Specific Work Tasks Research Articles

Occupational exposure and health surveys at metal additive manufacturing facilities.

Additive manufacturing is a novel state-of-the art technology with significant economic and practical advantages, including the ability to produce complex structures on demand while reducing the need of stocking materials and products. Additive manufacturing is a technology that is here to stay; however, new technologies bring new challenges, not only technical but also from an occupational health and safety perspective. Herein, leading Swedish companies using metal additive manufacturing were studied with the aim of investigating occupational exposure and the utility of chosen exposure- and clinical markers as predictors of potential exposure-related health risks. Exposure levels were investigated by analysis of airborne dust and metals, alongside particle counting instruments measuring airborne particles in the range of 10 nm-10 μm to identify dusty work tasks. Health examinations were performed on a total of 48 additive manufacturing workers and 39 controls. All participants completed a questionnaire, underwent spirometry, and blood and urine sampling. A subset underwent further lung function tests. Exposure to inhalable dust and metals were low, but particle counting instruments identified specific work tasks with high particle emissions. Examined health parameters were well within reference values on a group level. However, statistical analysis implied an impact on workers kidney function and possible airway inflammation. The methodology was successful for investigating exposure-related health risks in additive manufacturing. However, most participants have been working <5 years. Therefore, long-term studies are needed before we can conclusively accept or reject the observed effects on health.

Exploring Onboarding Processes for IT Professionals: The Role of Knowledge Management

A robust knowledge management (KM) strategy is essential for effective onboarding of new employees. Organizational knowledge plays a crucial role in helping new employees learn their work tasks and should be readily available for training purposes. This study examines how a public organization in Norway implements its onboarding process and facilitates knowledge sharing with new employees. We investigated various KM initiatives established in the organization and explored how knowledge is transferred to benefit new employees. Additionally, we examined how organizational culture influences knowledge sharing performance. The empirical data comprises 20 interviews conducted in the information technology department of the organization. The findings reveal that new employees should first receive training on specific work tasks related to their roles in the organization. Early productivity was considered significant during the onboarding process, while an overload of general knowledge about the organization was perceived as overwhelming. The public organization under study is known for its strong job security, which has fostered a collaborative environment among employees with low competitiveness. This openness encourages knowledge sharing and willingness to collaborate, as employees are not worried about losing their positions. This also results in a low threshold for seeking assistance from experienced colleagues during the onboarding process. The evidence suggests that much of the knowledge gained by employees during their employment period is acquired through informal settings, where experienced employees share knowledge with newcomers through direct communication.&#x0D; Based on the findings, this study proposes practical recommendations for improving the onboarding process. Effective practices such as mentorships, new employee gatherings, and the existing technical graduate program should be maintained. Suggestions for further enhancing the onboarding process include: (1) designing a networking initiative that integrates new employees outside the graduate program; (2) tailoring the competence plan to the role of each employee; (3) improving the content of the intranet with information about role descriptions and responsibilities, making it easier to identify "who knows what" in the organization; and (4) defining the reasons for using collaboration tools more extensively. Implications for KM in onboarding processes are outlined.

A Study to Evaluate the Effectiveness of Planned Teaching Program Regarding Occupational Health and Hazard in Terms of Knowledge among Workers Working in Modi Continental at Modipuram Meerut, UP

Abstract: Background of the study: Occupational health is a multidisciplinary activity aimed at the protection and promotion of the health of workers by preventing and controlling occupational diseases and accidents and by eliminating occupational factors and conditions hazardous to health and safety at work. Occupational risks and hazards are the health problems employees’ face in their work environment and how those health problems affect the health status of employee and their family. It can also be defined as diseases, accidents and other hazards arising from the work environment or situations that arise in the attempt to perform tasks in any occupation. It is a compensable disease that arises out of and in the course of employment. The process of rubber manufacturing is complex and continually changing, thus making the study of occupational exposures in the rubber industry difficult. Rubber workers’ route and compounds of chemical exposure depend largely on the specific employee work task and environment. In 1994, the Centers for Disease Control and the National Institute for Occupational Safety and Health summarized these various exposures. Thus this study was needed for the assessment of knowledge of factory workers so that they can be work in a safe and healthy working environmen

