensitivity to the increased variability to be expected among older employees.