Group-level workplace interventions to improve mental health in low control, high-demand office-based jobs. A scoping review

OBJECTIVES

Workplace psychosocial risk factors, including low autonomy and high demands, have negative consequences for employee mental health and wellbeing. There is a need to support employees experiencing mental health and well-being problems in these jobs. This scoping review aims to describe group-level workplace interventions and their approaches to improving the mental health and well-being of employees in office-based, low autonomy, and high demands jobs.

METHODS

Following PRISMA-ScR guidelines, a search was conducted across 4 databases (Medline, PsycINFO, CINAHL, ASSIA). We explored studies presenting group-level interventions, mode of implementation, facilitators and barriers, and intervention effectiveness. The search was restricted to include office-based, low autonomy, and high-demands jobs. Primary outcome of interest was mental health and secondary outcomes were work-related and other well-being outcomes.

RESULTS

Group-level workplace interventions include an array of organizational, relational, and individual components. Almost all included a training session or workshop for intervention delivery. Several had manuals but theories of change were rare. Most workplace interventions did not use participatory approaches to involve employees in intervention development, implementation and evaluation, and challenges and facilitators were not commonly reported. Key facilitators were shorter intervention duration, flexible delivery modes, and formalized processes (e.g. manuals). A key barrier was the changeable nature of workplace environments. All studies employing behavioural interventions reported significant improvements in mental health outcomes, while no clear pattern of effectiveness was observed for other outcomes or types of interventions employed.

CONCLUSIONS

Group-based interventions in low-autonomy office settings can be effective but few studies used participatory approaches or conducted process evaluations limiting our knowledge of the determinants for successful group-based workplace interventions. Involving stakeholders in intervention development, implementation, and evaluation is recommended and can be beneficial for better articulation of the acceptability and barriers and facilitators for delivery and engagement.

[Actual usage of Dietary Reference Intakes for Japanese among individuals engaged in work related to food and nutrition: Comparison between workplaces]

Objective　The aim of this study was to compare how Dietary Reference Intakes for the Japanese (DRIs), which are dietary guidelines proposing reference values for the intake of energy and nutrients by healthy Japanese people, are used by personnel whose work involves diet, food, or nutrition.Methods　A web-based questionnaire survey was conducted in July 2023 among those involved in work closely related to diet, food and/or nutrition. The frequency of the use of DRIs in daily work and the details of use, including the chapter used, difficulty of use, information source for revisions, and interest in a revised version, were compared among workplaces (e.g., medical institutions; school and welfare facilities; government institutions; dietitian training schools; companies; and freelancer in community and others).Results　Among 1,030 participants, 58% (n=597) used DRIs "very often" or "often" in their daily work. For example, DRIs were used to prepare institutional meals and facilitate nutrition management and guidance in medical institutions; prepare institutional meals in schools and welfare facilities; ensure nutrition management and guidance for citizens and prepare courses/materials for government institutions; and prepare courses/materials for dietitian training schools. Regarding the main parts of the DRIs used, most respondents chose the chapters entitled "Energy" (66%) and "Macronutrients" (72%). For all participants (n=1,030), the main difficulties in the use of DRIs were "a large number of sentences in the DRIs and an insufficient time to read" (stated by 54% of all respondents; the proportion did not significantly differ among workplaces). The main source of information on revised DRIs was "seminars and workshops by the Japan Dietetic Association" (70% of all respondents). However, many respondents in the government and dietitian training institutions also identified "workshops or public information by the Ministry of Health, Labour and Welfare" as major sources. Regarding participants' main interest in the revised version of the DRIs, general policy (77%) and revised reference values (74%) generated the highest levels of interest. Those working at dietitian training schools had a greater interest in change related to scientific evidence for each reference value than those working elsewhere.Conclusions　DRIs are frequently used by those involved in work related to food and nutrition. In this study, DRI use and related interests differed based on the workplaces surveyed. In future revisions of DRIs, the addition of further descriptions or appendices in line with their use in workplaces may be needed.

Ageism directed at older nurses in their workplace: A systematic review

AIMS

To identify and synthesise evidence related to ageism in older regulated nurses' practice settings.

DESIGN

A systematic review following Joanna Briggs Institute methodology.

METHODS

The review included empirical studies that involved older nurses as the primary study population and studies that focused on ageism in older nurses' work environments, including strategies or interventions to address ageism within the workplace. Following the initial screening, all relevant studies were critically appraised by two reviewers to ensure they were appropriate to include in the review. A synthesis without meta-analysis reporting (SWiM) guideline was employed in the review.

DATA SOURCES

Medical Literature Analysis and Retrieval Systems Online, Scopus, Psychological Information Database and Cumulative Index to Nursing and Allied Health Literature and Google Scholar were searched to identify empirical studies and a range of academic institutional websites were accessed for master's and doctoral dissertations and theses. The search covered the period from January 2022 to May 2022, and only publications in English from 2000 onwards were considered.

RESULTS

Nineteen studies were included, ten qualitative studies, seven quantitative studies and two mixed methods secondary analyses. Our results revealed that negative perceptions and beliefs about older nurses' competencies and skills prevail in their practice settings, which influences older nurses' health and well-being as well as their continuation of practice. Further, older nurses' continuation of practice can be facilitated by having a positive personal outlook on ageing, meaningful relationships in their practice settings and working in an environment that is age-inclusive.

CONCLUSION

To combat ageism in older nurses' practice settings and support their continuation of practice, effective interventions should be organisational-led. The interventions should focus on fostering meaningful relationships between older nurses and their colleagues and managers. Further, healthcare institutions should implement initiatives to promote an age-inclusive work environment that supports an age-diverse nursing workforce.

IMPLICATIONS FOR THE PROFESSION AND/OR PATIENT CARE

The review findings offer insights for healthcare managers, policymakers and researchers, emphasising the need for anti-ageism policies in healthcare organisations. According to WHO (2021), educational activities such as role-playing and simulation during in-service training may also be effective interventions. Additionally, incorporating anti-ageism initiatives into staff meetings and mandating anti-ageism training could support the continuation of practice for older nurses while fostering a more age-diverse nursing workforce.

IMPACT

We found evidence on the presence of ageism in older nurses' workplace and the detrimental effects of ageism on older nurses' well-being and continuation of practice. Importantly, we identified a lack of organisational initiatives to address ageism and support older nurses. These findings should encourage healthcare organisations to address ageism in older nurses' practice settings and prompt policymakers to develop age-inclusive policies that support older nurses' continuation of practice.

REPORTING METHOD

The Preferred Reporting Items for Systematic Reviews and Meta-Analyses and Synthesis Without Meta-analysis checklists were used to report the screening process.

TRIAL AND PROTOCOL REGISTRATION

The PROSPERO registration number for the review was CRD42022320214 (https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022320214). No Patient or Public Contribution.

Disclosing non-visible disabilities in educational workplaces: a scoping review

INTRODUCTION

a sizable proportion of the working population has a disability that is not visible. Many choose not to disclose this at work, particularly in educational workplaces where disability is underrepresented. A better understanding of the barriers and facilitators to disclosure is needed.

SOURCES OF DATA

this scoping review is based on studies published in scientific journals.

AREAS OF AGREEMENT

the reasons underpinning disclosure are complex and emotive-in-nature. Both individual and socio-environmental factors influence this decision and process. Stigma and perceived discrimination are key barriers to disclosure and, conversely, personal agency a key enabler.

AREAS OF CONTROVERSY

there is a growing trend of non-visible disabilities within the workplace, largely because of the increasing prevalence of mental ill health. Understanding the barriers and facilitators to disability disclosure is key to the provision of appropriate workplace support.

GROWING POINTS

our review shows that both individual and socio-environmental factors influence choice and experience of disclosure of non-visible disabilities in educational workplaces. Ongoing stigma and ableism in the workplace, in particular, strongly influence disabled employees' decision to disclose (or not), to whom, how and when.

AREAS TIMELY FOR DEVELOPING RESEARCH

developing workplace interventions that can support employees with non-visible disabilities and key stakeholders during and beyond reasonable adjustments is imperative.

Office Workers' Views About the Uses, Concerns, and Acceptance of Hand Hygiene Data Collected From Smart Sanitizers: Exploratory Qualitative Interview Study

BACKGROUND

COVID-19 and the prospect of future pandemics have emphasized the need to reduce disease transmission in workplaces. Despite the well-established link between good hand hygiene (HH) and employee health, HH in nonclinical workplaces has received little attention. Smart sanitizers have been deployed in clinical settings to motivate and enforce HH. This study is part of a large project that explores the potential of smart sanitizers in office settings.

