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Seven of the top ten leading causes of death in the United States are due to chronic diseases and treating these accounts for 86 percent of our nation's health care costs. The workplace offers an environment to implement chronic disease prevention strategies, such as worksite wellness programs, due to the large amount of time spent at the worksite daily by employees. As a result of COVID-19, many organizations began to change their workdays (i.e., working from home). This research sought to understand what, if any, implications the COVID-19 epidemic had on worksite wellness programming. Semistructured interviews were employed and recorded via Zoom conferencing to gather qualitative data. Four themes were identified: (a) relationship building among remote employees, (b) creativity in how to carry out program components, (c) increased physical activity and work-life balance, and (d) increased knowledge of health issues and mental health resources. Both challenges and successes were reported within themes. The main finding from this research indicates a mostly positive experience for worksite wellness programs during the COVID-19 epidemic. Many organizations have continued nontraditional work environments and the lessons learned from this study can both encourage and provide ideas for how to create and continue a worksite wellness program outside of the normal face-to-face working environment. [ABSTRACT FROM AUTHOR]

Although researchers have devoted great effort to explore the antecedents of altruistic behaviours (a type of organisational citizenship behaviours), the important role of technical factors (social media) remains unclear. Drawing on social comparison and organisational support theory, this study explored how social media affordances influence employees' altruistic behaviours from both positive and negative perspectives. In this study, 302 employees from organisations in China were surveyed. We found that social media affordances could facilitate employees' perceived organisational support and social comparison of ability. Perceived organisational support positively mediated the relationship between social media affordances and altruistic behaviours. Although the evidence did not support the notion that social comparison of ability could directly dampen altruistic behaviours, a post-hoc analysis found that it could dampen the positive impact of perceived organisational support on developing altruistic behaviours. This study expanded previous research focusing on only positive or negative effects of social media use in the workplace by investigating the dual effects and the interaction effect in between. Here, we discuss the results and provide practical guidance for managers and organisations. [ABSTRACT FROM AUTHOR]

Objectives: This study aims to extend safety climate research by considering perceptions across the following three hierarchical levels within a workplace: (1) senior leaders/executives, (2) field leaders/supervisors, and (3) front-line employees. Methods: We conducted a quantitative survey study at a US utility company where we collected data related to safety climate perceptions and employee-reported safety behaviors across the different levels of organizational hierarchy. Results: The findings revealed the highest safety climate scores among senior leaders/executives, followed by field leaders/supervisors, and then employees, suggesting potential discrepancies between espoused and enacted safety values in the workplace. Conclusions: These results suggest that supervisors and top managers may have different mental models of workplace safety compared with employees. Consequently, assessing perceptions at different organizational levels provides a fuller picture of safety in the workplace. [ABSTRACT FROM AUTHOR]

This paper focuses on something not previously addressed by the literature, labour inspection in Spain in the first decades of the Franco dictatorship. Despite the Franco dictatorship's fascist-style approach of regulatory interventionism, this research shows a relapse into an abstentionist conception of labour inspection that led to worker vulnerability. The study has not only found, as was already known, normative similarities with the contemporaneous Italian and German dictatorships, but also similar (although more severe) limitations to the functioning of the inspection service. The slight improvement registered from 1947 onwards and the effort to achieve a limited equivalence with Western democracies also failed to notably improve working conditions, occupational safety and worker protection. The Labour Inspectorate suffered from understaffing and a lack of resources up to the very end of the dictatorship, something which the incipient democracy then inherited. These human and material resource shortages continue to be a problem and are currently debated in Spain. [ABSTRACT FROM AUTHOR]

As in other countries, the growth of precarious work arrangements in Australia from the late 1970s has had significant adverse effects on occupational health and safety (OHS). While there is now a large body of global research on this issue and its connection to the rise of neoliberalism, there has been less investigation of efforts to address these problems. This article reviews regulatory interventions in Australia over the past two decades. It particularly focuses on industrial relations regulation, which can play a critical role in addressing at least some of the underlying reasons why precarious work undermines OHS. The most significant of these changes were passed by the Australian Parliament in February 2024, including a highly controversial but world-leading creation of minimum standards for platform workers. [ABSTRACT FROM AUTHOR]

