TY - JOUR. T1 - Does low workplace social capital have detrimental effect on workers health?. AU - Suzuki, Etsuji. AU - Takao, Soshi. AU - Subramanian, S. V.. AU - Komatsu, Hirokazu. AU - Doi, Hiroyuki. AU - Kawachi, Ichiro. PY - 2010/5. Y1 - 2010/5. N2 - While the majority of studies of social capital and health have focused on conceptualizing social capital at the geographic level, evidence remains sparse on workplace social capital. We examined the association between workplace social capital and health status among Japanese private sector employees in a cross-sectional study. By employing a two-stage stratified random sampling procedure, 1147 employees were identified from 46 companies in Okayama in 2007. Workplace social capital was measured based on two components; trust and reciprocity. Company-level social capital was based on aggregating employee responses and calculating the proportion of workers reporting mistrust and lack of reciprocity. Multilevel logistic regression analysis was ...
Objectives One reason for health disparities between shift and day workers may be that workplace health promotion does not reach shift workers to the same extent as it reaches day workers. This study aimed to investigate the association between shift work and the availability of and participation in workplace health promotion.. Methods We used cross-sectional questionnaire data from a large representative sample of all employed people in Denmark. We obtained information on the availability of and participation in six types of workplace health promotion. We also obtained information on working hours, ie, fixed day work (reference) and shift work (four categories), psychosocial work factors, and health behaviors. We conducted binary logistic regression analyses both in the total sample (N=7555) and in a sub-sample consisting of job groups with representatives in all shift work categories (N=2064).. Results In the general working population, fixed evening and fixed night workers, and employees ...
With a post-structural approach and an analytical focus on processes of governmentality and biopower, this study is concerned with how discourses of health are contextualized in educational practice and interaction between educators and participants in workplace health promotion (WHP) interventions. Of concern are issues of the discursive production, regulation and representation of power, knowledge and subjects as gendered beings in workplace health promotion interventions. The methods for generating data are participant observation, interviews and gathering of documentation pertaining to four different workplace health promotion nterventions. Based on these data, the thesis offers an analysis of the health discourses drawn on in the interventions and the technologies of power and of the self by which the participants are governed and invited to govern themselves in the name of health. It also asks what practices and positions that thus come to be made available or not to the participants. Two ...
TY - JOUR. T1 - Investigation into the metric properties of the workplace social capital questionnaire and its association with self-rated health and psychological distress amongst Greek-Cypriot registered nurses: Cross-sectional descriptive study. AU - Middleton, Nicos. AU - Andreou, Panayiota. AU - Karanikola, Maria. AU - Kouta, Christiana. AU - Kolokotroni, Ourania. AU - Papastavrou, Evridiki. PY - 2018/8/23. Y1 - 2018/8/23. N2 - © 2018 The Author(s). Background: Social capital can been described as an individual or a collective attribute, with structural and cognitive components, and a bonding, bridging and linking typology. While extensively studied in the community, studies in occupational settings are sparse by comparison. Furthermore, there is no uniformity in its measurement. This study investigated the construct validity of a Workplace Social Capital questionnaire (WSC), originally developed in the Finnish Public Sector occupational cohort, in a different socio-cultural setting ...
TY - JOUR. T1 - Workplace social capital and the onset of major depressive episode among workers in Japan. T2 - A 3-year prospective cohort study. AU - Sakuraya, Asuka. AU - Imamura, Kotaro. AU - Inoue, Akiomi. AU - Tsutsumi, Akizumi. AU - Shimazu, Akihito. AU - Takahashi, Masaya. AU - Totsuzaki, Takafumi. AU - Kawakami, Norito. PY - 2017/6/1. Y1 - 2017/6/1. N2 - Background This study examined the prospective association of workplace social capital (WSC) with major depressive episode (MDE) among Japanese employees. Methods A 3-year prospective cohort study was conducted among 1058 employees from a private thinktank company who participated in a baseline survey; after excluding those with MDE in the past 12 months, 929 were followed up. WSC at baseline was measured using a 3-item scale. MDE was assessed at baseline and at follow-up every year, by using a web-based, selfadministered version of the WHO Composite International Diagnostic Interview (WHO-CIDI) 3.0 depression section, based on the ...
Please forward this request to your colleagues in workplace health so they might also send us information. Submit information regarding situational assessment tools (including the name of the tool and contact information) to Ali Kilbourn at [email protected] by Friday, March 29th, 2008.. Comprehensive Workplace Health Promotion: Recommended and Promising Practices for Situational Assessment Tools is an online searchable catalogue and background resource designed to help workplace health promotion intermediaries in Ontario to select and implement a situational assessment tool in their workplace and replicate and/or adapt the best practice process used to generate the tools. Check it out at: http://www.thcu.ca/Workplace/sat/index.cfm. ...