OBJECTIVE

Our previous study found that for office workers to accept the deployment of smart sanitizers, they would need to find the data generated as useful and actionable. The objectives of this study were to identify (1) the potential uses and actions that could be taken from HH data collected by smart sanitizers (2) the concerns of office workers for the identified uses and actions and (3) the circumstances in which office workers accept HH monitoring.

METHODS

An interview study was conducted with 18 office workers from various professions. Interview questions were developed using a framework from personal informatics. Transcripts were analyzed thematically.

RESULTS

A wide range of uses of smart sanitizer data was identified including managing hygiene resources and workflows, finding operating sanitizers, communicating the (high) standard of organizational hygiene, promoting and enforcing organizational hygiene policies, improving workers' own hygiene practices, executing more effective interventions, and identifying the causes of outbreaks. However, hygiene is mostly considered as a private matter, and it is also possible that no action would be taken. Office workers were also concerned about bullying, coercion, and use of hygiene data for unintended purposes. They were also worried that the data could be inaccurate or incomplete, leading to misrepresentation of hygiene practices. Office workers suggested that they would be more likely to accept monitoring in situations where hygiene is considered important, when there are clear benefits to data collection, if their privacy is respected, if they have some control over how their data are collected, and if the ways in which the data will be used are clearly communicated.

CONCLUSIONS

Smart sanitizers could have a valuable role in improving hygiene practices in offices and reducing disease transmission. Many actionable uses for data collected from smart systems were identified. However, office workers consider HH as a personal matter, and acceptance of smart systems is likely to be dynamic and will depend on the broad situation. Except when there are disease outbreaks, smart systems may need to be restricted to uses that do not require the sharing of personal data. Should organizations wish to implement smart sanitizers in offices, it would be advisable to consult widely with staff and develop systems that are customizable and personalizable.

Work Attendance with Acute Respiratory Illness Before and During COVID-19 Pandemic, United States, 2018-2022

Both SARS-CoV-2 and influenza virus can be transmitted by asymptomatic, presymptomatic, or symptomatic infected persons. We assessed effects on work attendance while ill before and during the COVID-19 pandemic in the United States by analyzing data collected prospectively from persons with acute respiratory illnesses enrolled in a multistate study during 2018-2022. Persons with previous hybrid work experience were significantly less likely to work onsite on the day before through the first 3 days of illness than those without that experience, an effect more pronounced during the COVID-19 pandemic than during prepandemic influenza seasons. Persons with influenza or COVID-19 were significantly less likely to work onsite than persons with other acute respiratory illnesses. Among persons with positive COVID-19 test results available by the second or third day of illness, few worked onsite. Hybrid and remote work policies might reduce workplace exposures and help reduce spread of respiratory viruses.

Strengthening Social Compact and Innovative Health Sector Collaborations in Addressing COVID-19 in South African Workplaces

Workplaces are nodes for Severe Acute Respiratory Syndrome Coronavirus 2 transmission and require strategies to protect workers' health. This article reports on the South African national coronavirus disease 2019 (COVID-19) strategy that sought to ensure workers' health, protect the economic activity, safeguard livelihoods and support health services. Data from the Occupational Health Surveillance System, Surveillance System of Sentinel Hospital Sites, and government databases (public sector health worker and Compensation Fund data) was supplemented by peer-reviewed articles and grey literature. A multipronged, multi-stakeholder response to occupational health and safety (OHS) policy development, risk management, health surveillance, information, and training was adopted, underpinned by scientific input, through collaboration between government, organized labour, employer bodies, academia, and community partners. This resulted in government-promulgated legislation addressing OHS, sectoral guidelines, and work-related COVID-19 worker's compensation. The OHS Workstream of the National Department of Health provided leadership and technical support for COVID-specific workplace guidelines and practices, surveillance, information, and training, as well as a workplace-based vaccination strategy.

Towards an Evidence-Based Model of Workplace Postvention

This instrumental case study explored what suicide postvention might offer workplaces using the example of a large metropolitan funeral company. A mixed methods approach was utilized to examine staff experiences with suicide bereavement funerals and responses to a bespoke postvention training package. Staff found funerals due to suicide difficult in terms of communication, engagement and emotionality. These challenges were commonly characterized by increased tension and concern. In the absence of a postvention informed approach, staff had developed individual ways to negotiate the identified challenges of this work. The introduction of a staff-informed postvention training package delivered improvements in staff confidence with communication, understanding and management of the impact of suicide bereavement, and increased willingness to share information about postvention services with families and mourners. The findings indicated that benefits of the training could be extended through organizational governance and integration of supports. The findings are used to inform a model of workplace postvention together with a methodology incorporating staff experience and organizational context.

COVID-19 in non-healthcare workplace settings in NSW, Australia

OBJECTIVES

To describe patterns of SARS-CoV-2 transmission in non-healthcare workplace settings during the first six months of COVID-19 spread, in New South Wales (NSW), Australia.

METHODS

Locally acquired COVID-19 cases between February 2020 and August 2020 were reviewed to determine the: total number of workplace-associated cases and clusters; workplace type; and modes of transmission.

RESULTS

There were 72 COVID-19 workplace clusters with 231 cases and an additional 11 workplace-acquired cases who were not part of a cluster. Workplaces most associated with clusters included construction, manufacture and trade (31%, 22 clusters), office and clerical (25%, 18 clusters) and retail (14%, 10 clusters). Most transmission events were best explained by direct transmission, with two workplace clusters demonstrating evidence of partial indirect spread.

CONCLUSIONS

Findings demonstrate workplace settings, particularly construction, office and retail settings have heightened risk of transmission.

IMPLICATIONS FOR PUBLIC HEALTH

The risk of infectious disease transmission is well understood for healthcare workers, despite other workplace types representing higher volumes of workers with less risk controls. This study should assist policy makers and the public to understand COVID-19 transmission in workplaces and the heightened risks associated with certain workplace settings.

Work environment, resilience, burnout, intent to leave during COVID pandemic among nurse leaders: A cross-sectional study

AIMS

The aims of this work are to (1) investigate the work environment, resilience, burnout, and turnover intention and (2) examine how work environment and personal resilience impact burnout and turnover intention among nurse leaders in the midst of the COVID-19 crisis.

BACKGROUND

The COVID-19 pandemic introduced tremendous stressors to nurse leaders, for example, managing the complex staffing situation while balancing patients' and family's needs.

METHODS

During May to September 2021, an electronic survey was sent out to nurse leaders in Birmingham, Alabama, USA, and surrounding areas.

RESULTS

Fifty-six respondents were included in the study. The composite score of the work environment measure was moderately to highly related to resilience [ρ (rho) = .59] and burnout [ρ = -.63 to -.68] but had small association to intent to leave [ρ = -.30]. The resilience was highly correlated to burnout [ρ = -.53 to -.59] and moderately associated to intent to leave [ρ = -.32].

CONCLUSIONS

A better work environment for nurse leaders is related to higher resilience, lower burnout, and lower turnover intention. Resilience impacts burnout and turnover intention among nurse leaders.

IMPLICATIONS FOR NURSING MANAGEMENT

Health care organizations and stakeholders should implement effective strategies to improve the work environment, which could lead to enhanced resilience, reduced burnout, and lower turnover intention of their nurse leaders especially during and following this pandemic.

Male and Female Conceptualizations of Sexual Harassment in Tanzania: The Role of Consent, Male Power, and Social Norms

Sexual harassment is pervasive worldwide, yet there is a lack of clarity on its conceptualization in many settings, especially in low-income countries. Context-specific conceptualization of sexual harassment is vital to develop effective measurement tools, estimate its magnitude, and the design of interventions to address it. We explored how different population groups in Mwanza, Tanzania, understood, conceptualized, and experienced sexual harassment. This study employed a qualitative research design involving 74 in-depth interviews and 13 focus group discussions with participants from educational, workplace, and public settings in Mwanza, Tanzania. Participants were adolescent girls and boys, adult women and men. We explored individual-level perceptions and experiences of sexual harassment, and community norms and expectations around sexual harassment. We analyzed the data using a thematic approach. Participants' perceptions of sexual harassment emphasized the critical role of consent, the expression of male power, and social norms with regard to sexual harassment. Sexual harassment was understood to be a result of men being in positions of power and in charge of material resources, school grades, or employment opportunities. These in turn enabled them to take advantage of girls and women. Social norms around male and female interactions, courtship and seduction, expressions of sexual interest were crucial in delineating what was and what was not considered sexual harassment. Sexual harassment is a fluid concept, and its definition is highly dependent on contextual factors. Consent underpins the conceptualization of sexual harassment and is a fundamental feature in the definition and measurement of sexual harassment in Tanzania. Consent is largely determined by sexual norms around male and female interactions and gendered power. There is a need for consensus in schools, workplaces, and communities about what constitutes sexual harassment in order to measure and address it appropriately.

