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Background: Psychotherapeutic consultation at work (PT-A) provides employees with mental illnesses or subclinical symptoms a short-term and low-threshold access to psychotherapeutic care. However, practical experience shows that the utilisation rate seems low compared to expected demand. Therefore, this study aimed to identify determinants of utilisation by exploring associations between sociodemographic characteristics, psychological well-being, stigma-related barriers and psychosocial safety climate and the intention to seek PT-A. Methods: Within a cross-sectional study, 658 participants were recruited via various social media channels in Germany. Participants answered an online questionnaire on potential determinants of (1) intention to seek PT-A in general and of intention to seek PT-A to specifically discuss (2) occupational burden and (3) private burden. Multiple ordinal regression analyses were conducted for the whole study sample and for the subgroups of participants screened positive and negative for current depression. Results: Lower stigma-related barriers were associated with higher general intention to seek PT-A among all study groups. Lower psychological well-being was associated with higher general intention to seek PT-A and with higher intention to seek PT-A to discuss occupational and private burden, but only so in the subgroup of employees who were screened negative for current depression. Treatment experience was associated with higher intention to seek PT-A for occupational burden among participants screened negative but not among participants screened positive for current depression. No associations were found between age, gender, education or psychosocial safety climate and any variable of intention to seek PT-A. Conclusion: Those results give an overview on potential determinants for the intention to seek PT-A, but future research with longitudinal designs is needed to confirm that those factors also determine actual utilisation of PT-A. Based on the results, practical implications might include antistigma campaigns and promotion of PT-A adapted to the aims of the consultation. [ABSTRACT FROM AUTHOR]

Background: As vaccines for COVID-19 became available, many countries introduced an obligation in 2021 for employees to prove their COVID-19 status at work, known in Germany as the 3G rule (vaccinated, recovered, tested). In view of the controversial debate, there was concern that employees might try to avoid providing mandatory COVID-19 certificates by taking sick leave. The aim of this study was to investigate whether mandatory COVID-19 tests in the workplace led to such an evasive response. Method: For an empirical panel analysis, we collected data from official sources and combined aggregated health insurance data on sick leave, epidemiological data on laboratory-confirmed COVID-19 infections, and vaccination rates for the German states from September 2021 to January 2022. We used a regional panel data analysis to estimate the impact of the mandatory COVID-19 certificates at the workplace on workers' sick leave. The regional vaccination rate reflected differences in treatment intensity. Results: This study contributes to the limited evidence on the potential impact of introducing mandatory COVID-19 certificates at the workplace on sickness absence rates. In fact, our results showed that after controlling for infection rates, a one percentage point lower vaccination rate led to a 0.021 percentage point increase in the sickness absence rate when the 3G rule came into effect. This effect was measured with high statistical precision. In addition, in robustness checks, we controlled for a number of other possible influencing factors that may have affected sickness behaviours, such as time-varying labour market situations. However, the results remained robust. Conclusions: The results of our empirical panel analysis implied that mandatory COVID-19 certificates in the workplace led to evasive responses and to additional days of sick leave of a relevant magnitude. Testing obligations were meant to help contain the epidemic. However, when introducing controversial obligations, it is important to consider evasive responses and to design the rules appropriately and communicate them convincingly. [ABSTRACT FROM AUTHOR]