The enormous human and economic costs associated with occupational stress suggest that initiatives designed to prevent and/or reduce employee stress should be high on the agenda of workplace health promotion (WHP) programmes. Although employee stress is often the target of WHP, reviews of job stress interventions suggest that the common approach to combating job stress is to focus on the individual without due consideration of the direct impacts of working conditions on health as well as the effects of working conditions on employees ability to adopt and sustain healthy behaviours. The purpose of the first part of this paper is to highlight the criticisms of the individual approach to job stress and to examine the evidence for developing strategies that combine both individual and organizational-directed interventions (referred to as the comprehensive approach). There is a risk that WHP practitioners may lose sight of the role that they can play in developing and implementing the ...
This systematic review summarizes the current evidence on the financial return of worksite health promotion programmes aimed at improving nutrition and/or increasing physical activity. Data on study characteristics and results were extracted from 18 studies published up to 14 January 2011. Two revie …
The primary purpose of the study is to determine if the central feature of the Therapeutic Workplace, the abstinence reinforcement contingency, is critical to initiate cocaine abstinence in injection drug using methadone patients who use cocaine consistently during methadone treatment. All subjects initially will be invited to attend the Therapeutic Workplace for an initial period, but abstinence will not be required to work during that time. During this initial period, vouchers will be contingent only on workplace attendance and performance on the training programs. Subjects (n=70) who attend the workplace consistently during the first 4 weeks of treatment, but who continue to use cocaine will be randomly assigned to a Work Only or an Abstinence Plus Work group. Subjects in the Work Only group will continue to be able to work independent of their urinalysis results. However, subjects in the Abstinence Plus Work group will be required to provide urine samples that show evidence of recent cocaine ...
The primary purpose of the study is to determine if the central feature of the Therapeutic Workplace, the abstinence reinforcement contingency, is critical to initiate cocaine abstinence in injection drug using methadone patients who use cocaine consistently during methadone treatment. All subjects initially will be invited to attend the Therapeutic Workplace for an initial period, but abstinence will not be required to work during that time. During this initial period, vouchers will be contingent only on workplace attendance and performance on the training programs. Subjects (n=70) who attend the workplace consistently during the first 4 weeks of treatment, but who continue to use cocaine will be randomly assigned to a Work Only or an Abstinence Plus Work group. Subjects in the Work Only group will continue to be able to work independent of their urinalysis results. However, subjects in the Abstinence Plus Work group will be required to provide urine samples that show evidence of recent cocaine ...
Offering 136 Workplace Health and Safety training courses in San Jose from 1 training providers including National Seminars. Browse instructor-led and virtual Workplace Health and Safety training seminars along with a variety of self-paced classes. Offering 135 online e-learning Workplace Health and Safety courses, available either online, CD/DVD, printed course manuals or recorded webcasts. TrainUp.com also offers the ability to request in-house or onsite Workplace Health and Safety courses or train-the-trainer curriculum programs.
Workplace health, safety, and environment is the science and practice of anticipation, recognition, evaluation and control of health hazards arising from the work environment. It includes all aspects of health and safety in the workplace, ranging from physical injury, to biological and chemical hazards to on-the-job stress. This seminar begins with an examination of the workplace health, safety, and environmental legislation and how it currently operates. The scientific basis of workplace environment including relevant principles and concepts related to various health, safety, and environmental issues is examined. The seminar will enable the participants to gain an overall understanding of the establishment, functioning and maintenance of workplace health, safety, and environmental systems.
Kreis, J. Bödeker, W. (2004). Health-related and economic benefits of workplace health promotion and prevention: Summary of the scientific evidence. Essen: BKK Bundesverband und Hauptverband der gewerblichen Berufsgenossenschaften
Recent trends in medical education are moving rapidly away from gaining a certain number of marks in high-stakes examinations and towards gathering evidence of clinical competence and professional behavior observed in clinical environments.. The aim of this PhD study, The Quality, Value and Effectiveness of Workplace-Based Assessment in Postgraduate Medical Training, is to explore the use of workplace-based assessments in postgraduate medical training.. Workplace-based assessments, such as Mini-Clinical Evaluation Exercises (mini-CEX) or Direct Observation of Procedural Skills (DOPS), are one method of assessing trainee doctors performance. Trainees are expected to negotiate the completion of these assessments with their trainers at regular intervals throughout their training.. Workplace-based assessments are designed to be formative and provide a framework for giving constructive feedback to trainees in real-time clinical settings.. The aim is to help trainees identify their strengths and ...
