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Background: Despite the growing number of studies on direct participation labor‐management practices, little is known about the role of their different discretionary degrees (delegation or consultation) and topics in their relationship with the psychosocial work environment by occupational groups. Methods: Cross‐sectional study on the relationship between direct participation and work‐related psychosocial risks (using COPSOQ‐ISTAS21 v3) on a representative sample of the salaried and wage‐earning employees in Spain (n = 1807). Prevalence ratios were calculated using adjusted Poisson regression models, controlling for 10 other labor‐management practices, sex, and age, and stratified by occupational group. Results: The use of direct participation was either associated consistently with a healthier psychosocial work environment (mostly in manual occupations, which presented twice as many positive associations as nonmanual occupations, and of greater strength, mostly in the control and social support dimensions) or there were no significant associations (mostly among nonmanual occupations and in relation to work pace). More frequent and stronger associations were observed when consultation and delegation were used in combination. If used separately, consultation achieved better results among manual occupations and delegation among nonmanual occupations. Direct participation topics were not important for results in manual occupations whereas results were better on tactical (vs. operational) issues in nonmanual occupations. Conclusions: Direct participation does not change power structure, but it may be a useful intervention at the company level to reduce work‐related psychosocial exposures and associated diseases among workers in manual occupations, and consequently for decreasing occupational exposures and health inequalities. [ABSTRACT FROM AUTHOR]

This article contributes to better understanding the relations between innovation and the evolution of working conditions and employment quality. Most studies on employment and innovation focus on the impacts of innovation on employment variation and turnover. However, few empirical works explicitly study the transformative role of new technology adoption in the qualitative dimensions of jobs. This article investigates the effect of new technology adoption on job quality and working conditions. Based on the European Working Conditions Survey (EWCS) (2010), econometrics models identify at employee-level the combined influence of innovation with work organization practises on several job quality dimensions. We observe that new technology adoption is generally associated with better employment quality for workers in some ways, but, simultaneously, it leads to higher physical constraints and work-time intensity. Furthermore, our study highlights the heterogeneity of innovation diffusion effects according to work organization's practices. Our results suggest that more consideration should be given to the impact of technology diffusion on job quality. The increasing constraints on working conditions from innovation and information and communication technology use call for regulation setting. This article is an original contribution in answering the claims for more in-depth research on the links between employment variation and work transformations due to technological change. [ABSTRACT FROM AUTHOR]

With the advancement of innovation initiatives in the port industry, port labor has fundamentally changed in terms of new tasks, skills required, professional profiles, training, employment relations, work organization, and number of jobs. Current literature often focuses more on the assessment of investments in this particular sector rather than on the evaluation of innovative processes and the interaction with employment issues. In this article, the authors assess the relationship between innovation and employment in the port industry by comparing two distinct case studies—the ports of Antwerp and Genoa—which are characterized by partially common features and different socio‐institutional contexts. Based on qualitative research conducted between 2016 and 2019, the comparative study finds that incremental innovative solutions produce a polarized port labor market in both cases, as previous studies assess. Nevertheless, the findings show that, in the case of Antwerp, a mediated and structured bargaining system interacts positively with employment issues and incremental innovative solutions, while in the case of Genoa, a disarticulated and less structured context reflects a weaker ability to influence virtuously the intertwine between innovation and employment. [ABSTRACT FROM AUTHOR]

In the paper the problem of personnel allocation under threat was presented. The possibilities of undertaking optimization measures in the process of workers’ health and safety and expenses incurred were emphasized. A mathematical model for this issue has been formulated. An algorithm solving the problem of staff allocation was presented. The evaluation criterion for this assignment was the minimization of worker safety risks. Simultaneous optimization of expenses incurred in the implementation of production tasks was taken into account. The productivity of the staff and all existing jobs with the skills of the employees also was considered. This problem was solved using GNU Octave. The example presented in the paper shows that in case of the most unfavorable allocation of tasks to employees, it will lead to a significant reduction in profits and may increase the risk of undesirable situations. The proposed analysis is the starting point for determining the risk in case of multi-position work.