360-Degree Films for Cognitive Inclusion at Workplaces

Persons with stress-related disorders, mental disorders and neuropsychiatric disabilities are in particular vulnerable to cognitive challenges at the workplace. The barriers faced by persons with communicative, social and cognitive disabilities are most often invisible to persons in the environment. The objective of the study presented in this paper is to develop and test a tool that increases awareness by inviting persons without disabilities to experience how cognitive barriers can look like in the workplace. Three 360-degree films were developed iteratively in close collaboration with users. Each film has one part highlighting difficulties and one part highlighting solutions. The films were evaluated with employers, employment experts, special support persons, HR staff and students. The results show that the films were realistic and useful for both supporting employment and for general awareness and insight.

Indoor Air Radon Concentration in Premises of Public Companies and Workplaces in Latvia

Considering the multitudes of people who spend their time working indoors in public premises and workplaces, it is worth knowing what their level of exposure is to natural radioactive radon gas, the second most widespread and dangerous carcinogen for lung cancer development after cigarette smoking. This state-level study covered most of the territory of Latvia and conducted 941 radon measurements with Radtrack2, placed for 4–6 months in the premises of public companies, educational institutions, medical care institutions, etc. The study found that 94.7% of samples did not exceed the national permissible limit (200 Bq/m³), the level at which preventive measures should be initiated. The median value of average specific radioactivity of radon in these premises was 48 Bq/m³ (Q1 and Q3 being 27 and 85 Bq/m³), which is below the average of the European region. Slightly higher concentrations were observed in well-insulated premises with plastic windows and poorer air exchange, mostly in schools (59 (36, 109) Bq/m³) and kindergartens (48 (32, 79) Bq/m³). Industrial workplaces had surprisingly low radon levels (28 (16, 55) Bq/m³) due to strict requirements for air quality and proper ventilation. Public premises and workplaces in Latvia mostly have low radon concentrations in the air, but more attention should be paid to adequate ventilation and air exchange.

"The Ripple Effect": The influence of social support on participation in a small workplace health promotion program

ISSUE ADDRESSED

Workplaces are key settings for health promotion. There is limited evidence pertaining to workplace health promotion [WHP] in Australian small and medium enterprises [SMEs], particularly in regional areas. This qualitative study explored employee perceptions of a pilot workplace health promotion program, LifeMAP, conducted in a small health service enterprise in regional Victoria 2014-2017, including facilitators of participation and perceived benefits of participation.

METHOD

Ten LifeMAP participants were recruited using convenience sampling. Individual semi-structured interviews (n = 7) and one focus group (n = 3) were conducted between August and September 2017. Data were analysed inductively and thematically to elicit emergent themes.

RESULTS

Social support emerged as the overarching theme influencing participation in LifeMAP, and a perceived benefit of participation. Using FitBits® and setting exercise challenges enabled social support to be fostered through role modelling, staff collegiality and community. There may be gendered differences in the experiences of role modelling in WHP.

CONCLUSIONS

This SME, and others like it, often feature high levels of employee social connectedness, with a strong workplace and community networks. Social support is a critical influence in social connectedness which needs to be considered and incorporated into the design, implementation and evaluation of WHP programs as a means of overcoming WHP recruitment and participation challenges in regional SMEs. SO WHAT?: The identification of social support as a key factor for WHP participation and employee satisfaction is a valuable finding providing insight into how similar programs may be better designed and implemented to enhance WHP program recruitment and retention.

Workers' Decisions to Disclose a Mental Health Issue to Managers and the Consequences

Background: Stigma can be a barrier to accessing effective interventions and work accommodations for mental illnesses. Fear of stigma's concomitant prejudice and discrimination can inhibit workers from asking for help. Thus, it may be important to develop effective interventions addressing workplace stigma. To identify important targets for these interventions, this study addresses three questions: (1) what proportion of workers experiencing mental health issues disclosed their mental health issue to their managers, (2) what factors did they identify as contributing to their disclosure decisions, and (3) what were the consequences of their decisions? Methods: The dataset is comprised of responses from respondents who were randomly drawn from a nationally representative sample of working Dutch adults who completed a web-based survey in February 2018. Respondents indicating they either had or have mental health issues were asked three sets of questions focusing on: (1) Did you disclose your mental health issue to you manager? (2) For what reasons did you disclose/not disclose the issue? (3) What were the consequences of your disclosure decision? Results: About 73% of respondents with lived experience with mental health issues told their managers about their mental health issue. The structure of the survey questions identified four groups of workers who either: (1) disclosed and had a positive experience (64.2%), (2) disclosed and had a negative experience (9.0%), (3) did not disclose and had a positive experience (22.6%), or (4) did not disclose and had a negative experience (4.2%). Conclusion: Our results reflect workers' diverse preferences for disclosing their mental health issues to their managers. Understanding both the factors that contributed to the decision to disclose and the consequences of disclosure decisions could help to better target workplace educational programs and interventions to address workplace stigma. Our findings suggest that addressing workplace stigma may not be as straightforward as requiring all employees to receive anti-stigma education. Rather, education should support workers to make the appropriate disclosure decision based on their workplace contexts. Future research is needed to understand the optimal ways for workers struggling with mental health issues to ask and receive help if they need it.

Indoor Radon Concentration and Risk Assessment in 27 Districts of a Public Healthcare Company in Naples, South Italy

Radon is a major source of ionizing radiation exposure for the general population. It is known that exposure to radon is a risk factor for the onset of lung cancer. In this study, the results of a radon survey conducted in all districts of a Public Healthcare in Italy, are reported. Measurements of indoor radon were performed using nuclear track detectors, CR-39. The entire survey was conducted according to a well-established quality assurance program. The annual effective dose and excess lifetime cancer risk were also calculated. Results show that the radon concentrations varied from 7 ± 1 Bq/m3 and 5148 ± 772 Bq/m3, with a geometric mean of 67 Bq/m3 and geometric standard deviation of 2.5. The annual effective dose to workers was found to be 1.6 mSv/y and comparable with the worldwide average. In Italy, following the transposition of the European Directive 59/2013, great attention was paid to the radon risk in workplaces. The interest of the workers of the monitored sites was very high and this, certainly contributed to the high return rate of the detectors after exposure and therefore, to the presence of few missing data. Although it was not possible to study the factors affecting radon concentrations, certainly the main advantage of this study is that it was the first in which an entire public health company was monitored in regards to all the premises on the underground and ground floor.

Have decreases in young workers' risky drinking resulted in an increase in illicit drug use?

ISSUES ADDRESSED

Recent reductions in young people's risky alcohol use have been widely documented but have not been examined among employed youth. Young workers' risky drinking may have corresponded with increased illicit drug use. This study investigated these issues.

METHODS

Secondary analyses were conducted for 15-24 year old Australian workers using nationally representative data from 2007 to 2016. Frequency analyses examined alcohol and illicit drug use, Z scores assessed differences over time, and logistic regression examined predictors of illicit drug use.

RESULTS

Risky drinking decreased significantly over time whilst low-risk drinking increased. This pattern was observed for both young workers and young employed illicit drug users. Whilst "any" illicit drug use did not change over time, methamphetamine use decreased, and cannabis and hallucinogen use increased. Drinking alcohol at risky levels (monthly) was associated with illicit drug use in 2016, as were being single and having high/very high levels of psychological distress.

CONCLUSIONS

Risky drinking reductions over time have not corresponded with increased illicit drug use. Nonetheless, as risky drinking remains high among young workers, and is strongly associated with illicit drug use, it warrants concerted health promotion efforts that may also help minimise illicit drug use. SO WHAT?: Despite a reduction in young workers' risky alcohol consumption, risky drinking is still high and may impact the health and safety of workers and the wider community. As risky drinking is strongly associated with illicit drug use, workplaces could potentially play a vital role in combating alcohol and illicit drug misuse.