Violence against employees in human services is a widespread problem worldwide and is reportedly on the rise. The topic in this article is organizational factors in preventing and managing violence against employees executed by service users. Data comes from 86 semi-structured and structured interviews with 101 employees and managers in one of Norway's most extensive national government agencies. The interviews were conducted in a study of an initiative against violence after an employee was murdered at work. The identified factors are related to (1) recognition of employees´ needs to feel safe and acknowledged, (2) project administration and leadership involvement and anchoring, (3) organizationally aligned and adjusted routines and understandings, (4) a generally increased focus on prevention and management of violence, (5) specific measures and (6) service delivery. The study also disclosed essential relationships between these factors, which must be acknowledged in the work to counteract violence. Workplace violence should be an issue of concern for all levels of management. Recognition of employees´ needs and anchoring in the entire organization are just as important as specific measures against violence. A good delivery of services is an important but sometimes neglected factor in the work against violence. The mentioned elements indicate that several equal organizational factors and measurements must be combined to counteract workplace violence. [ABSTRACT FROM AUTHOR]

Testing an adapted psychology of working theory (PWT) model (PWT; Duffy et al., 2016), this study examined how and when contextual constraints affect the ability of Chinese rural migrant workers (农民工) to attain decent work. Surveying a sample of 510 employed Chinese rural migrants at two time points, this study revealed that economic constraints and daily discrimination were indirectly related to attaining decent work through the mediating factors of work volition and psychological ownership over work. In addition, proactive personality moderated the relationships between daily discrimination and economic constraints and the two mediators. The results contribute to better understanding Chinese rural migrant workers' work experience, refining the PWT and enriching the literature on the underlying mechanisms and moderating factors associated with decent work attainment. The research results call for policy and social change to lessen economic constraints and discrimination at the macro level and organizational commitment to employee-oriented human resource management and counseling interventions to improve the quality of the work lives of rural migrant workers. Public Significance Statement: The research results call for policy and social change to lessen economic constraints and discrimination at the macro level and organizational commitment to employee-oriented human resource management and counseling interventions to improve the quality of the work lives of rural migrant workers. [ABSTRACT FROM AUTHOR]

BACKGROUND: Behavior-based safety (BBS) programs promote coworkers observing and correcting each other's at-risk behaviors on site; the idea behind BBS programs is to create a cultural shift in a company where it is acceptable for coworkers to stop anyone, at any time, from working in an unsafe manner. OBJECTIVE: The main objective of this study is to examine the impacts of a BBS observation program in the construction industry. METHODS: The subject, an electrical contracting company, implemented the BBS program in January 2019. This study utilized multiple data sources: the company's incident data, BBS program report data, and surveys, including the Safety Climate Assessment Tool for Small Contractors. A total of 3,891 at-risk behaviors from the BBS reports, including 600 comments, and 141 survey responses were analyzed. RESULTS: The most frequently reported at-risk behavior was the line of fire, and the at-risk behaviors were often observed when workers conducted tasks, such as running or pulling wires, installing devices, and installing lights. The overall perception of safety climate was high, and the respondents reported that the safety climate had improved since the adoption of the BBS program. Overall, implementing the BBS program benefited in cultivating the company's collective safety climate. CONCLUSION: As a result of the BBS program, the company implemented better communication strategies for their safety meetings on the most frequently reported at-risk behaviors, replacing safety gears with higher quality ones, and redesigning online safety training to better reflect the identified tasks that were associated with more at-risk behaviors. [ABSTRACT FROM AUTHOR]