Older people and their care workers have been disproportionately affected by the COVID‐19 pandemic. Many OECD Member countries have taken measures to contain the spread of the infection and improve the care workforce. Yet the health crisis is highlighting and exacerbating pre‐existing structural problems in the long‐term care (LTC) sector. In many OECD Member countries, recruiting enough workers in LTC remains a challenge and care workers experience difficult working conditions. Skills mismatch and poor integration with the rest of health care lie at the root of preventable hospital admissions even in normal times. Such challenges are likely to become ever more acute if no further action is taken given the speed of population ageing. Policies to improve recruitment and which also address retention through training, improvements in coordination and productivity, leveraging the effect of digital technologies, are needed. [ABSTRACT FROM AUTHOR]

Copyright of Exacta is the property of Exacta - Engenharia de Producao 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 Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations 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.)

Crop–livestock integration exploits the synergies between cropping and livestock systems, mainly by using animal excreta as an organic crop fertilizer or using crop products as animal feed. From an environmental and economic point of view, crop–livestock integration is thought to increase system autonomy and resilience. However, little research has addressed its social impact and particularly the relationship between crop-livestock integration and work organization although, like most agroecological practices, crop-livestock integration was considered time- and labor-intensive. Here we used quantitative indicators based on the “Qualification and Evaluation of Work” method coupled with qualitative interviews with farmers to understand how implementation of crop–livestock integration practices is affected by work characteristics (perception, organization, duration, and arduousness). This framework was implemented on 14 farms selected from a typology of mixed crop–livestock systems in Guadeloupe (French West Indies), where high labor costs heighten the tension between work organization and agroecological practices. Our results show that three patterns of crop–livestock integration shaped work organization: family farms with strong crop–livestock integration (Pattern 1, n=6 farms), farms with moderate crop–livestock integration (Pattern 2, n=5 farms), and intensive productivity-driven farms (Pattern 3, n=3 farms). We also show for the first time that farmer perceptions of work, especially with animals, influences level of implementation of crop–livestock integration practices. In Pattern 1, work with livestock is done by the farmers themselves or by skilled and trusted persons from their inner circle. In Pattern 3, livestock was considered a source of on-farm income, and work with livestock, including crop–livestock integration practices, is readily delegated to employees or volunteers. Whatever the pattern, the time burden of collecting crop-products and excreta was cited as a primary barrier to further implementation. Actionable opportunities for further implementation of these patterns of crop–livestock integration practices are discussed. [ABSTRACT FROM AUTHOR]

Influence at work is known to be an important factor for workers health. Researchers have called for studies on influence at work as a contextualized phenomenon. Based on individual interviews with managers and focus group interviews with employees in three care workplaces, the article shows how the materiality of the work setting ties employees' influence to perform tasks in both hindering and enabling ways. We show that a work environment where employees' influence is hindered produces negative experiences in the work environment, while an environment where employees' influence is enabled produces positive experiences. Additionally, we study how employees influence the material aspects of their workplace. We present a view of influence at work as constituted by materiality and social organization in sociomaterial assemblages. This study reintroduces materiality as a concern in psychosocial work environment research and contributes a sociomaterial view on influence at work and materiality. [ABSTRACT FROM AUTHOR]

BACKGROUND: Studies on illness in the footwear industry have prioritized specific work sectors and diseases. OBJECTIVES: To analyze the main factors related to sickness absence and the indicators of illness in terms of recurrence and workdays lost among workers at a footwear company, ranging from storage of raw material to distribution of the final product. METHODS: A total of 9072 cases of absence from work were investigated in shoe production units from 2014 to 2017. Univariate models estimated the risk of bodily dysfunction (physiological and psychological) and the severity of recurrence and work days lost. RESULTS: (1) Most production units and work sectors were related to one or more affected bodily functions; (2) Neuromusculoskeletal and movement-related functions and the work sectors of prefabrication; cutting, assembly and finishing; and quality inspection of the final product required a longer recovery time before return to work and had a greater recurrence of leave; and (3) Women seemed to be more affected than men in terms of the reappearance of symptoms. CONCLUSIONS: Illness differs according to occupational sectors. The production sectors present more serious situations due to physical overload, intense rhythm and concentration, monotony and low autonomy. [ABSTRACT FROM AUTHOR]