Practical, rapid, and cost-efficient interior architectural precautions for prevention of COVID-19 in the workplace

BACKGROUND

During the COVID-19 pandemic, it has been essential for some workplaces to stay open. Considering the rapid spread of the virus, interior architectural re-designing of these essential workplaces such as markets, banks, and drugstores is crucial for prevention. The employees, as well as the customers in these workplaces, have a high infection rate. Some precautions need to be taken urgently to prevent the spread of the disease. Some workplaces may have already performed their action plan whereas others have not.

OBJECTIVE

Some practical, rapid, and cost-efficient preventive precautions are presented in this paper for employers to take action in their workplaces.

METHODS

Two new proposals are advised to be carried out. The contents of these newly designed barriers will be introduced.

RESULTS

Some practical and cost-efficient ideas are given within this report.

CONCLUSION

All the preventions proposed in this paper are claimed to reduce the spread of COVID-19 and may save lives around the country as well as the world.

Analisi dell’intervento per arresto cardiaco in casi occorsi in ambienti di lavoro nel territorio servito da una centrale operativa del 118 della Toscana

BACKGROUND

Every year in Italy and all around the world, cardiac arrest hits almost 1 person every 1000 people; a great deal of these events is likely to strike people outside their private houses.

OBJECTIVES

Analyzing a cohort of cardiac arrest events occurred in various public- and work-places across a territorial area concerning an Emergency Unit related to the national emergency number (118) and assessing the efficacy of a first-aid intervention and the usage of a defibrillator while handling an acute cardiac event.

METHODS

We analyzed data of 32 sanitary interventions on cardiac arrest events occurred from January 2015 to June 2018 across USL Toscana Centro - Pistoia and Empoli's territory.

RESULTS

The acute cardiac event occurred in a "strictly speaking workplace" in 28.2% of cases, and in 18.7% during work activity. An AED was present for immediate cardiac arrest treatment in 15.6% of cases with a survival rate of 100% (n=5/5) (p=0.04); in 84.4% of cases the AED was available only after the arrival of national emergency rescuers and the relative survival rate was 40.74% (n=11/27). Regarding cardiopulmonary resuscitation, the survival rate appears to be higher (55.5% Vs 42.8%) when it was started by witnesses.

CONCLUSIONS

The results of this study suggest that early defibrillation provided by work-related First Aid Emergency Procedure, may be a primary aid and a desirable standard to improve both workers' and private citizens' survival rate after cardiac arrest.

Determinants of Occupational Safety Culture in Hospitals and other Workplaces-Results from an Integrative Literature Review

Background: The aim of the present study was to obtain an overview of occupational safety culture by assessing and mapping determinants in different workplaces (hospital workplaces and workplaces in construction, manufacturing, and other industry sectors) using an already established theoretical framework with seven clusters developed by Cornelissen and colleagues. We further derived implications for further research on determinants of occupational safety culture for the hospital workplace by comparing the hospital workplace with other workplaces. Methods: We conducted an integrative literature review and searched systematically for studies in four research databases (PubMed, Web of Science, CINAHL, and PsycINFO). The search was undertaken in 2019, and updated in April 2020. Results of the included studies were analyzed and mapped to the seven clusters proposed by Cornelissen and colleagues. Results: After screening 5566 hits, 44 studies were included. Among these, 17 studies were conducted in hospital workplaces and 27 were performed in other workplaces. We identified various determinants of an occupational safety culture. Most studies in hospital and other workplaces included determinants referring to management and colleagues, to workplace characteristics and circumstances, and to employee characteristics. Only few determinants in the studies referred to other factors such as socio-economic factors or to content relating to climate and culture. Conclusions: The theoretical framework used was helpful in classifying various determinants from studies at different workplaces. By comparing and contrasting results of studies investigating determinants at the hospital workplace with those addressing other workplaces, it was possible to derive implications for further research, especially for the hospital sector. To date, many determinants for occupational safety culture known from workplaces outside of the healthcare system have not been addressed in studies covering hospital workplaces. For further studies in the hospital workplace, it may be promising to address determinants that have been less studied so far to gain a more comprehensive picture of important determinants of an occupational safety culture in the hospital sector.

Identification, Classification, and Prioritization of Effective Factors in Producing Thermal Strain in Men at Workplaces using Fuzzy AHP Technique

Background:

Various factors can affect thermal strain at workplaces. To prevent heat illnesses due to the heat strain, one must identify and prioritize these factors. Therefore, the present study was aimed to determine the relative importance of the effective factors in producing thermal strain in men at workplaces using fuzzy AHP technique.

Materials and Methods:

This qualitative practical study was performed in 2019. Effective factors in producing heat strain were identified by a literature review. Then, an expert panel reviewed the identified factors and omitted some of them. Further, the balance theory of job design was applied to classify the heat strain factors. Later, these factors were categorized into six groups, including environmental, personal, job, clothing, administrative, and lifestyle elements. In the end, the fuzzy analytical hierarchy technique was used for prioritizing the elements and factors involved in each of them.

Results:

Based on the results, the environmental element had the highest relative weight and priority (0.178). Other priorities were assigned to the job element (0.171), clothing element (0.171), personal element (0.169), administrative element (0.169), and lifestyle element (0.142), respectively.

Conclusion:

In general, the results showed that environmental factors are the most effective ones in producing heat strain. The results of the present study can be helpful in controlling the thermal strain.

Predictors of uptake of general and tailored services to improve employee health and wellbeing

ISSUE ADDRESSED

Healthy workplace programs can improve employee health and wellbeing. However, there is little research on how they are adopted by organisations. The study aimed to investigate uptake and predictors of service use amongst organisations utilising a comprehensive government-funded healthy workplace program.

METHODS

Employees taking part in the Healthier Workplaces WA program can access general services (ie, basic information on workplace health and wellbeing) and tailored services (ie, personalised support on implementing changes). A sample of 358 eligible program participants from 204 organisations completed a service experience survey 6 months after engaging with any service. Predictors of service use were analysed using a Kruskal-Wallis H test.

RESULTS

On average, respondents accessed 3.4 (out of 7) services. General services were accessed more frequently than tailored services. The Kruskal-Wallis H test showed that respondents working in Human Resources or Health and Safety and those from large organisations were more likely to access a greater range of services compared to employees in other roles and those working in small to medium organisations. Additionally, greater perceived support from management or co-workers was associated with greater service use.

CONCLUSIONS

Respondents reported accessing general services more than tailored services. Service use was greater amongst those who perceived greater support from their managers and/or co-workers, those who worked in large organisations and those who worked in HR/OHS. SO WHAT?: These findings are informative for practitioners assisting organisations to improve health and wellbeing initiatives and service providers interested in increasing service uptake. A mix of general and tailored services is likely to be useful in building employees' capacity to increase health and wellbeing in their workplace. Support from management and co-workers is an important facilitator, and small organisations may require more focussed targeting due to the lower tendency to engage with these programs and increased benefits.

Attitude of students of health professions towards a health care workers' mandatory vaccination: a multi-center cross-sectional survey

Introduction. Seasonal influenza epidemics represent a cost that affects companies in terms of sick leave and lost productivity, therefore vaccination can improve occupational health. The vaccination of Healthcare Workers (HCW) has a dual function because in addition to protecting the workers, it also protects the most fragile patients. The students of medical and nursing degree courses, as well as other health professions, attend the workplace daily and are similar to workers in Legislative Decree 81/08. The purpose of this research is to assess the prevalence of students who are in favor of the introduction of a mandatory vaccination for healthcare workers, and to investigate what factors predispose them to be favorable. Methods. We performed a multi-center cross-sectional study using a validated questionnaire in a sample of students from different university courses from October 10th, 2017 to September 30th, 2018. For qualitative variables, absolute and relative frequencies, and for categorical variables Pearson's Chi-square test (χ2) were calculated. A multivariable logistic regression model was used. Results. A total of 3131 questionnaires were completed by 2132 women and 999 men. The prevalence of students who are favorable to the introduction of a mandatory flu vaccination is 87.3% and that this data is linked to the female gender (aOR 1.52 CI 95% 1.12-2.06), being a medical student compared to nursing (aOR 2.14 CI 95% 1.45-3.17), coming from central Italy (aOR 3.08 CI 95% 2.11-4.51) and northern Italy (aOR 3.09 CI 95% 2.12-4.49) compared to Southern Italy and the Islands, wanting to get vaccinated for the next season (aOR 6.37 CI 95% 3.73-10.88), declaring to have a good/excellent level of knowledge on vaccine-preventable diseases (aOR 1.44 CI 95% 1.04-1.99), planning a recommendation based on ministerial indications (aOR 2.12 CI 95% 1.28-2.30) and having received requests for clarification on vaccinations (aOR 2.02 CI 95% 1.44-2.85). Discussion. The sample of university students showed to be largely in agreement with the introduction of mandatory vaccination for HCW, which is important for the prevention of influenza virus in the workplace. To increase adherence of healthcare workers to vaccination campaigns against seasonal influenza in the workplace, it is necessary that operative strategies are implemented with educational messages.