Background: Common mental disorders affect a significant proportion of the population worldwide at any given time. Psychotherapeutic consultation at work offers employees with mental distress short-term and low-threshold access to psychotherapeutic treatment. However, this offer is only accepted by one to two percent of the employees to whom it is offered. Taking into account employees ' preferences regarding organisational aspects might increase the use of psychotherapeutic consultation at work. This study therefore aimed to identify preferences on organisational aspects of psychotherapeutic consultation at work among employees of diverse occupational areas, company sizes, supervisor functions and job requirement levels. Methods: A total of 755 employees were recruited via advertisements on social media (Instagram, Facebook and LinkedIn). Participants rated on a 5-point Likert scale their agreement to different implementation options of psychotherapeutic consultation at work: type (in-person/video/telephone), location (on/outside company premises), time (within/outside working hours), scope (diagnostic/diagnostic + treatment) and purpose (private/occupational). Additionally, the maximum accepted distance to the location of consultation was assessed. Various analyses of variances (ANOVA) were conducted to determine differences in agreement to implementation options within each organisational aspect and to analyse differences between occupational areas, company sizes, requirement levels and between employees with and without supervisor function. Results: Participants indicated a preference for in-person psychotherapeutic consultation that takes places outside company premises and outside working hours. Furthermore, they preferred offers including diagnostic and treatment sessions compared to offers including diagnostic sessions only. Even though participants agreed that consultation should be offered for all purposes, agreement for occupational issues was stronger than for private issues. For some implementation options, the level of agreement varied according to occupational field, company size, supervisor function and level of requirement. However, these differences did not affect the key findings mentioned above. Conclusion: Those findings give practical indications on the organisational design of psychotherapeutic consultation at work. The results suggest that in-person consultation outside company premises and working hours combining diagnostic and treatment sessions will be accepted by employees regardless of their occupational area, company size, supervisor function and requirement level. [ABSTRACT FROM AUTHOR]

Objective: Work engagement is considered a constructive and satisfying state of mind promoting well-being, whereas overcommitment contributes to ill-health. We investigated if these psychosocial factors are related to asthma self-management at the workplace (i.e. physical activity, trigger avoidance, acute symptom management, communication), asthma control, asthma-specific quality of life, and the subjective prognosis of gainful employment among employees with asthma. Methods: Questionnaires were distributed in three pulmonary rehabilitation clinics (10/2017-05/2018) in Germany. Work engagement was measured by three items from the Copenhagen Psychosocial Questionnaire and overcommitment by six items from the effort-reward imbalance questionnaire. Asthma self-management was mainly assessed by self-developed items, asthma morbidity by the Asthma Control Test and the Marks Asthma Quality of Life Questionnaire, and the subjective prognosis of gainful employment by a validated three-item scale. After dichotomization of all variables we ran Poisson regression analyses to calculate multivariable prevalence ratios with 95% confidence intervals. Results: The sample comprised 221 individuals with asthma. Low work engagement was related to physical inactivity. Low work engagement and high overcommitment were associated with inadequate trigger avoidance and acute symptom management, reduced asthma-specific quality of life, and a poor prognosis of gainful employment. No relationships were observed with communication or asthma control. Conclusions: Our findings highlight the potential contribution of high levels of work engagement to adequate asthma self-management, good quality of life, and a positive subjective prognosis of gainful employment among employees with asthma. Overcommitment shows associations with those outcomes in the opposite direction, which suggests a detrimental role in asthma. [ABSTRACT FROM AUTHOR]

This article develops a multi-level framework for the analysis of a bottom-up politics of technology at the workplace. It draws on a multi-case study on algorithmic management of manual labor in manufacturing and delivery platforms in Germany. In researching how workers influenced the use of algorithmic management systems, the concept of technopolitics is developed to refer to three different arenas of negotiation: (1) the arena of regulation, where institutional framings of technologies in production are negotiated, typically between state actors, employers' associations, and unions. (2) The arena of implementation, where strategies of technology deployment are negotiated—in the German production model typically between management and works council. (3) The arena of appropriation, in which different organizational technocultures offer contesting schemes for the actual use of technology at work. Whereas most recent research on digitalization of work conceptualizes workers as mere objects of digitalization processes, this paper focuses on worker agency as a "technopolitics from below." It thus demonstrates how workers influence the concrete outcome of digitalization projects. [ABSTRACT FROM AUTHOR]

Objective: The aim of the National Cancer Aid Monitoring (NCAM) was to investigate which occupational groups (1) show higher sun exposure time, (2) suffer from sunburn, and (3) use recommended protective measures. Methods: In 2016. a total of 485 individuals were classified as outdoor workers in accordance with ISCO-08 and asked about exposure time, prevalence of sunburn, and personal sun-protective measures on a sunny summer day. Results: Outdoor workers were exposed to ultraviolet (UV) radiation for a mean time of 23.6± 15.3hours per week. The 12-month prevalence of getting sunburnt at work was 19%. Only one-third of outdoor workers reported using five of the most important protective measures "often" or "always." Conclusion: The NCAM revealed a number of high-risk groups, whose sun-protective behavior has scarcely been studied up to now. [ABSTRACT FROM AUTHOR]