The health crisis linked to Covid-19 has had the effect of strongly increasing the activity of certain trades or, on the contrary, decreasing it to the point of stopping. It has also disrupted the organization of work in companies: remote work, physical distancing, etc. The question that now arises is to know the sustainability of these developments, their influence on working conditions, and the associated occupational risks. To do this, a prospective study was conducted involving the reference body for occupational risk prevention in France (INRS), a prospective think tank (Futuribles), representatives of a dozen French companies, and a number of experts on these issues. [ABSTRACT FROM AUTHOR]

The article outlines the document production process in some Italian research institutions and compares it to the same pre-pandemic time span by analyzing whether or not the work organization models that have been adopted have had an impact on the completion time of administrative procedures. The aim was to verify the trend of the performance indicators after the pandemic impact and how the absence of employees at work may have influenced the organizational models. Within specific administrative realities, human relationship is often a pillar to carry out activities correctly. The transition to the management of remote procedures carried out totally in digital form caused inevitably important consequences on the expected results. [ABSTRACT FROM AUTHOR]

Studies have often examined the effects of one dimension of work organization (WO) on the gender pay gap (GPG) by considering single contexts. However, research has rarely addressed how different factors of WO intersect to shape the GPG across contexts. This article fills this gap in the literature by comparing the chemical industry and financial services sectors in Spain. The article analyses how WO is formalized in collective bargaining and how regulations translate in practice at the company level. While different configurations of intertwining inequalities emerge in each context analysed, managerial discretion is a common key feature contributing to the GPG. Gaps in regulation allow unilateral recruitment, promotion and pay practices. Simultaneously, managerial practices distort or circumvent regulation by abusing or misusing certain concepts. The distance between regulation and practice is embedded in gendered organizational cultures and institutional inertia leading to gender inequalities in pay. [ABSTRACT FROM AUTHOR]

From the 1970s through the 1990s, Scandinavian work-life, especially in Sweden, was an international role model for work organization and industrial relations. Practices such as job enrichment, teamwork in semi-autonomous groups, multi-skilling, and long work cycles were commonplace. This article investigates if and how such practices, the Socio-Technical Systems model (STS), are still followed in Sweden after the arrival of lean production. The study was conducted at Scania, a Swedish heavy truck and bus manufacturer well-known for its innovative work organization and its previous use of a socio-technical work design. The study finds that as this production and management model has been substantially marginalized, a new model has emerged. The new model, inspired by the Toyota Production System and lean, is characterized by a line organization design, standardized work processes, daily control, all shorter cycle-times, permanent team leader positions, position ownership, and continuous improvement with rotation possibilities. This new model, Scania Production System (SPS), has enjoyed considerable success. Yet challenges remain with respect to employee commitment to work and their boredom with highly-paced, repetitive work, leading to an advocacy for more of a hybrid model between the SPS and the STS models. Although the study is performed in only one company it is an exemplar company in Sweden which has been highly influential also beyond the transportation industry. The article also expands the scientific knowledge of production systems by the help of a novel stakeholder model. The article's contribution is its demonstration of current work organization practices and to what extent these represent continuity or new trajectories. Lean production has had a vigouous reception in Scania but there are problematic features that are distinct from a stakeholder model perspective. [ABSTRACT FROM AUTHOR]

The article outlines the document production process in some Italian research institutions and compares it to the same pre-pandemic time span by analyzing whether or not the work organization models that have been adopted have had an impact on the completion time of administrative procedures. The aim was to verify the trend of the performance indicators after the pandemic impact and how the absence of employees at work may have influenced the organizational models. Within specific administrative realities, human relationship is often a pillar to carry out activities correctly. The transition to the management of remote procedures carried out totally in digital form caused inevitably important consequences on the expected results.