Rising between-workplace inequalities in high-income countries

It is well documented that earnings inequalities have risen in many high-income countries. Less clear are the linkages between rising income inequality and workplace dynamics, how within- and between-workplace inequality varies across countries, and to what extent these inequalities are moderated by national labor market institutions. In order to describe changes in the initial between- and within-firm market income distribution we analyze administrative records for 2,000,000,000+ job years nested within 50,000,000+ workplace years for 14 high-income countries in North America, Scandinavia, Continental and Eastern Europe, the Middle East, and East Asia. We find that countries vary a great deal in their levels and trends in earnings inequality but that the between-workplace share of wage inequality is growing in almost all countries examined and is in no country declining. We also find that earnings inequalities and the share of between-workplace inequalities are lower and grew less strongly in countries with stronger institutional employment protections and rose faster when these labor market protections weakened. Our findings suggest that firm-level restructuring and increasing wage inequalities between workplaces are more central contributors to rising income inequality than previously recognized.

Rising between-workplace inequalities in high-income countries

Understanding the causes of rising inequality is of concern in many countries. Using administrative data, we find that the share of inequality that is between workplaces is growing in 12 of 14 countries examined, and in no country has it fallen. Countries with declining employment protections see growth in both between- and within-workplace inequalities, but this impact is stronger for between-workplace inequalities. These results suggest that to reduce market income inequality requires policies that raise the bargaining power of lower-skilled workers. The widespread rise in between-workplace inequality additionally suggests policy responses that target the increasing market power of firms in concentrated markets as well as curb the ability of powerful firms to outsource low skill employment.

It is well documented that earnings inequalities have risen in many high-income countries. Less clear are the linkages between rising income inequality and workplace dynamics, how within- and between-workplace inequality varies across countries, and to what extent these inequalities are moderated by national labor market institutions. In order to describe changes in the initial between- and within-firm market income distribution we analyze administrative records for 2,000,000,000+ job years nested within 50,000,000+ workplace years for 14 high-income countries in North America, Scandinavia, Continental and Eastern Europe, the Middle East, and East Asia. We find that countries vary a great deal in their levels and trends in earnings inequality but that the between-workplace share of wage inequality is growing in almost all countries examined and is in no country declining. We also find that earnings inequalities and the share of between-workplace inequalities are lower and grew less strongly in countries with stronger institutional employment protections and rose faster when these labor market protections weakened. Our findings suggest that firm-level restructuring and increasing wage inequalities between workplaces are more central contributors to rising income inequality than previously recognized.

Implementation Outcomes Following Participation in a Large-Scale Healthy Workplace Program Conducted Across Multiple Worksites

PURPOSE

To measure implementation outcomes of a freely available workplace health promotion program (Healthier Workplace Western Australia [HWWA]) that provides employees with services and supports to make changes in their workplaces.

SETTING

Western Australian workplaces.

SUBJECTS

Employees accessing HWWA services.

INTERVENTION

A range of services (training sessions, tailored advice, grant schemes, online resources) were offered relating to nutrition, physical activity, smoking, alcohol consumption, and mental health.

DESIGN/MEASURES

Of the 1627 individuals e-mailed 6 months after participation in HWWA, 345 (21%) individuals who recalled accessing one or more services completed a survey assessing the number and type of changes they had implemented and the perceived barriers to doing so.

ANALYSIS

Negative binomial regressions and one-way analysis of variances assessed whether respondent characteristics or number of services used was associated with the number and types of changes made. A qualitative analysis of the perceived barriers was also conducted.

RESULTS

The majority of respondents (86%) reported implementing one or more changes. Greater perceived responsibility/authority to make change (β = .56, P < .01), perceived support from coworkers (β = .23, P < .05), and number of HWWA services used (β = .04, P < .05) were positive predictors of the number of changes made. Frequently reported barriers included cost/budget restrictions, lack of management support, and resistance from staff.

CONCLUSION

The HWWA program facilitated implementation of various healthy workplace initiatives across the organizations represented in the evaluation.

Sampling and analysis of airborne ammonia in workplaces of China

OBJECTIVES

With the increasing demand for the detection of occupational hazard factors in workplaces, the national standard determination method for ammonia (sampling with absorbing solution-analysis with Nessler reagent spectrophotometry) in the air of workplace presents many drawbacks during application in China. This review summarized the improvement and the alternate methods of the current sampling and analysis procedures for ammonia, aiming to provide reference to establish an appropriate method for the determination of ammonia in workplace air.

METHODS

Scientific publications in English and Chinese and the standard methods of the Deutsche Forschungsgemeinschaft (DFG) in Germany, the National Institute for Occupational Safety and Health (NIOSH) and Occupational Safety and Health Administration (OSHA) in the United States, and Ministry of Health in China for airborne ammonia collection and analysis in the workplace were reviewed.

RESULTS

The measures to improve the current sampling and analysis procedures for ammonia in China were firstly summarized. For sampling, the decrease of absorbing solution concentration and the methanesulfonic acid solution as the alternate sampling solution were suggested. For analysis, the anti-interference measures and the optimum reaction condition between ammonia and Nessler reagent were discussed. The alternate methods including sampling conducted using solid sorbent tubes and analysis performed by ion chromatography were then considered for the determination of ammonia.

CONCLUSIONS

The methods-sampling with acid-treated solid sorbent tubes and analysis with ion chromatography-were more suitable for the determination of ammonia in workplace air. However, some details about ammonia sampling and analysis still need further investigation.

A Mobile-Based Comprehensive Weight Reduction Program for the Workplace (Health-On): Development and Pilot Study

BACKGROUND

There is a growing interest in mobile technology for obesity management. Despite the known effectiveness of workplace-based weight loss programs, there are few studies on mobile phone-delivered interventions.

OBJECTIVE

This study aimed to develop and verify an integrated and personalized mobile technology-based weight control program, named Health-On, optimized for workplaces.

METHODS

A weight reduction algorithm was developed for calorie prescription, continuous monitoring, periodic feedback and reevaluation, goal resetting, and offline intervention with behavior-changing strategies. A total of 30 obese volunteers (body mass index ≥25 kg/m²) participated in the 12-week Health-On pilot program. The primary outcome was weight reduction, and secondary outcomes were improved anthropometric measures, metabolic profiles, and fat computed tomography measures, all assessed pre- and postintervention.

RESULTS

Health-On incorporated proprietary algorithms and several strategies intended to maximize adherence, using compatible online and offline interventions. The mean weight of 30 participants decreased by 5.8%, and median weight also decreased from 81.3 kg (interquartile range [IQR] 77.1-87.8) before intervention to 76.6 kg (IQR 70.8-79.5) after the 12-week intervention period (P<.001). The metabolic profiles and fat measures (blood pressure, glycosylated hemoglobin, total cholesterol, triglyceride, high-density lipoprotein, low-density lipoprotein, alanine aminotransferase, and visceral and subcutaneous adipose tissue; P<.05) also improved significantly.

CONCLUSIONS

In this single-group evaluation of 30 participants before and after the Health-On program, body weight decreased and metabolic profiles and fat measures improved. Follow-up studies are needed to assess effectiveness and long-term adherence.

Case Investigations of Infectious Diseases Occurring in Workplaces, United States, 2006-2015

Workers in specific settings and activities are at increased risk for certain infectious diseases. When an infectious disease case occurs in a worker, investigators need to understand the mechanisms of disease propagation in the workplace. Few publications have explored these factors in the United States; a literature search yielded 66 investigations of infectious disease occurring in US workplaces during 2006–2015. Reported cases appear to be concentrated in specific industries and occupations, especially the healthcare industry, laboratory workers, animal workers, and public service workers. A hierarchy-of-controls approach can help determine how to implement effective preventive measures in workplaces. Consideration of occupational risk factors and control of occupational exposures will help prevent disease transmission in the workplace and protect workers’ health.