Our study focuses on everyday manifestations of contemporary socioeconomic change. For a sample of young- and middle-aged German employees gathered in 2008 (N = 281), we investigate the relationship of perceived rising demands regarding (a) the labor market and (b) the workplace context with subjective job insecurity. Regression analyses reveal a positive effect of rising labor market demands on job insecurity, which is buffered by education. The effect of education on job insecurity is mediated by rising labor market demands. Rising workplace demands show no effect on job insecurity for West German employees. In contrast, East Germans who experience rising workplace demands report lower levels of job insecurity. Results are discussed with a particular focus on rising demands in employment relationships. [ABSTRACT FROM AUTHOR]

Background When the interplay between work and private life does not function correctly (work-home conflict), this constitutes a well-known risk factor for poorer health, increased absenteeism and lower work performance. Information about influencing factors of work-home conflict is therefore indispensable in order to avoid it. In this study, we analyse whether a good working atmosphere that fosters mutual trust, support and a ‘sense of unity’ (organizational social capital) can reduce an employee’s conflict between work and private life. Objective This study investigates the link between organizational social capital and work-home conflict in health professionals. Design This issue was investigated using a cross-sectional study conducted in 2013. Participants and setting Data from questionnaires completed by physicians and nurses (n = 1733) were linked with structural data from 66 neonatal intensive care units in Germany. Methods Using multi-level analyses, we investigated associations between organizational social capital at the ward level and work-home conflict at the level of individual employees, taking into account additional structural and individual characteristics. Results Employees on wards with greater social capital reported significantly less work-home conflict. Our results support the hypothesis that organizational social capital is an important collective resource. Conclusion As such, more attention should be given to establishing a good working atmosphere that fosters mutual trust, support and a ‘sense of unity’, and this should be encouraged in a targeted fashion. [ABSTRACT FROM AUTHOR]

Objectives: To identify factors in favor of or against establishing and working in private practice, to determine the quality of life and work-related behavior and experience patterns of German physicians working in private practice, and to analyze the correlation of those factors.Material and Methods: A representative sample of physicians in private practice in Schleswig-Holstein, Germany, was surveyed according to a 2-year longitudinal design (T1 - 2008, N = 549 and T2 - 2010, N = 414). The study included 22 items regarding the attractiveness of establishing and working in private practice, and the questionnaires: the Short Form-12 Health Survey (SF-12), and Work-related Behavior and Experience Pattern (Arbeitsbezogenes Verhaltens- und Erlebensmuster - AVEM).Results: Job satisfaction among those private practitioners decreased over time but their willingness to choose the profession once again remained unchanged. Patient care and the continuity of physician-patient relationship encouraged establishing and working in private practice; state regulation, financial risk, and administrative effort weighed against it. At both T1 and T2, physicians scored significantly lower for mental health than general population. About 20% of physicians showed a healthy behavior and experience pattern but 40% of them showed the pattern of reduced working motivation. About 20% of participants were at elevated risk for overexertion and for burnout. Physical and mental health as well as the total distribution of patterns did not change significantly during the 2-year observation period. Physicians at higher burnout risk rated tasks related to patient care considerably less positively than those with healthy pattern.Conclusions: In order to improve job satisfaction and quality of life, and to make private practice more attractive, those German physicians require a) improved legislation, b) educational programs that promote the attractiveness of private practice, and c) highly accessible counseling services for the prevention and treatment of stress, overexertion, and burnout. Int J Occup Med Environ Health 2017;30(3):485-498. [ABSTRACT FROM AUTHOR]