BackgroundNeck pain is a prevalent musculoskeletal condition among workers in the United States. This study explores a set of workplace psychosocial and organization-related factors for neck pain.MethodsData used for this study come from the 2010 National Health Interview Survey which provides a representative sample of the US population. To account for the complex sampling design, the Taylor linearized variance estimation method was used. Logistic regression models were constructed to measure the associations.ResultsThis study demonstrated significant associations between neck pain and a set of workplace risk factors, including work-family imbalance, exposure to a hostile work environment and job insecurity, non-standard work arrangements, multiple jobs, and long work hours.ConclusionWorkers with neck pain may benefit from intervention programs that address issues related to these workplace risk factors. Future studies exploring both psychosocial risk factors and physical risk factors with a longitudinal design will be important. Am. J. Ind. Med. 59:549-560, 2016. © 2016 Wiley Periodicals, Inc.

Copyright of European Journal of Applied Economics is the property of Singidunum University 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: Most job exposure matrices (JEMs) have been developed for chemical and physical hazards in the United States (US). In addition, the overall validity of most JEMs of work organization hazards using self-reported data in the literature remains to be further tested due to several methodological weaknesses. Methods: This paper aims to review important methodological issues with regard to a JEM of work organization hazards using self-report data and to present a research protocol for developing a four-axis (job titles, hazards, sex, and time) JEM of major work organization hazards using the US General Social Survey-Quality of Work-Life (GSS-QWL) data (2002–2018; N = 7,100 workers). Results: Five methodological weaknesses in existing JEMs of work organization hazards using self-report data were identified: having only two axes (hazard and occupation), using psychometrically weak items and scales, including scales having little interoccupational variability, unresolved optimal minimum numbers of subjects per occupation, and low accessibility. The methodological weaknesses were successfully addressed in the proposed research protocol. Conclusion: The work organization JEM to be developed will significantly facilitate and strengthen occupational epidemiological studies on work organization hazards and major health outcomes, improve national and occupational surveillance of work organization hazards, and promote interventions for a healthy work environment in the US.

The article considers the method of planning the production capacity of a high-tech enterprise based on the application of the Pontryagin maximum mathematical model. The presented method is aimed at increasing the productivity of the equipment installed at the enterprise, in order to optimize the time spent and the volume of products produced. The study analyses the activities of research and production enterprise in order to improve the level of efficiency of production capacity management. The purpose of the research is to organize an effective process of planning production capacities of a high-tech enterprise based on the application of the Pontryagin maximum mathematical model, which allows you significantly to increase not only equipment performance indicators, but also optimize the time required to complete the current production program. The author tested the algorithms, models and methods proposed in the article at a research and production enterprise engaged in the production of high-tech products. The use of the obtained models will allow you to optimize peak loads in the current production program at the enterprise, reduce the labor intensity indicators in the annual production plan, determine the necessary amount of production equipment, which will eventually reduce the amount of necessary investments. The paper gives a practical example of the organization of a new type of production aimed at manufacturing various parts of complex shape.

This paper presents the main results of a research conducted on working conditions at FCA-CNHi Group plants in Italy. In particular, it analyses the consequences of the change in work organization following the transformation in the collective bargaining system and the introduction of organizational (Ergo-UAS and WCM) and technological innovations. The paper highlights the critical aspects of these changes from the workers' point of view.

This comment reflects on "The Car Profession" research on the background of previous sociological investigations on Fiat factories and with references to parallel international debates. By looking at the historical, industrial relations and organizational aspects, it frames the question of why labour at Fiat appeared more successful in the "domestication" of Fordism than in that of post-Fordism, and outlines some avenues for further research on this question.