Health behavior is presumed to be influenced by organizational factors. This study analyzes how workplace characteristics influence health behavior in terms of participation at health measures. Employees of the German Federal Ministry of Defense were surveyed at the beginning (January / February 2015) and at the end (June 2015) of the trial phase of workplace health promotion (WHP). Differences in participation of characteristic groups were calculated using Pearsons Chi2-Test and T-Test, chances of participation were estimated using multilevel logistic regression. Employees who reported higher satisfaction with work demand participated more often in health measures (aOR: 1.02, 95%-CI = 1.01, 1.04, p | 0.001). Large amount of variance in participation can be attributed to department level. Participation at WHP varies significantly between settings after controlling for individuals characteristics. Thus, working characteristics should be considered as a decisive factor for WHP effectiveness. There is
1. Why do we need a drug program for Department of the Navy employees? The President, in signing Executive Order 12564 on 15 September 1986, required that all federal agencies implement a program to achieve a drug-free workplace. Even without such a requirement, achieving a drug-free America is one of our nations highest priorities. In line with that, the Department of the Navy has a compelling obligation to eliminate illegal drug use by its employees due to its national defense responsibilities and the sensitive nature of its work.. 2. What regulatory requirements governed the development of the Department of the Navy Drug-Free Workplace Program? Executive Order 12564 requires employees to refrain from the use of illegal drugs on and off duty and directs agencies to establish plans for achieving a drug-free workplace.. Public Law 100-71 passed by Congress, on 11 July 1987, provides for consistent implementation of the Executive Order throughout the federal government and establishes ...
1. Why do we need a drug program for Department of the Navy employees? The President, in signing Executive Order 12564 on 15 September 1986, required that all federal agencies implement a program to achieve a drug-free workplace. Even without such a requirement, achieving a drug-free America is one of our nations highest priorities. In line with that, the Department of the Navy has a compelling obligation to eliminate illegal drug use by its employees due to its national defense responsibilities and the sensitive nature of its work.. 2. What regulatory requirements governed the development of the Department of the Navy Drug-Free Workplace Program? Executive Order 12564 requires employees to refrain from the use of illegal drugs on and off duty and directs agencies to establish plans for achieving a drug-free workplace.. Public Law 100-71 passed by Congress, on 11 July 1987, provides for consistent implementation of the Executive Order throughout the federal government and establishes ...
[email protected]® is an employer-based training program. The ultimate aim of the program is to improve the organizational health of participating employers and certified trainers, with an emphasis on strategies to reduce chronic disease and injury risk to employees and an eye to improving overall worker productivity.
[email protected]® is an employer-based training program. The ultimate aim of the program is to improve the organizational health of participating employers and certified trainers, with an emphasis on strategies to reduce chronic disease and injury risk to employees and an eye to improving overall worker productivity.
A broad and thorough workplace survey forms the foundation for occupational health care functions at the workplace. The purpose of the workplace survey is for the occupational health care service to investigate the circumstances of the workplace and the work being done and to evaluate their health impacts on employees. In the workplace survey, the occupational health care service also assesses physical and psychosocial work loads, work arrangements and the risks of accidents and violence.. The workplace survey report includes proposals on how to improve working conditions and promote work capacity. The workplace survey report contains information on specific hazards causing risk of illness and on action the employer should take to eliminate or minimise those hazards. It also outlines the necessary health examinations to be conducted.. In addition to a basic workplace survey, the occupational health care service may also perform targeted workplace surveys, for instance on work ergonomics or ...
Objectives Both shift work and other work environment factors have been shown to be related to heart disease. This study examined whether shift work is associated with other work environment factors related to heart disease in a random sample of the population. If so, shift work could be acting as a proxy for work environment differences.. Methods Data on 5940 employees in the Danish Work Environment Cohort Study from 1990 were reanalyzed. The information included work schedules [permanent day work, irregular workhours (including morning work), 2-shift or fixed evening and 3-shift or fixed night], length of workweek, physical factors (noise, heat, dust, passive smoking, walking, standing and monotonous repetitive tasks), and psychosocial factors (including demands and control dimensions, social support, conflicts and job insecurity).. Results At least 1 group of shift workers had a higher prevalence of nearly every unfavorable work environment factor investigated. Exceptions were dust exposure ...