Survival of Microorganisms on Filtering Respiratory Protective Devices Used at Agricultural Facilities

Bioaerosol is a threat at workplaces, therefore the selection and safe use of filtering facepiece respirators (FFRs) is important in preventive activities. The aim of the study was to assess the survival of microorganisms on materials used for FFRs construction. The parameters for microorganism growth under model conditions were described using the Gompertz equation, model verification was also carried out using FFRs at the farmers' workplaces. We found that the factors determining a high survival of microorganisms were as follows: moisture corresponding to the conditions of use and storage of FFRs at workplaces, the presence of sweat and organic dust; inorganic dust and addition of biocide in nonwovens limited the growth of microorganisms, resulting in a shortening of the stationary growth phase and decreased cell numbers (5-6 log). Dust concentration at workplaces was higher than EU occupational exposure limit values and WHO recommendations for airborne particulate matter. Microbial contaminations of the air (103-104 CFU/m3), settled dust (104-106 CFU/g) and FFRs (105 CFU/4cm2) during the grain harvest were high, the main contamination being bacteria (actinomycetes, Pseudomonas fluorescens) and xerophilic fungi. A high correlation was found between the number of microorganisms and the weight of dust on FFRs (R2 = 0.93-0.96).

Smoking in public places in six European countries: Findings from the EUREST-PLUS ITC Europe Survey

INTRODUCTION

Surveillance of tobacco consumption in public places is an important measure to evaluate the impact of tobacco control interventions over time. The objective of this study was to estimate the prevalence of smoking as seen by smokers and their smoking behaviour in public places, in six European countries.

METHODS

We used baseline data of the International Tobacco Control Six European countries (ITC 6E) Survey, part of the EUREST-PLUS Project, conducted in 2016 in national representative samples of about 1000 adult smokers aged 18 years and older in Germany, Greece, Hungary, Poland, Romania and Spain. For each setting (workplaces, restaurants, bars/pubs and discos) participants were asked whether they had seen someone smoking during their last visit there and whether they too had smoked there. We report the overall and by-country weighted prevalence of seeing someone smoking and the smokers' own smoking behaviour at each setting. We also assess the relationship between seeing someone smoking and smoking themselves at these settings.

RESULTS

The prevalence of smoking as seen by smokers was 18.8% at workplaces, with high variability among countries (from 4.7% in Hungary to 40.8% in Greece). Among smokers visiting leisure facilities in the last year, during their last visit 22.7% had seen someone smoking inside restaurants and 12.2% had smoked themselves there, while for bars/pubs the corresponding prevalences were 33.9% and 20.4%, and inside discos 44.8% and 34.8%.

CONCLUSIONS

Smoking is still prevalent at leisure facilities, particularly at discos in Europe, with high variability among countries. More extensive awareness campaigns and stricter enforcement are needed to increase the compliance of smoke-free regulations, especially in leisure facilities.

Applying pragmatic approaches to complex program evaluation: A case study of implementation of the New South Wales Get Healthy at Work program

ISSUE ADDRESSED

Complex health promotion programs, which can have multilevels of implementation and multi-components with nonlinear causal pathways, present many evaluation challenges. Traditional evaluation methods often fail to account for the complexity inherent in assessing these programs. In real-world settings, evaluations of complex programs are often beset by additional constraints of limited budgets and short timeframes. Determining whether a complex program is successful and how a program worked requires evaluators of complex programs to adopt a level of pragmatism.

METHODS

This paper describes a pragmatic evaluation approach used to evaluate the Get Healthy at Work workplace health promotion program, implemented in New South Wales, Australia. Using the program as a case study, we describe some key principles for applying a pragmatic evaluation approach and use these principles to develop an appropriate evaluation strategy.

RESULTS

The evaluation includes multiple research methods to assess program outputs and implementation; and identify emergent program impacts, within constrained resources. The evaluation was guided by epistemological flexibility, methodological comprehensiveness and operational practicality.

CONCLUSION

Health promotion programs, such as state-wide obesity prevention programs, require appropriate evaluation methods which address their inherent complexity amidst the real-world evaluation constraints, and focuses on the essential evaluation needs.

SO WHAT

The main complex program evaluation principles are applicable to other multilevel health promotion programs, challenged by methodological and practical or political constraints.

Developing a guideline for measuring the total number concentration of engineering nanomaterials in workplaces in China

Objectives

To provide a guideline for assessing the occupational exposure to nanomaterials in workplaces in China.

Methods

Based on the basic requirement for the sampling of harmful substances, condensation particle counter/optical particle counter (CPC/OPC) was selected as the tool and the total number concentration (TNC) was used as an index to measure engineering nanomaterials in workplaces.

Results

The strategy included instrument preparation, identification of particle‐emission source, particle‐property analysis, measurement of background concentration, concentration measurement based on working activity, concentration calculation and analysis, and recording of measurements.

Conclusions

The draft guideline based on traditional industrial hygiene practices can be used to identify the emission source of nanomaterials, qualitatively and quantitatively assess exposure to nanomaterials in workplaces.

La promozione della salute nei luoghi di lavoro

Workplace Health Promotion (WHP-Workplace Health Promotion) is aimed at improving the workers' well-being and health, so as to guarantee conditions of greater psycho-physical well-being and work capacity for a future elderly population. Cost-benefit analysis studies indicate that the return of profits compared to the invested capital (Return of investment - ROI) can be very good. To conduct WHP's activities successfully, the continuous and convinced commitment of all corporate subjects is required. WHP interventions must not represent alternative paths to those of Prevention and Safety, nor represent "discount" tools with respect to regulatory obligations. It is essential that there be clarity in the roles played by public institutions operators (USL / ASL / ATS) who, in various capacities and in various sectors, are involved. At the moment, in terms of WHP, the regions have responded differently and in any case the difficulties in applying the WHP to SMEs have become evident. Whatever the approach, WHP's actions must take into account the end-point, ie the health gain of the workers involved due to the specific effect of the action promoted and for this reason the programs must provide an adequate follow-up, which becomes an element indispensable for any proposal. Health promotion in the "work" context has, with respect to more traditional contexts (such as school or community), undoubtedly peculiarities, which require a specific training of "health promoters" engaged in this field.

Exploring the use of resources to support gender equality in Australian workplaces

ISSUE ADDRESSED

Numerous resources exist to support workplaces to undertake gender equality work; however, it is often unclear which existing resources are being utilised by Australian workplaces. One group that can provide insight into the use of existing resources is the professionals who have undertaken gender equality work in their organisation.

METHODS

Purposive sampling was used to identify informants with experience undertaking gender equality work. A sample of 12 informants was recruited from five employment sectors: five informants from the women('s health sector; two from other organisations in the health sector; three from local government; and one each from manufacturing and education. One in-depth semi-structured interview was conducted with each informant. Interview transcripts were analysed using thematic analysis.

RESULTS

Four themes emerged from data analysis: "Organisational Context," "Legitimising Gender Equality Work," "Demystifying Gender Equality" and "Embedding Gender Equality into the Workplace." Mechanisms such as drawing on the evidence base, developing internal communications strategies, establishing a working group, undertaking training, conducting an audit, and reviewing policies and procedures were used to embed gender-based considerations into the workplace. A range of resources to underpin most of these approaches was discussed by informants.

CONCLUSIONS

Informants had a sound understanding of approaches they could use to address existing gender inequality; however, they did not always utilise existing resources to support them to undertake their chosen approach. SO WHAT?: A clearer online database needs to be established to allow workplaces to access a compilation of existing resources and any evaluation on their use.

Accounting for employee health: The productivity cost of leading health risks

BACKGROUND

"Workplace health promotion and protection" broadly refers to an integrated approach to workplace health and safety initiatives. There are substantial benefits to adopting such an approach, including the potential for: improvements to individual employees' health and well-being; increased productivity; and reduced safety risks and expenses. Yet many employers remain reluctant to shift from traditional safety initiatives and spending. This paper aims to demonstrate the value of investing in an integrated health promotion and protection approach by calculating the productivity costs associated with 11 modifiable health risks and 14 chronic conditions in an Australian mining company.

METHOD

Eight hundred and ninety-seven employees participated in a self-report health survey aimed at investigating employee health behaviours, health conditions and productivity.

RESULTS

Overall, modifiable health risks and chronic health conditions were calculated to contribute to an estimated $22.15 million (AUD) and $7.95 million (AUD) in lost productivity per 1000 employees per annum, respectively. Although employee stress was identified as the third highest prevalence health risk across the employee sample (at 42%), it accounted for the highest financial burden.