Purpose: In the field of gynecology and obstetrics, studies exploring the workplace situation are important. We conducted this study with the overall aim to assess the subjective perception of working conditions of OB/GYNs in German hospitals. Since gender ratios are changing among German physicians in general and among OB/GYNs in particular, a special focus was put on gender-based differences.Methods: This study uses data from the iCEPT Study (n = 7090). From this database, data from physicians working in the field of gynecology and obstetrics (n = 381) were analyzed. The iCEPT questionnaire was based upon established questionnaires.Results: 92.1 % (95 % CI 89.2-95.3) of respondents stated to be often under time pressure and 89.8 % (95 % CI 87.6-93.3) stated frequent disturbances during work time. Women felt significantly more often under time pressure than men (OR = 2.73; 95 % CI 1.25-5.92; p = 0.009). Moreover, only about every third respondent stated to be in control of his or her work. Feedback about their work was received by 27.6 % (95 % CI 23.4-32.1) of respondents. However, male physicians got significantly more often feedback with an odds ratio of OR = 2.03 (95 % CI 1.21-3.41; p = 0.007). In regard to job satisfaction, about one in two (55.1 %; 95 % CI 50.4-60.2) stated to be satisfied with his or her job. However, men seemed more often satisfied than women with an OR = 1.98 (95 % CI 1.18-3.32; p = 0.009). No significant gender difference was seen in the analysis of the social climate and the social support.Conclusions: It is important to be aware of the documented gender differences regarding perception of working conditions. In order to sustain the gender diversity in the specialty of OB/GYNs these differences should be resolved. Special attention should be drawn to the improvement of job demands and control of employees. [ABSTRACT FROM AUTHOR]

Background: Physical activity and health literacy are topics of utmost importance in the prevention of chronic diseases. The present article describes the study protocol for evaluating a cross-provider workplace-related intervention promoting physical activity and health literacy.Methods: The RE-AIM Framework will be the conceptual framework of the AtRisk study. A controlled natural experiment and a qualitative study will be conducted. The cross-provider intervention is based on the cooperation of the German Pension Fund Rhineland and cooperating German Statutory Health Insurances. It combines two components: a behavior-oriented lifestyle intervention and the assignment of a health coach. The single-provider intervention only includes the behavior-oriented lifestyle intervention. The quantitative study (natural experiment) encompasses three measuring points (T0 = start of the behavior-oriented lifestyle intervention (baseline); T1 = end of the behavior-oriented lifestyle intervention (16 weeks); T2 = 6 month follow-up) and will compare the effectiveness of the cross-provider workplace-related intervention compared with the single provider intervention. Participants are employees with health related risk factors. ANCOVA will be used to evaluate the effect of the intervention on the outcome variables leisure time physical (primary outcome) activity and health literacy (secondary outcome). The qualitative study comprises semi-structured interviews, systematic field notes of stakeholder meetings and document analyses.Discussion: The AtRisk study will contribute towards the claim for cross-provider interventions and workplace-related approaches described in the new Preventive Health Care Act. The results of this study will inform providers, payers and policy makers about the effectiveness of a cross-provider workplace-related lifestyle intervention compared to a single-provider intervention. Beyond, the study will identify challenges for implementing cross-provider preventive interventions. With respect to the sustainability of preventive interventions the AtRisk study will give insight in the expectations and needs on health coaching from the perspective of different stakeholders.Trial Registration: DRKS00010693 . [ABSTRACT FROM AUTHOR]

Background. The aim of the present study was to evaluate the effectiveness of a worksite multicomponent health promotion intervention on eating behavior and attitudes, changes in body weight, and readiness to make eating behavior changes among workers over a 12-month intervention period. Method. A total of 3,095 workers of a logistic company participated in a quasi-experimental comparison group study design. The intervention group received a multicomponent health training. Two of the main elements of the multicomponent intervention were physical exercise training and nutrition counseling/training. During the pilot year, participants completed a survey at baseline and again after 12 months to assess physical activity–, health-, and diet-related factors. Results. Results showed that participants’ body weight did not significantly decrease in the intervention group. Mean weight loss in the intervention groups was 0.5 kg (body mass index = 0.1 kg/m2). Eating behaviors in the intervention group improved more than in the comparison group. Some positive intervention effects were observed for the cognitive factors (e.g., changes in eating attitudes). Baseline readiness to change eating behavior was significantly improved over time. Conclusions. We demonstrated initial results of a long-term multicomponent worksite health promotion program with regard to changes in body weight, eating behavior, and attitudes. This evaluation of a 12-month pilot study suggests that a worksite health promotion program may lead to improvements in nutritional health behaviors for a number of workers. An investigation of long-term effects of this multicomponent intervention is strongly recommended. [ABSTRACT FROM AUTHOR]