Abstract: The traditional criminal justice response to prostitution and drug crime is expensive and ineffective. Behaviorally based drug abuse treatments such as the therapeutic workplace may help improve outcomes if incorporated into diversion to treatment strategies in the context of criminal justice. In the therapeutic workplace people with problem drug use can work and earn wages contingent on provision of drug free urine samples. The purpose of this study was to assess the therapeutic workplace as a means of increasing drug abstinence and decreasing HIV risk behaviors in women arrested for prostitution. Participants (N=38) were opiate dependent adults arrested for prostitution whose cases were being processed in early resolution court. All participants were either enrolled in methadone or buprenorphine treatment prior to enrolling in this study. Participants were randomly assigned to usual care or usual care plus the therapeutic workplace. Drug abstinence contingencies were implemented in ...
Insufficient PA has been shown to cluster with other CVD risk factors including insufficient fruit and vegetable intake, overweight, increased serum cholesterol concentrations and elevated blood pressure. This paper describes the development of Working on Wellness (WOW), a worksite intervention program incorporating motivational interviewing by wellness specialists, targeting employees at risk. In addition, we describe the evaluation the effectiveness of the intervention among employees at increased risk for cardiovascular disease. The intervention mapping (IM) protocol was used in the planning and design of WOW. Focus group discussions and interviews with employees and managers identified the importance of addressing risk factors for CVD at the worksite. Based on the employees preference for individual counselling, and previous evidence of the effectiveness of this approach in the worksite setting, we decided to use motivational interviewing as part of the intervention strategy. Thus, as a cluster
Health screening is available for all Western employees with identified potential workplace hazards. This is to provide protection of employee health against any health and safety hazards that may be found in their work environment.. In order to schedule a Pre-Placement Health Assessment, a Hazard Communication Form (HCF) must be completed by your supervisor and sent electronically to Workplace Health, either by yourself, your supervisor or Human Resources. Once your HCF has been received, you will be contacted to set up an appointment.. The Pre-Placement Health Assessment visit consists of discussing the potential hazards/exposures listed on the (HCF) that are specific to the individuals job. A general medical history is taken and immunizations are updated as needed. You will then be placed on an annual medical health surveillance program.. Employees who may be exposed to any workplace hazards are recalled each year for an Annual Health Review. During the Annual Health Review, the employees ...
TY - JOUR. T1 - Application of human laboratory data for the assessment of performance in workplace settings. T2 - practical and theoretical considerations.. AU - Heishman, S. J.. AU - Henningfield, J. E.. PY - 1990. Y1 - 1990. UR - http://www.scopus.com/inward/record.url?scp=0025523509&partnerID=8YFLogxK. UR - http://www.scopus.com/inward/citedby.url?scp=0025523509&partnerID=8YFLogxK. M3 - Article. C2 - 2132770. AN - SCOPUS:0025523509. VL - 100. SP - 167. EP - 174. JO - NIDA Research Monograph Series. JF - NIDA Research Monograph Series. SN - 1046-9516. ER - ...
Proquest subject headings: Security management; Risk assessment. The National Institute for Occupational Safety and Health reports that in 1992, 750 employees were killed in the workplace, in 1993 that number rose to 1063, 1994s total was 1471, although 1995 showed a slight decrease, 1262 homicides in the workplace, it is still a serious problem. Homicide is the third leading cause of workplace fatalities and is the leading cause of death for women in the workplace. Last year, two million people were physically attacked in the workplace, six million were threatened, and 16 million were harassed. The problem is even more serious since only half of workplace victimizations are reported. Under the 1974 Health and Safety Act and the 1992 Health and Safety At Work Regulations, companies are legally required to assess and provide a safe work environment. This research provides typical workplace killer profiles, characteristics of disgruntled employees, motivations for violent actions and factors ...
Introduction. Social capital, operationalized as perceived trust, reciprocity and recognition has in earlier research shown to be important for employees´ job satisfaction and to health care staffs´ engagement in clinical improvements of patient safety and quality of care as well as job satisfaction, health and wellbeing. Since social capital has an impact, it is of interest to investigate which factors that influence workplace social capital. Research findings shows that leadership has great importance to staffs´ health and wellbeing, and affects a number of factors in the work environment factors as job satisfaction and work engagement. If and how leadership is associated with social capital is rarely described in previous research. However the few studies performed indicate that there are associated correlations between leadership and social capital, and leadership quality and social capital. Leadership within healthcare sector has been in focus when working with redesign of care processes ...
Halikos is committed to workplace health and safety and to providing a Safety Management System (SMS) above that of Australian Standard 4801 and the Federal Safety Commissions WHS Accreditation Scheme. Halikos promotes safe working practices and encourages the adoption of safe work habits. Halikos is committed to providing a safe and healthy workplace for its employees, subcontractors and stakeholders who are impacted and influenced by our work activities.. The SMS culture is integrated into all facets of our business and provides guidance to facilitate participation from all stakeholders to achieve determined WHS goals and targets designed to provide a healthy and safe workplace. We are committed to our two way consultative relationship with our employees and will continue to maintain and promote the safety culture that underpins the Halikos SMS.. ...