The Public Mental Health Framework argues that law and policy are important in preventing mental ill-health and promoting wellbeing. Therefore, the 2022 decision of the Australian High Court in Kozarov v Victoria (Kozarov), in which a lawyer from the Office of Public Prosecutions (OPP) who worked in the Specialist Sex Offences Unit successfully claimed damages for vicarious trauma, has significant implications for the legal profession and those who are employed in emotionally demanding work. This article provides commentary on the Kozarov decision, within the context of other Australian case law including subsequent cases. It explores the significance of Kozarov and post-Kozarov authority for the development of (1) the law in "work stress" cases; (2) employers in the wake of the decision, including the OPP; and (3) the Public Mental Health Framework in relation to work stress and sexual violence as social determinants of health and mental health. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to provide a basic view, which use the social learning theory and self-efficacy to explore the relationship between employee care, stress status, and work style inside healthcare organization. Design/methodology/approach: This paper is a conceptual study on healthcare industrial workers recognize the commitment in workplace safety, making the importance of work adjustment, and maintenance in a safe environment. Hospitals have reduced costs and manpower, coupled with the implementation and promotion of various evaluations, which greatly increased the load on the staff of medical institutions, resulting in longer working hours, and worsening of the working conditions. Service-profit chain makes the same predictions about service users and the resulting effect on service worker satisfaction, error reduction, turnover, and other helpful employee outcomes. This research uses a survey tool as a structured questionnaire of Chi-square test for hospitalization incidents was taken in southern hospital center to analyze demographic changes and working conditions. Findings: This paper's findings are 297 administered questionnaires; 205 questionnaires were returned, giving a returned rate of 69%. After deducting 11 invalid questionnaires, 194 valid questionnaires were procured with an effective response rate of 65.3%. This study finds the age of hospital employees and the stress of their children are related to the reason for their hospitalization. The stress, which comes from children is significantly related to the reason for the hospitalization of employees. Originality/value: This paper is exploring the relevant factors of hospitalization, which will be a helpful improvement in the useful management of healthcare industrial. It is also helpful in human resource management of healthcare industrial organization in the future. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Disciplines Economics & Administrative Scienves Studies is the property of International Journal of Disciplines in Economics & Administrative Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Community & Physician / Toplum ve Hekim is the property of Turk Tabipleri Birligi / Turkish Medical Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Hotel housekeepers' major responsibility is to perform cleaning tasks. In the course of performing their duties, hotel housekeepers are disproportionately exposed to multiple workplace hazards (i.e., physical, chemical, biological, and psychosocial hazards) that put them at risk of adverse health consequences. This study aims to discover the occupational and health challenges encountered by immigrant hotel housekeepers in Orlando, Florida, and help hotel management to develop strategies to improve their occupational health. Methods: This study adopted an interviewer-administered survey method for data collection. Data were collected from members of the United Here Union, Local 7373 in Orlando, Florida. Trained Spanish–English bilingual associates of the Union administered the surveys through interviews with participants. Descriptive statistics and stepwise multiple regression were employed to analyze data (n = 140) using SPSS 22. Findings: This study shows that Florida hotel housekeepers participating in this study worked under great time pressures, endured excessive workloads, did not have enough time to rest and recover, and often skipped or shortened lunch breaks. Participants believed that their employers valued work productivity more than their safety and health. More than half of the respondents experienced racial discrimination at their workplaces. Conclusion/Application to Practice: The article brings an important contribution to the awareness of housekeepers' feelings toward their work and the need for effective safety and health policies and programs. [ABSTRACT FROM AUTHOR]

Forestry services work presents high risk for injury, illness, and fatality. How worker and employer views of workplace safety compare influences the strategies to address hazardous working conditions. Interviews with forestry services workers and employers revealed themes about occupational hazards and ways to prevent work-related injury. Workers identified hazards related to the social and natural environments, and injury prevention solutions focused on interventions beyond their control and based on employer responsibility. Employers characterized hazards within job task contexts and tied solutions to worker behaviors to improve job task performance. Discordance between worker and employer reports indicates inconsistent views about what safety measures should be provided and pursued to effectively reduce injury risk. Because many workers in the forest services industry are marginalized due to their immigrant documentation status and being racially/ethnically minoritized, power differentials between workers and employers can also influence how workplace safety and health measures are determined and implemented. [ABSTRACT FROM AUTHOR]

BACKGROUND: The efficacy of an indicated prevention strategy for long-term absence due to sickness has been demonstrated and is implemented in multinational companies. Such a strategy may also be beneficial for small and medium-sized enterprises (SMEs). However, due to the different contexts, adoption, and implementation of this strategy in SMEs may be quite different. OBJECTIVE: This study aims to investigate the opportunities, barriers, and facilitators for adoption and implementation of this preventive strategy, as anticipated by employers and employees of SMEs. METHODS: A qualitative needs assessment was conducted using semi-structured interviews with higher managers (n = 15) and a focus group with employees (n = 8). Purposive sampling was used, and data were analyzed using content analysis. RESULTS: Employers had positive expectations concerning the gains of the preventive strategy, whereas employees had more reservations. Anticipated gains and intentions to implement the preventive strategy were rooted in underlying conceptions of the causes of sickness absence and the responsibilities of stakeholders. One key barrier shared across employers and employees concerned the potential lack of confidentiality. For employees, the role of the occupational health professional in the prevention of sickness absence was perceived as uncommon. Employers stressed lack of capacity and resources as a barrier, whereas employees stressed lack of follow-up by the employer as a barrier. CONCLUSIONS: SMEs are considerably receptive to the implementation of an indicated prevention strategy for long-term absence. Insight into the barriers and facilitators gives clues for wider and optimal implementation across a wider range of organizational settings. [ABSTRACT FROM AUTHOR]