A previously described method for detecting catalyst particles in workplace air(1,2)was applied to airborne carbon nanotubes (CNT). It infers the CNT concentration indirectly from the catalytic activity of metallic nanoparticles embedded as part of the CNT production process. Essentially, one samples airborne CNT onto a filter enclosed in a tiny chemical reactor and then initiates a gas-phase catalytic reaction on the sample. The change in concentration of one of the reactants is then determined by an IR sensor as measure of activity. The method requires a one-point calibration with a CNT sample of known mass. The suitability of the method was tested with nickel containing (25 or 38% by weight), well-characterized multi-walled CNT aerosols generated freshly in the lab for each experiment. Two chemical reactions were investigated, of which the oxidation of CO to CO2at 470°C was found to be more effective, because nearly 100% of the nickel was exposed at that temperature by burning off the carbon, giving a linear relationship between CO conversion and nickel mass. Based on the investigated aerosols, a lower detection limit of 1 μg of sampled nickel was estimated. This translates into sampling times ranging from minutes to about one working day, depending on airborne CNT concentration and catalyst content, as well as sampling flow rate. The time for the subsequent chemical analysis is on the order of minutes, regardless of the time required to accumulate the sample and can be done on site. [ABSTRACT FROM AUTHOR]

The first purpose was to examine and compare the different levels of resilience for elite athletes and employees. Second, we investigated the relationship between resilience and personality traits for both groups. Finally, we explored how resilience is linked to sporting success. Cross-sectional, self-report survey. A total of 720 participants (mean age = 28.59, SD = 22.02, males = 51.7%, 256 elite athletes, 132 dual students, and 332 employees) were surveyed and completed scales about resilience, personality traits, and sporting success. Analysis of variance to identify mean level differences between groups and regression analysis to examine the effect of resilience on sporting success. The group of athletes shows significantly higher levels of resilience than the groups of dual students and employees. We find positive relationships between resilience and all considered personality traits but find that the level of correlations varies. Resilience is rather a prerequisite for top-level sports participation than a predictor for sporting success. • 256 elite athletes, 132 dual students and 332 employees completed the survey. • Elite athletes have higher levels of resilience than dual students and employees. • Resilience is positively correlated to all considered personality traits. • Self-confidence and optimism show the highest correlations with resilience. • Resilience is rather a prerequisite than a predictor for sporting success. [ABSTRACT FROM AUTHOR]

This article examines the scientific and medical objectification of workers' bodies in mining on the Ruhr as an integral part of the formation of a modern care and control regime. This specific control regime had been established with the modernisation of health insurance for miners at the end of the nineteenth century. The central thesis of this article is that in the German Empire new knowledge about the miner's body arose within the scope of the categories and paradigms of the hygiene movement. Above all this means that the miner's body, in particular his productivity and health, was analysed and categorised in relation to his working and everyday life environment. This specific form of hygienic objectification of the miner aimed at the production of a healthy environment as well as at the production of a hygienic subject. Indeed, this environmental-hygienic approach was to be complemented by a new scientific discipline at the turn of the century, namely bacteriology or more precisely, bacteriology-oriented hygiene. The fight against hookworm disease around 1900 and the extension of the medical infrastructure of the health insurance for miners will be taken as examples of this important turning point for biopolitics in industrialised Germany. [ABSTRACT FROM PUBLISHER]

As of May 3, 2011, workplace-related muscular skeletal rehabilitation has been a rehabilitation module within the German Statutory Accident Insurance (DGUV). Essential components of the procedure include compiling and documenting detailed standardized functional workplace profiles. A comparison of these profiles enables existing physical deficits to be identified and adequate deficit-orientated therapy to be planned. The effectiveness of workplace-related musculoskeletal rehabilitation was measured by means of a prospective monitoring study. Commercial and industrial employees (both male and female) aged between 20 and 65 years at the time of their accident were included in the study. Numerous rehabilitation process parameters, the results of re-entry to work as well as residual reductions in work capacity were evaluated. Immediately following workplace-related musculoskeletal rehabilitation, work capacity for the last job performed could be achieved. The number of cases of a reduction in work capacity was low. Workplace-related musculoskeletal rehabilitation proved to be a highly successful specific therapy, supporting re-entry to work within a minimum period of time. Further, possibly randomized studies for sustainable evidence of efficiency are desirable. [ABSTRACT FROM AUTHOR]