What we observe today are not the unintended social effects of the “Machine who changed the world.” Rather they are the outcomes produced by automakers and other leading industries, who have pursued a strategy intended to maximize profitability by thereby attempting to change "the Machine." When Womack, Jones, and Roos wrote The Machine that Changed the World in 1990, Japanese automakers, and Toyota in particular, were applying the principles of lean production. However, the outcomes and power of lean principles were still unproven, and they had not been applied outside of the automobile industry, yet. Today, surveys on the working conditions within Italian FIAT Chrysler Automobiles (FCA) Groups plants illustrate that lean principles may be problematic.

Decent work is a generic and universalizing concept based on social and economic factors proposed by the International Labour Organization (ILO). Thus, this study aimed to rethink the concept of decent work through the potential contributions from international and Brazilian psychology, as a global South example. Studies on decent work were extracted from Brazilian (Pepsic, Scielo, BVS-Psi, Banco de teses USP, IBICT, and CAPES) and international (Scopus, PsycINFO, Proquest, and Redalyc) electronic databases, and were organized and analyzed in an exploratory and descriptive fashion. The main results showed that decent work is still characterized as an emerging theme for the field of psychology. Thus, psychology could contribute to this general field of studies by offering a psychosocial and contextualized decent work view. In this view, the concept of decent work should contain universal elements, but these elements should be relativized as a function of the context in which work happens.

Aims: The aim of this review is to identify and map the evidence available on the factors that influence the implementation of clinical supervision for nurses., Design: The scoping review was conducted and reported following the JBI methodology for scoping reviews., Data Sources: Searches were conducted on MEDLINE, PsycINFO, and CINAHL databases on 28 March 2023., Review Methods: A total of 1398 studies were imported into Covidence for screening. Researchers screened the papers according to the inclusion criteria. Empirical studies in English focusing on the implementation of clinical supervision for nurses were included, without year restrictions. Data from 16 studies were extracted and organized according to the constructs within the Consolidated Framework for Implementation Research (CFIR) domains: intervention characteristics, outer setting, inner setting, characteristics of individuals, and process., Results: When compared with the CFIR constructs, it was found that the influence of the outer setting on implementation was less explored in the literature. Most of the reviewed data highlighted recurring factors, particularly logistical challenges of nursing work such as shift work and lack of control over work time. Organizational culture and managerial support were also identified as significant factors in the implementation. Another significant challenge in implementation was the variety in clinical supervision's design, purpose, and application, despite sharing the same label, leading to questions about whether studies are implementing the same practice., Conclusion: Policy documents should clearly define both the design and purpose of clinical supervision, beyond just its conceptual definition. Greater emphasis on equitable implementation of clinical supervision is necessary to prevent perpetuating existing inequalities. We conclude that implementation of such complex interventions is not linear, and the implementation strategies need to align with expected implementation challenges., Impact: The advantage of using the implementation framework lies not only in observing what exists as a form of evidence but also in identifying what is underdeveloped. Healthcare services and policy developers can utilize our review to recognize and address potential challenges in introducing, modifying, scaling up, or sustaining their clinical supervision implementation., Patient or Public Contribution: No patient or public contribution., (© 2024 The Author(s). Journal of Advanced Nursing published by John Wiley & Sons Ltd.)

Breast cancer (BC) is the most common invasive neoplasm and affects many women of working age. The return to work (RTW) of female survivors (BCSs) is associated with a better quality of life and longer survival. A tailored intervention to promote RTW was launched in 2022. A year later, the women were contacted to find out if RTW had occurred regularly and what their health conditions were compared to the baseline. BCSs reported excessive fatigue, poor sleep quality, anxiety, depression and reduced work ability; these parameters had not improved significantly compared to the baseline. Thematic analysis of the interviews confirmed the presence of personal, company, and societal factors that could hinder or favor RTW. The interviews demonstrated that, even in an economically developed country that has provided numerous benefits for BCSs, protection is not always effective. Personalized intervention seems necessary to complete the process of reintegrating BCSs into their future working careers.