Flexible working time arrangements (FWTA) have increased over the last decades, favored by labor market deregulation, the decentralization of collective bargaining and the development of new technologies. The negative impact of some non-standard working hours on health (like night work, shift work) is quite well-known but other forms of FWTA have been studied less so far. This article aims to investigate the relationship between FWTA and workers' health. It focuses on employer-oriented FWTA and uses a job demands-control framework to identify different types of working time demands and control. The study uses individual data from the French working conditions survey, including panel data from 2013 to 2019 (64,981 observations) and cross-sectional employer-employee linked data from 2019 (5687 employees from 4672 workplaces). We identify empirically two main dimensions of employer-oriented FWTA, based on 14 working time variables. The first type involves "atypical working hours", such as working weekends, nights, early mornings, evenings, or doing shift work. The second type – "work overflow" – is characterized by long working hours, overtime, taking work home, and having variable working hours. Using a fixed-effects model based on panel data, we show that both types of FWTA have a negative impact on workers' self-rated general health and mental health, as measured by the WHO-5 index. The study also finds that workers who have more control – both individual and collective – to face these demands demonstrate better health. Workers with control over their working hours report better health and are less negatively affected by FWTA. Moreover, workplace-level practices have ambiguous relationships with workers' health. However, those involving social dialogue and workers' participation have more favorable effects: the positive effect of health and safety committees is especially clear. To improve workers' health in the context of increased flexible working time arrangements, public policies should promote the development of control over working time and participation of workers to social dialogue on working time related issues. • Employer-oriented flexible working time arrangements, beyond their diversity, deteriorate workers' health. • Control over working hours reduces the negative impact of flexible working time arrangements. • Among practices in the workplace, health and safety committees improve workers' health. [ABSTRACT FROM AUTHOR]

Copyright of Revista CEA is the property of Revista CEA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Process performance measurement (PPM) has become a challenging task for organisations, which have many various processes, in today's globalised world. This challenging task is also remarkable in ergonomics, and combining sustainability with ergonomics can provide beneficial solutions for assessing risks and providing ergonomically favourable conditions for human well-being. In this paper, new ergonomics indicators (EIs) are proposed, classified, and described in detail to overcome this challenge through a systematic literature review that integrates ergonomics and sustainability. By considering sustainability indicators (SIs) selected from the review, the proposed EIs are presented within a three-dimensional structure. This structure enables measuring the performance on various issues in an organisation such as occupational health and safety, decent work, technology, working conditions, employee empowerment and development, charities, innovations, and recycling. Through systematic measurements using these indicators, more traceable and manageable processes can be achieved. Hence, ergonomists or managers can identify and prevent risky conditions practically. Practitioner Summary: This paper proposes ergonomics indicators and detailed descriptions for ensuring sustainable process performance measurement in ergonomics. The sustainability indicators presented as references for these proposals are utilised through selection and consolidation from literature. The ergonomics indicators are structured within a sustainability framework that considers six sustainability sub-dimensions proposed for ergonomics. [ABSTRACT FROM AUTHOR]

The article reports that The arrival of a British summer is often a cause for celebration, as it offers a welcome break from the unpleasant conditions experienced throughout the rest of the year. That being said, there does come a point where the nice weather becomes uncomfortable, leaving many dental nurses feeling hot under the collar at work.

The area of occupational health and safety encompasses efforts to ensure the physical, mental, and emotional well-being of workers worldwide. Every human organization has genuine reasons to be concerned about its employees' health and safety. Management should place a high value on health and safety programs for workers since they have the potential to save lives, continue strengthening, and decreased costs. This article's purpose is to research and assess the company's safety procedures, strategies, and policies. The goal of an industry's safety management program is to create a workplace in which every employee can do their job without risk to their health or safety. [ABSTRACT FROM AUTHOR]

In a recent correspondence, the author discussed the issues of 'no-jab, no job' policy, which is planned to be implemented by governments and companies in many countries. This paper highlights the business sectors' initiatives in ensuring the implementation of health and safety protocols and vaccination program among employees during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]