Objectives. The aim of the study was to better understand the associations between work factors and professional support among dentists ( Collegial Support) as well as the sense of being part of a work community characterized by trust ( Community with Trust). Methods. A questionnaire was sent to 1835 general dental practitioners, randomly selected from the members of dental associations in Sweden and Denmark in 2008. The response rate was 68%. Two models with the outcome variables Collegial Support and being part of a Community with Trust were built using multiple hierarchical linear regression. Demographic background factors, work factors, managerial factors and factors relating to objectives and to values characterizing climate of the practice were all introduced as blocks into the models. Results. A different pattern emerged for Collegial Support than for Community with Trust, indicating different underlying mechanisms. The main results were: (I) Female, married/cohabitant, collegial network outside the practice, common breaks, formalized managerial education of leader and a climate characterized by professional values, which were positively associated with Collegial Support, while number of years as a dentist and being managerially responsible were negatively associated. (II) Common breaks, decision authority and a climate characterized by professional values were positively associated with Community with Trust. Conclusion. A professionally-oriented practice climate and having common breaks at work were strongly associated with both outcome variables. The study underlined the importance of managing dentistry in a way which respects the professional ethos of dentists. [ABSTRACT FROM AUTHOR]

Abstract: Objective: Previous research has suggested that the association between work stress and heart disease is more pronounced in young than in old employees. Similar age specificity may apply to the relation between work stress and heart rate variability (HRV), but data on this issue is sparse. We aimed to assess the age-specificity of the work stress-HRV association in greater detail. Methods: We used cross-sectional data from an occupational cohort (n=591) from Germany. Work stress was assessed using the job content and the effort-reward-imbalance (ERI) questionnaires. HRV was recorded over 24 h and was divided into three periods of the day (work time, leisure time, sleep time). Partial correlation coefficients (PCCs) were calculated for four age groups (17–34, 35–44, 45–54, and 55–65 years). Further, multilevel growth curve models (GCM) were run to examine whether age may modify potential work stress-HRV associations in a non-linear fashion. Results: Job strain and HRV were unrelated in either analytical approach and this association was not modified by age. In contrast, using PCCs ERI was only related to HRV during work (PCC=−0.231, P<.01) and leisure time (PCC=−0.195, P<.05) in employees aged 35–44. Multilevel GCM models confirmed this finding. Conclusion: The inverse association between work stress as measured by ERI and HRV appears to be most pronounced in workers aged 35–44. These findings may partly be explained by age-dependent HRV declines, age-related differences in career attitudes or increased susceptibility among those aged 35–44 due to facing multiple different stressors at the same time. [Copyright &y& Elsevier]

Chances and risks of nanomaterials is a most fascinating challenge of future technologies. This new technology and their related materials are beneficial, for example, for energy reduction, lower emissions to the environment, and safe resources. However, there are concerns about health effects related to the very small dimensions of such materials. Because of our commitment to the principles of "Sustainable Chemistry" and "Responsible Care®," the chemical industry actively cooperates with all relevant stakeholders to assure a safe handling and use of nanomaterials. In this manner, the German chemical industry is committed to establish and disseminate best practices for a responsible production and use of nanomaterials. Protection of human life and the environment is a fundamental principle for our industry. Even though in the European Union the existing legal framework for risk assessment for chemical substances applies for nanomaterials, specific properties of nanomaterials may require amendments. The German Chemical Industry Association (Verband der Chemischen Industrie, VCI) has, therefore, issued guidance documents and recommendation papers to support companies in the sustainable and responsible development of nanotechnology-based applications. One of these guidance documents focused on ensuring the workplace safety of our employees. Background for this document was a joint survey on occupational health and safety in the handling and use of nanomaterials, which was conducted in spring 2006 from the German Federal Institute for Occupational Safety and Health (Bundesanstalt für Arbeitsschutz und Arbeitsmedizin, BAuA) and VCI. The purpose of the survey was to obtain an overview of occupational health and safety methods currently applied in the chemical industry in activities involving nanomaterials. The questionnaire survey was evaluated by BAuA; the "Guidance for Handling and Use of Nanomaterials at the Workplace" was elaborated predominantly by VCI. This Guidance provides some orientation regarding measures in the production and use of nanomaterials at the workplace. The recommendations given there reflect the current state of science and technology. [ABSTRACT FROM AUTHOR]