The authors investigate whether electronic medical record (EMR) systems are associated with higher levels of nursing home performance. Their difference-in-differences analysis is based on a survey of health care information technology (HIT) use in approximately 304 New York State nursing homes, combined with regulatory data from the Center for Medicaid and Medicare Studies (CMS) Nursing Home Compare database and the New York State RHCF-4 financial reports. For nursing home owners, the authors find a positive effect of EMR-system implementation, on the order of 1% higher productivity, 3% greater efficiency, but approximately 2.7% higher cost. They also find that EMR systems amplify the returns to modern workplace organization. Facilities that are one standard deviation higher on a work-organization scale—composed of practices that encourage employee collaboration, decision making, suggestions, and problem solving—have no adverse cost impact of adoption of HIT, and adoption of HIT is associated with a productivity increase of 1.5% or more. They find no evidence of an impact on health care quality. [ABSTRACT FROM AUTHOR]

The article aims to analyze the perceptions of civil servants regarding the structuring factors of work organization for innovation in the public sector. Theoretical support indicates that work organization practices are linked to the aspects underlying the innovations. Although there is an expectation for greater autonomy and flexibility that contribute to innovations, the formalization of work persists in public organizations. Qualitative and descriptive research was carried out, through the study of multiple cases in sectors that work directly with innovations and in people management units, responsible for rethinking ways of structuring work at federal and state levels. Work organization was broken down into structuring factors, selected after literature review, documental survey, and content analysis. The perceptions of these factors were captured in semi-structured interviews with open-ended and close-ended questions, the latter linked to the numerical representations of these factors for 14 interviewees. The findings indicated that factors such as interdisciplinary teams and networks reflected as good practices for innovation, while autonomy, flexibility and telework are emerging. The organizational mobility factor faces legal and managerial restrictions. It was also found that the lack of resources encourages the search for viable and creative alternatives. This research contributes theoretically to portray structuring factors of work organization linked to strategic people management actions as incentives to innovations in the public sector. Empirically it reveals the adjustments in the organization of work aimed at innovation as adaptation to the context. Work organization becomes an imperative demand in the dynamics of innovation in public administration.

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Copyright of Trabalho EnCena is the property of Trabalho EnCena 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.)

Remote work entered the lives of many workers since the first months of 2020, when the pandemic spread around the world. The use of remote work then gave rise to what has been defined as "a great social experiment". In the situation of general uncertainty that the pandemic has produced, the usual work regulation and negotiation processes in the workplace have been suspended and replaced by quick and one-sided decisions. The article, on the one hand, explores the modes and times with which organizational transformations have been absorbed by organizations and workers; on the other hand, it investigates the reactions of workers to the messages sent by their companies about the urgent reorganization imposed by the spread of pandemic. While government-level measures were often fragmented and difficult to understand, companies have often been providing a "filter to uncertainty", through the reorganization of work and the introduction of rules for health safety. In our opinion this is the key to explain the rapidity of the adaptation observed in the transition and its substantial acceptance by the employees, who tended to give up not only conflict, but even "voice" strategies. The metaphor of war and of the presence of a common enemy, combined with the desire to feel useful, have pushed workers to do everything possible to enhance their contribution, including self-training and voluntary working overtime. [ABSTRACT FROM AUTHOR]

Copyright of Mostariensia: Journal of Social Sciences & Humanities is the property of University of Mostar 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.)

In this paper, we explore the heuristic potential of a set of ideas about the structural and functional complexity of systems, proposed in the 1990s by theoretical biologist Daniel McShea. In particular, we focus on the structural aspects of the complexity exhibited by social systems organized into low- and intermediate-level functional units (i.e., groups and teams). To address this subject, we describe a methodology suited for measuring the complexity in the organization of work in such systems, which is primarily based on hierarchical task analysis. With this methodology, we approach a concrete case study: the construction of megalithic monuments in late prehistoric Iberia (ca. 3800–1800 BC). On the basis of the analysis of the three best documented, most structurally, and functionally complex monuments built within each of the three periods under study (Late Neolithic, Copper Age, and Early Bronze Age), we found that there was a trend towards less complexity in work organization related to monument building from the Late Neolithic to the Early Bronze Age. We discuss the importance of these results in light of the existing models of social complexity in European Later Prehistory, concluding that a more balanced view of social processes would be obtained if we look at complexity as a property of every different social system integrated into the whole society, and not as an exclusive property of the latter. [ABSTRACT FROM AUTHOR]