CONCLUSION

Employee health plays a vital role in the profitability, productivity, and safety outcomes of an organisation. For modifiable health risks and chronic conditions, ailments that affected cognition resulted in the highest financial burden (ie, stress and migraine headaches). SO WHAT?: These findings make a strong financial and business case for the integration of preventative health and safety initiatives, with particular emphasis on modifiable health risk behaviours.

Microbial Growth on Dust-Loaded Filtering Materials Used for the Protection of Respiratory Tract as a Factor Affecting Filtration Efficiency

This work aims at understanding the effects of various dust-loading conditions and the type of nonwovens used in the construction of FFRs on the safe use of those protective devices in situations of exposure to biological agents. The survival of microorganisms (Escherichia coli, Candida albicans, and Aspergillus niger) in dust-loaded polypropylene nonwovens (melt-blown, spun-bonded, and needle-punched) was experimentally determined using microbiological quantitative method (AATCC TM 100-2004). Scanning electron microscope was used to assess biofilm formation on dust-loaded filtering nonwovens. The impact of the growth of microorganisms on filtration efficiency of nonwovens was analysed based on the measurements of penetration of sodium chloride particles (size range 7–270 nm). Results showed that tested microorganisms were able to survive on dust-loaded polypropylene filtering nonwovens. The survival rate of microorganisms and penetration of nanoparticles and submicron particles depended on the type of microorganism, as well as the type and the amount of dust, which indicates that both of those factors should be considered for FFR use recommendations.

The lived experience of rescuing people who have driven into floodwater: Understanding challenges and identifying areas for providing support

BACKGROUND

Drowning is a major public health issue, with risk increasing during times of flood. Driving into floodwater is a major risk factor for flood-related drowning and injury, and despite widespread public health campaigns, many people continue to undertake this risky behaviour and require rescue.

PURPOSE

We aimed to identify key challenges faced by emergency services personnel when rescuing those who have driven into floodwater, and to identify strategies for supporting rescuers in this important role.

METHODS

Australian flood rescue operators (N = 8) who had previously rescued a driver who had driven into floodwater participated in semi-structured interviews. Data were analysed using thematic analysis.

RESULTS

Four challenges emerged from their experiences: involvement of untrained personnel; varying information provided by emergency telephone operators; behaviour of drivers complicating the rescue; people sightseeing floods or flood rescues or ignoring closed roads providing rescuers with sources of distraction and frustration.

CONCLUSIONS

We propose five strategies for translating these results into practice, including: training and protocol development for (i) emergency personnel and (ii) telephone operators; (iii) training for rescuers regarding non-compliant rescuees; (iv) educating the public and (v) increasing compliance with closed roads. Current findings provide valuable insights into how rescuers can be supported in performing their roles, and implementation of these strategies has the potential to reduce fatalities occurring due to attempting to drive through floodwater. SO WHAT?: The strategies presented have the potential to reduce the frequency and improve the outcomes of floodwater rescues, aiding in the prevention of injury and death.

Farm safety-Time to act

ISSUES ADDRESSED

Agriculture is recognised as a highly dangerous sector worldwide; hence, the use of evidence-based solutions to address injury-related incidents is critical to prevention. The main of this article was to determine the potential for prevention by use of existing controls based on deaths data from 2001-2016.

METHODS

This study assesses data from the National Coroner's Information System for the period 2001-2016 in regard to unintentional farm injury deaths in Australia (n = 1271). The six leading causes of death (tractors, quads [ATVs], water/dams, farm utilities [pickups], motorcycles and horses: n = 644) are reviewed against existing evidence-based practice recommendations to ascertain the potential capacity to prevent and/or ameliorate the severity of the fatal incidents. Projections of economic costs associated with these incidents in the past five years (2012-2016) are outlined.

RESULTS

Of the cases involving the six leading agents (n = 644), 36% (n = 235) have the potential to be prevented with the use of designated evidence-based controls. Meanwhile, the costs attributed to deaths involving the six leading agents in the 2012-2016 period, exceeded $313 million.

CONCLUSIONS

Farm injury incidents and their related economic costs can be reduced by enhanced adoption of the existing evidence-based controls.

SO WHAT

Farm safety efforts in Australia require reinvigoration and funding to focus on evidence-based controls supported by enforcement to attain maximum impact.

Physical activity and sedentary behaviour in a flexible office-based workplace: Employee perceptions and priorities for change

ISSUE ADDRESSED

Many Australian employees now regularly work from home in some capacity. This new way of working has not been widely studied in relation to the potential implications for employees' health-related behaviour or workplace health promotion. The aim of this study was to explore office-based employees' perceptions of the impact of flexible work on physical activity and sedentary behaviour; and preferences for associated interventions.

METHODS

Three focus groups were conducted with office-based employees (n = 28) 6 months after the introduction of a flexible work policy. A semi-structured interview format with open-ended questions was used with summary statements to check understanding. Sessions were audiotaped, and dominant themes were identified. Findings on intervention preferences were interpreted using a social cognitive framework. An overview of results was provided to a group of managers (n = 9) for comment.

RESULTS

Employees reported that physical activity was not impacted, but sedentary behaviour had increased, with flexible work. Intervention preferences focussed on occupational sedentary behaviour, self-regulation, prompts and social connections, and not the physical work environment. Managers agreed with employees' preferences and also wanted interventions to be sustainable.

CONCLUSION

Self-directed interventions with social components and targeting occupational sedentary behaviour were more acceptable than physical activity interventions in this flexible workplace. SO WHAT?: Health promotion for workplaces with flexible work practices may benefit from prioritising strategies that promote self-regulation and social connections rather than being linked to the physical worksite.

Dust at Various Workplaces-Microbiological and Toxicological Threats

The aim of the present study was to evaluate the relation between the chemical (analysis of elements and pH) and microbiological composition (culture and metagenomics analysis) of the dust at various workplaces (cement plant, composting plant, poultry farm, and cultivated area) and the cytotoxicity effect on the human adenocarcinoma lung epithelial adherent cell line A-549 (MTT assay test). Analysis of the Particulate Matter (PM) fraction showed that the dust concentration in cultivated areas exceeded the OELs. For the remaining workplaces examined, the dust concentration was lower than OELs limits. The number of microorganisms in the dust samples was 3.8 × 10²–1.6 × 10⁸ CFU/g bacteria and 1.5 × 10²–6.5 × 10⁶ CFU/g fungi. The highest number of microorganisms was noted for dust from cultivated areas (total number of bacteria, actinomycetes, P. fluorescens) and composting plants (xerophilic fungi and staphylococci), while the least number of microorganisms was observed for dust from cement plants. Many types of potentially pathogenic microorganisms have been identified, including bacteria, such as Bacillus, Actinomyces, Corynebacterium, Prevotella, Clostridium, and Rickettsia, and fungi, such as Alternaria, Cladosporium, Penicillium, and Aspergillus. The most cytotoxic to the human lung cell line A-549 was dust from cultivated areas (IC₅₀ = 3.8 mg/mL after 72 h). The cytotoxicity of the tested dust samples depends on the PM concentration, the number of microorganisms, including potentially pathogenic genera, and the exposure time.

Chronic disease management support in Australian workplaces-low base, rising need

ISSUE ADDRESSED

This study investigates the current nature, levels and perceived need for workplace support among mature age Australian workers with chronic illness.

METHODS

A cross-sectional population survey was conducted via a double opt-in panel sample of Australian workers aged 45 years and older with one or more of six major chronic diseases (diabetes and/or chronic heart, kidney, lung, mental health and/or musculoskeletal conditions).

RESULTS

Three hundred and fourteen respondents reported being in the workforce and having at least one of the chronic conditions under investigation, of which almost one third reported having more than one of the conditions. The findings reveal a number of considerable gaps in Australian workplace support for employees 45 years and older with chronic illness, including workplace flexibility, supportive policies and co-worker support.

CONCLUSIONS

This research adds to a scarce existing literature base on workplace support for workers with chronic illness in Australia. Future research is needed to identify opportunities for effective public policy and implementation of workplace interventions to better support this cohort. SO WHAT?: If timely progress is not made in this area, the projected increase in the aged population and scheduled public policy changes impacting retirement age will multiply potential adverse effects on the health of employees with chronic illness and Australia's labour market productivity.