Objective: The objective for this study was to address the lack of information regarding the working conditions in the operating room (OR). Safety issues in the OR need to be discussed not only for the sake of patients, but also for personnel, as hazards may occur for all persons within the OR.Methods: To evaluate the workplace conditions in the operating room, a survey was conducted among surgeons working in German hospitals. Sixty questions were asked regarding the personal profile, the architectural situation, the devices and instruments as well as working posture and associated pain.Results: The survey showed elementary ergonomic deficiencies within all fields. Surgeons stated that these deficiencies lead to potential hazards for patients and personnel, potentially on a frequent basis. 97% of the surveyed surgeons see ergonomic improvement in the operating room as necessary.Conclusion: The survey results display a high potential for improvement within all fields. Therefore, industry, surgeons and their professional organizations are asked to work on the optimization of the workplace conditions in the operating room in terms of improvement of quality and efficiency. [ABSTRACT FROM AUTHOR]

MEGA is the chemical workplace exposure database of the Institute for Occupational Safety (BIA) of the German Berufsgenossenschaften (BG) (statutory accident institutions for insurance and prevention). On the legal basis of the social insurance law the inspectorates of the BGs conduct workplace measurements of chemical and biological agents. The BGs have cooperated with BIA within the Berufsgenossenschaftliches Messsystem Gefahrstoffe—BGMG since 1972: measurements are done by the BGs, analyses and data processing are the tasks of BIA. In 1999 31,000 measurements with 68,000 analyses were taken in 4000 enterprises. All data are stored in the MEGA-database with up to 150 pieces of information (describing type of workplace, working conditions, measured substances, sampling strategy, sampling duration, sampling and analytical method etc.), for each result. MEGA contains today about 1,000,000 measurements of more than 400 substances starting in 1972. MEGA is used by BIA and the BGs for the following purposes: prevention (e.g., identification of hazards, efficiency of exposure reducing measures, determination of technical criteria for exposure limit values), epidemiological questions, and investigations of occupational diseases. In the framework of the measuring and inspection activities and tasks of the inspectorates of the BGs the locations for measurements are not randomly selected, but are based on criteria such as supposed critical exposure situations or testing the efficiency of exposure reducing measures. Nevertheless, a statistical appraisal of the data is possible for different purposes considering the specific determinants of the results, as, for example, classification of enterprises (sectors), workplaces (activities, tasks), used materials, and products. The MEGA-database will be further developed into a multifactorial exposure database with additional data on biological exposure to bacteria and funghi, but also noise and other data. [ABSTRACT FROM AUTHOR]

How are perfectionist employees seen by their colleagues, and to what extent do they experience integration or social disconnection at work? Combining two different quantitative approaches, we investigated the relationship between multidimensional perfectionism and indicators of social disconnection in two samples of employees from Germany. Study 1 (N = 184) measured the participants' perfectionism and presented four vignettes describing a self-oriented, other-oriented, socially prescribed, and non-perfectionist colleague. Participants rated the social skills and work competence of the described colleagues, and indicated their own willingness to work with them (interpersonal attraction). Study 2 (N = 279) measured the participants' perfectionism and the social support, social exclusion, and intergroup conflicts they experienced in their working teams. All perfectionists, especially the other-oriented perfectionist, received significantly lower ratings on social skills and attraction than the non-perfectionist colleague. However, the self-oriented and other-oriented perfectionist received the highest competence ratings. Ratings differed depending on the participants' own perfectionism. In Study 2, socially prescribed perfectionism was positively related to all indicators of social disconnection, whereas other-oriented perfectionism was related to conflicts only. Self-oriented perfectionism was unrelated to indicators of social disconnection. The results emphasize the importance of considering perfectionism in the context of teamwork and team climate. • Perfectionist demands among colleagues may threaten a positive team climate. • No perfectionists were preferred as team members by potential colleagues. • Self-oriented and other-oriented perfectionists were rated most competent. • Socially prescribed perfectionists experienced social disconnection at work. • Other-oriented perfectionism was related to task and relationship conflicts. [ABSTRACT FROM AUTHOR]