Ergonomic initiatives at Inmetro: measuring occupational health and safety

This work studies biomechanical hazards to which the workforce of Instituto Nacional de Metrologia, Qualidade e Tecnologia Industrial (Inmetro) is exposed. It suggests a model for ergonomic evaluation of work, based on the concepts of resilience engineering which take into consideration the institute's ability to manage risk and deal with its consequences. Methodology includes the stages of identification, inventory, analysis, and risk management. Diagnosis of the workplace uses as parameters the minimal criteria stated in Brazilian legislation. The approach has several prospectives and encompasses the points of view of public management, safety engineering, physical therapy and ergonomics-oriented design. The suggested solution integrates all aspects of the problem: biological, psychological, sociological and organizational. Results obtained from a pilot Project allow to build a significant sample of Inmetro's workforce, identifying problems and validating the methodology employed as a tool to be applied to the whole institution. Finally, this work intends to draw risk maps and support goals and methods based on resiliency engineering to assess environmental and ergonomic risk management.     

Cognitive representation of the comprehension test of safety warnings using multivariate methods

This paper presents a multivariate method to assess the comprehension of safety signs. The proposed method uses the MDS and Procrustes, to obtain a consensus perceptual map. The results show that the map allowed discriminating signs with high levels of comprehension from others. The safety signs have no statistical difference as depicted by Bootstrap Analysis.     

Promoting work ability and well-being in hospital nursing: the interplay of age, job control, and successful ageing strategies

Previous research shows that work ability of nurses decreases with age. In our study we therefore addressed the following questions: Do successful ageing strategies at work in terms of selection, optimization, and compensation (SOC) support the work ability of nurses? Does SOC mediate the relationship between job control (i.e., decision opportunities at work) and work ability? Does the mediation differ between age-groups? 438 nurses (Age Range 21-63 years) completed a questionnaire in the course of an employee survey. Results show that SOC is positively related with work ability. The positive effect of job control on work ability is significantly mediated by SOC. There are stronger mediating effects for elder nurses than for younger nurses. Results indicate that the interplay of job control and SOC at work helps to maintain the work ability of nurses in nursing care.     

Consolidated findings from 6 years research on the age-differentiated design of human-computer interaction

The fast aging of many western and eastern societies and their increasing reliance on information technology create a compelling need to reconsider older users' interactions with computers. This paper summarizes the results of 6 years of research on the age-differentiated design of human-computer interaction. The well-known model of human information processing served as the theoretical framework. The model components 'sensory processing', 'perception', 'working memory', 'decision and response selection' and 'response execution' were analyzed exemplarily in task settings on project management. In seven empirical studies with a total number of 405 participants between 20 and 77 years the human-computer interaction was analyzed regarding effectiveness, efficiency and user satisfaction. For most but not all studies the results reveal that age-induced differences in human-computer interaction can best be compensated by an ergonomic 'design for all'. In some cases however an age-specific approach is favorable.     

What makes age diverse teams effective? Results from a six-year research program

Based on a new model of productivity in age diverse tams, findings from a six-year research program are reported in which data from more than 745 natural teams with 8,848 employees in three different fields (car production, administrative work, financial services) were collected. Moreover, central assumptions of this model were tested with a representative survey of the German workforce (N = 2,000). Results support both significant advantages and disadvantages for age-mixed teams. Based on the findings, the following preconditions for the effectiveness of age diverse teams are identified: high task complexity, low salience and high appreciation of age diversity, a positive team climate, low age-discrimination, ergonomic design of work places, and the use of age differentiated leadership. Based on these insights, we developed a new training for supervisors, which addresses the aforementioned aspects and seeks to improve team performance and health of team members. It was found that the training reduces age stereotypes, team conflicts and enhances innovation. Thus, we can conclude that effective interventions for a successful integration of elderly employees in work groups are available and that combinations of measures that address ergonomic design issues, team composition and leadership are to be strongly recommended for practice.