Background Shift rotation schemes can influence workers' tolerance of night-shift work and its impact on health. Aims This study was aimed to assess the influence of shift work rotation schemes on sleepiness and sleep quality. Methods We conducted a cross-sectional study of 145 male workers, 77 from a ceramic tile factory on a fixed, forward-rotating shift work scheme, and 68 from a dockyard company, working on-call night shifts. Participants self-administered the Epworth Sleepiness Scale (ESS) and the Pittsburgh Sleep Quality Index (PSQI) questionnaires and provided data on demographic and lifestyle variables. We set two logistic regression models to predict the risk of daytime sleepiness and poor sleep quality as a function of night-shift work and on-call night shifts, adjusting for personal and lifestyle covariates. Results Marital status, body mass index, smoking and alcohol intake did not affect ESS and PSQI scores, nor did they differ between the two cohorts. Night-shift workers from both cohorts were more likely to have a PSQI score ≥6, suggestive of poor sleep quality, with no variation between the two cohorts. ESS scores suggestive of daytime sleepiness were strongly associated with on-call night shifts among dockyard workers for (odds ratio = 13.4; 95% confidence interval 2.9–63.9), in respect the regular, forward-rotating night-shift work among ceramic tile factory workers. Discussion Daytime sleepiness occurred more frequently among dockyard workers working on-call night shifts. Poor sleep quality occurred more frequently among night-shift workers, but it did not differ between the two companies. [ABSTRACT FROM AUTHOR]

Objective. The aim of the present study was to compare postural exposure between two methods of sorting recyclable materials: manual sorting on a fixed work surface and the use of conveyor belts. Materials and methods. Postures and movements of the head, upper back and upper arms were recorded during 2 h among 40 workers using inclinometers. Sociodemographic variables were collected with the aid of a standardized questionnaire and musculoskeletal symptoms were evaluated using the Nordic musculoskeletal questionnaire. Results. The angular velocity of the head, upper back and upper arms was significantly higher when sorting on a fixed work surface compared to the conveyor belt method. Upper arm elevation was also higher on the fixed work surface. Conclusion. The conveyor belt method showed lower angular velocities during the manual sorting of recyclable materials compared to a fixed work surface. [ABSTRACT FROM AUTHOR]

Purpose: To examine differences between genders in exposure to psychosocial and ergonomic factors at work and in work-related health, according to different work organization models. Methods: The study population included a sample of 9749 (women: 37.1%) and 10,374 (women: 39.9%) employees who participated in the 2010 and 2015 European Working Conditions Surveys, respectively. Multiple Correspondence Analysis was applied to work characteristics reported by workers to estimate principal components, followed by Hierarchical Clustering on principal components to identify clusters of work organization models. Gender differences in exposure to work hazards and health outcomes were assessed through Poisson robust regression. Differences of PRs across organizational models were tested through interaction between gender and type of work organization. Results: Three organizational models were identified in 2010, including lean production, Tayloristic production, and a "reflexive production" model, whereas in 2015, a "simple" or traditional model was also found. In 2010, women employed in companies adopting the Tayloristic or the lean production models were more likely than men to be exposed to unfavourable psychosocial and physical work factors, and to report musculoskeletal pain, compared to those belonging to reflexive production. In 2015, a significantly higher female/male ratio persisted in lean production for exposure to high job strain and for carrying/moving heavy loads, whereas gender differences in Tayloristic and traditional production were quite similar to those of reflexive production. Conclusions: Our results suggest that employment in workplaces characterized by lower monotony, repetitiveness, and production constraints may contribute to reduce exposure to job strain among working women. [ABSTRACT FROM AUTHOR]