St. Michaels Hospital Occupational Medicine Rounds.. 8:00 AM. St. Michaels Hospital, 30 Bond Street, Cardinal Carter Wing, Room 6-002.. Webcasting: http://webcast.otn.ca/liveevents.html.. For more information, contact Theresa Hollosi at [email protected] ...
At the beginning of your counselling we will find a psychologist who specialises in your area of concern. In the event that youre not happy with your psychologist during the counselling, you have of course the possibility to switch to another psychologist. In order to do so, you will find the option in the settings under Payments. If you have any problems, just contact the Instahelp team and we will take care of it: [email protected] ...
There are no federal laws that directly and comprehensively protect against abuses in the gathering or use of genetic information in the workplace. A few protections exist incidentally under federal laws enacted to address other types of workplace discrimination. The incidental federal protections against workplace discrimination based on genetic information that do exist are narrow in scope and, in large measure, not well established. They are not sufficient to provide Americans with adequate protection against genetic discrimination in the workplace. States continue to enact legislation in response to growing concern over the specter of genetic discrimination in the workplace. Existing state laws, however, differ in coverage, protections afforded, and enforcement schemes. Federal leadership is necessary to ensure that all workers are protected against discrimination based on genetic information.. Federal Laws The only federal law that directly addresses the issue of genetic discrimination is ...
Workplace Safety and Health enforces The Workplace Safety and Health Act and its associated regulations in order to protect the safety and health of workers in Manitoba. Workplace Safety and Healths inspection and investigation activity focuses on improving legislative compliance in order to eliminate workplace fatalities, injuries and illnesses.
Risk management is a process used in Australia to ensure workplace health and safety. The process has the objective of eliminating or minimising the risk of harm which people may be exposed to at a workplace or from work activities.
A healthy team is a happy team. Ensuring your team members are safe and comfortable in their work is one important part of operating a workplace. Ensuring your team members are healthy and happy in their work is another. Life Care Consultants’ Workplace Health Checks are a comprehensive health assessment for everyone.
BACKGROUND: This individual patient data (IPD) meta-analysis aimed to investigate socioeconomic inequalities in effectiveness on healthy behavior of, and compliance to, workplace health promotion programs. METHODS: Dutch (randomized) controlled trials were identified and original IPD were retrieved and harmonized. A two-stage meta-analysis was conducted where linear mixed models were performed per study (stage 1), after which individual study effects were pooled (stage 2). All models were adjusted for baseline values of the outcomes, age and gender. Intervention effects were assessed on physical activity, diet, alcohol use, and smoking. Also, we assessed whether effects differed between participants with low and high program compliance and. All analyses were stratified by socioeconomic position. RESULTS: Data from 15 studies (n = 8709) were harmonized. Except for fruit intake (beta: 0·12 [95% CI 0·08 0·15]), no effects were found on health behaviors, nor did these effects differ across ...
WorkPlace Health offers comprehensive Occupational Health and Medicine Clinic services including non-emergency injury care, case management, comprehensive drug and alcohol testing, DOT and non-DOT physical exams, OSHA compliance testing, medical surveillance services and more.
The American Heart Association?s five-step process guides companies to assess the culture, structure and health outcomes of your organization?s workplace health program, and provides you with expert resources for making improvements which can lead to increased engagement and productivity, while also reducing healthcare costs and employee turnover.
Mayo Clinic researchers have amassed additional evidence that secondhand smoke kills and smoke-free workplace laws save lives. The study will be presented to the American Heart Associations Scientific Sessions on Monday in Orlando.
Need updates on cannabis at work or compensation claims? Click the link to read the news surrounding workplace health and safety in the US
Established in 1985, the Workplace Safety and Insurance Appeals Tribunal (WSIAT) is the final level of appeal to which workers and employers may bring disputes concerning workplace safety and insurance matters in Ontario. WSIAT has always been separate from and independent of the Workplace Safety and Insurance Board.
Established in 1985, the Workplace Safety and Insurance Appeals Tribunal (WSIAT) is the final level of appeal to which workers and employers may bring disputes concerning workplace safety and insurance matters in Ontario. WSIAT has always been separate from and independent of the Workplace Safety and Insurance Board.
One stop access to updated Ontario workplace health and safety products and programs. Access training programs, webinars and reference safety materials.