Availability of caregiver-friendly workplace policies (CFWPs): an international scoping review

Little research has been done to summarise: what is currently available to caregiver-employees (CEs), what types of employers are offering caregiver-friendly workplace policies (CFWPs), and the characteristics of employers offering CFWPs. The purpose of this scoping review was to explore the availability of CFWPs within workplaces on an international scale while being observant of how gender is implicated in care-giving. This paper followed the Arksey & O'Malley (2005) methodology for conducting scoping reviews. The authors applied an iterative method of determining study search strings, study inclusion and data extraction, and qualitative thematic analysis of the search results. Searches were performed in both the academic and grey literature, published between 1994 and 2014. A total of 701 articles were found. Seventy (n = 70) articles met all inclusion criteria and were included in this review. Four main qualitative themes were identified: (i) Diversity and Inclusiveness, (ii) Motivation, (iii) Accessibility, and (iv) Workplace Culture. Policy recommendations are discussed. This scoping review narrows the gap in the literature with respect to determining: (i) the workplaces which offer CFWPs, (ii) the sectors of the labour force shown to be supportive and (iii) the most frequently offered CFWPs.

How is the artist role affected when artists are participating in projects in work life?

In Sweden, during the last decade, the artist has come to function as a creative resource in workplaces. There are two organisations, Skiss (Contemporary Artist in the Contemporary Society) and Airis (Artist in Residence), that organise projects for artists and coworkers. These projects are intended to have a positive effect on the well-being of organisations and their employees through artistic means, and the artist often focuses on the social interaction between the employees in their work. The artists’ work involves frequent interaction with coworkers. The aim of this article was to describe how visual artists’ roles as artists are affected by their engagement in artistic and social projects at workplaces in Sweden. The focus in the article is on the social interaction between artists and employees. The study is a qualitative narrative interview study with fine artists participating in different projects in work life. Since the artist's intervention is usually directed towards social relations in the workplaces, a social perspective on well-being is from a micro-sociological point of view. The categories in the interviews were how the artists worked with the projects, how the social interaction between artists and coworkers worked out, and how the artists evaluated the projects in relation to their ambitions. The results show that, many times, the artistic projects promote well-being in organisations and to some extent benefit the artist, but that the ability of the artists to actually function as artists can be problematic.

General Health status of workers among different workplaces in Qom Province, Iran

Introduction

In a healthy organization, psychological health and physical health are as important as production and productivity; and healthy workers have higher productivity. Regarding lack of information about workers’ general health profile in Qom Province, this study aimed to assess and compare the staffs’ general health and its components among different workplaces in 2014.

Methods

In a cross-sectional study, 2,276 employees working at 46 industries and organizations completed a standardized General Health Questionnaire (GHQ 28) and a demographic questionnaire. Data were analyzed using t-test, ANOVA, and Pearson product-moment correlation coefficient by IBM SPSS version 20.

Results

The mean age of the participants was 32.22 (±7.55) years. Seventy-nine point four percent of participants were married and the rest were single. Highest and lowest scores belonged to social dysfunction and depression, respectively. Also, total score of staffs’ general health was 17.87 ± 10.93. The results showed that, in spite of the non-relationship between general health score difference among married and single personnel (p > 0.05), there was a significant difference between men and women and among organizations and industries with regards to general health score (p < 0.05), and drivers had the most difference with others. The relationship between workers’ ages and GH was significant (p < 0.05, Pearson’s bivariate correlation coefficient = −0.05).

Conclusion

The findings of this study collectively indicated that participants had an acceptable condition for mental factors, such as depression, but not in viewpoints of social dysfunction. In other words, staffs’ interfaces with circumstances and personal innovation/creativity in the workplaces are at risk. Altogether, the general health score in the studied population was suitable in its entirety.

Production of the allergenic protein Alt a 1 by Alternaria isolates from working environments

The aim of the study was to evaluate the ability of Alternaria isolates from workplaces to produce Alt a 1 allergenic protein, and to analyze whether technical materials (cellulose, compost, leather) present within the working environment stimulate or inhibit Alt a 1 production (ELISA test). Studies included identification of the isolated molds by nucleotide sequences analyzing of the ITS1/ITS2 regions, actin, calmodulin and Alt a 1 genes. It has been shown that Alternaria molds are significant part of microbiocenosis in the archive, museum, library, composting plant and tannery (14%-16% frequency in the air). The presence of the gene encoding the Alt a 1 protein has been detected for the strains: Alternaria alternata, A. lini, A. limoniasperae A. nobilis and A. tenuissima. Environmental strains produced Alt a 1 at higher concentrations (1.103-6.528 ng/mL) than a ATCC strain (0.551-0.975 ng/mL). It has been shown that the homogenization of the mycelium and the use of ultrafiltration allow a considerable increase of Alt a 1 concentration. Variations in the production of Alt a 1 protein, depend on the strain and extraction methods. These studies revealed no impact of the technical material from the workplaces on the production of Alt a 1 protein.

Cost-benefit analysis of comprehensive mental health prevention programs in Japanese workplaces: a pilot study

We examined the implementation of mental health prevention programs in Japanese workplaces and the costs and benefits. A cross-sectional survey targeting mental health program staff at 11 major companies was conducted. Questionnaires explored program implementation based on the guidelines of the Japanese Ministry of Health, Labor and Welfare. Labor, materials, outsourcing costs, overheads, employee mental discomfort, and absentee numbers, and work attendance were examined. Cost-benefit analyses were conducted from company perspectives assessing net benefits per employee and returns on investment. The surveyed companies employ an average of 1,169 workers. The implementation rate of the mental health prevention programs was 66% for primary, 51% for secondary, and 60% for tertiary programs. The program's average cost was 12,608 yen per employee and the total benefit was 19,530 yen per employee. The net benefit per employee was 6,921 yen and the return on investment was in the range of 0.27-16.85. Seven of the 11 companies gained a net benefit from the mental health programs.

Investing in mental health and well-being: findings from the DataPrev project

A systematic review was conducted to determine the extent to which an economic case has been made in high-income countries for investment in interventions to promote mental health and well-being. We focused on areas of interest to the DataPrev project: early years and parenting interventions, actions set in schools and workplaces and measures targeted at older people. Economic evaluations had to have some focus on promotion of mental health and well-being and/or primary prevention of poor mental health through health-related means. Studies preventing exacerbations in existing mental health problems were excluded, with the exception of support for parents with mental health problems, which might indirectly affect the mental health of their children. Overall 47 studies were identified. There was considerable variability in their quality, with a variety of outcome measures and different perspectives: societal, public purse, employer or health system used, making policy comparisons difficult. Caution must therefore be exercised in interpreting results, but the case for investment in parenting and health visitor-related programmes appears most strong, especially when impacts beyond the health sector are taken into account. In the workplace an economic return on investment in a number of comprehensive workplace health promotion programmes and stress management projects (largely in the USA) was reported, while group-based exercise and psychosocial interventions are of potential benefit to older people. Many gaps remain; a key first step would be to make more use of the existence evidence base on effectiveness and model mid- to long-term costs and benefits of action in different contexts and settings.

Impact of the Spanish smoking law on exposure to secondhand smoke in offices and hospitality venues: before-and-after study

BACKGROUND/OBJECTIVES

A smoking law was passed by the Spanish Parliament in December 2005 and was enforced by 1 January 2006. The law bans smoking in all indoor workplaces but only in some hospitality venues, because owners are allowed to establish a smoking zone (venues>100 m2) or to allow smoking without restrictions (venues<100 m2). The objective of the study is to assess the impact of the Spanish smoking law on exposure to secondhand smoke (SHS) in enclosed workplaces, including hospitality venues.

MATERIALS AND METHODS

The study design is a before-and-after evaluation. We studied workplaces and hospitality venues from eight different regions of Spain. We took repeated samples of vapor-phase nicotine concentration in 398 premises, including private offices (162), public administration offices (90), university premises (43), bars and restaurants (79), and discotheques and pubs (24).

RESULTS

In the follow-up period, SHS levels were markedly reduced in indoor offices. The median decrease in nicotine concentration ranged from 60.0% in public premises to 97.4% in private areas. Nicotine concentrations were also markedly reduced in bars and restaurants that became smoke-free (96.7%) and in the no-smoking zones of venues with separate spaces for smokers (88.9%). We found no significant changes in smoking zones or in premises allowing smoking, including discotheques and pubs.

CONCLUSIONS

Overall, this study shows the positive impact of the law on reducing SHS in indoor workplaces. However, SHS was substantially reduced only in bars and restaurants that became smoke-free. Most hospitality workers continue to be exposed to very high levels of SHS. Therefore, a 100% smoke-free policy for all hospitality venues is required.