49 Exposure Assessment and Health Surveys at Metal Additive Manufacturing Facilities

Abstract Additive manufacturing (AM) is the process of building parts from 3D model data by joining materials. AM includes different techniques, such as binder jetting and powder bed fusion which uses metal powder as feedstock. Knowledge regarding exposure-related health risks in metal AM environments is still limited. Herein, we report emission data from 8 different AM companies along with health examinations of 39 controls and 48 additive manufacturing machine users (AMMU). Exposure assessment of dust and metals was performed through stationary and personal sampling of total and inhalable dust followed by metal analysis by ICP-MS. Two handheld particle-counting instruments, Lighthouse 3016-IAQ (0.3-10 µm) and Philips Aerasense NanoTracer (10-300 nm), were used to identify dusty work tasks and thereby to help prioritize preventive measures. Health examinations consisted of questionnaires, spirometry, blood sampling after a workweek and collection of urine samples before and after a workweek. Clinical markers in urine (α1-microglobulin) and plasma (ASAT, ALAT, ALP, ApoA-1, ApoB, SAA1/PON1), and urinary metal levels were analyzed. Results: Daily averages of dust and metal exposure were in general low compared to Swedish occupational exposure limits. However, particle counting instruments identified specific work tasks with high exposure risk. Mann Whitney U-test indicated statistical differences between exposed and controls for three clinical markers; ASAT and ApoA-1 in plasma as well as α-1-microglobulin in urine. There were no significant increase in exposure markers Monday to Friday nor between AMMU and controls at a group level. Although high exposure levels were seen in some individuals.

Policy components – a conceptual model for modularizing and tailoring of information security policies

PurposeThis paper aims to propose a conceptual model of policy components for software that supports modularizing and tailoring of information security policies (ISPs).Design/methodology/approachThis study used a design science research approach, drawing on design knowledge from the field of situational method engineering. The conceptual model was developed as a unified modeling language class diagram using existing ISPs from public agencies in Sweden.FindingsThis study’s demonstration as proof of concept indicates that the conceptual model can be used to create free-standing modules that provide guidance about information security in relation to a specific work task and that these modules can be used across multiple tailored ISPs. Thus, the model can be considered as a step toward developing software to tailor ISPs.Research limitations/implicationsThe proposed conceptual model bears several short- and long-term implications for research. In the short term, the model can act as a foundation for developing software to design tailored ISPs. In the long term, having software that enables tailorable ISPs will allow researchers to do new types of studies, such as evaluating the software's effectiveness in the ISP development process.Practical implicationsPractitioners can use the model to develop software that assist information security managers in designing tailored ISPs. Such a tool can offer the opportunity for information security managers to design more purposeful ISPs.Originality/valueThe proposed model offers a detailed and well-elaborated starting point for developing software that supports modularizing and tailoring of ISPs.

Rehabilitation Science Graduate Students’ Attitudes Toward Working With People at Risk For Substance Use Disorders

<h3>Research Objectives</h3> To evaluate graduate occupational therapy and counseling students' attitudes toward treating individuals at risk for substance use disorders (SUD) before and after Screening, Brief Intervention, Referral to Treatment-Plus (SBIRT-Plus), a didactic and standardized patient simulation training. We hypothesized that students' attitudes toward individuals at risk for SUDs would improve after training. <h3>Design</h3> One-group pretest-posttest study design. <h3>Setting</h3> Academic setting. <h3>Participants</h3> Our sample included 90 students from rehabilitation science graduate programs. <h3>Interventions</h3> The SBIRT-Plus training teaches universal screenings for identifying individuals at risk for substance use disorders, providing harm reduction brief interventions, and /or making referrals as necessary. The SBIRT-Plus training includes twelve modules to inform students about alcohol, opioid, and methamphetamine drug use. <h3>Main Outcome Measures</h3> We administered the Alcohol and Alcohol Perceptions Questionnaire (AAPPQ) and the Drug and Drug Perceptions Questionnaire (DDPPQ) pre- and post-training. Each questionnaire includes six subscales: role adequacy, legitimacy, and support (prepared to work with, responsibility to intervene, and support from colleagues), task specific self-esteem (confidence), motivation, and work satisfaction. We compared pre-post scores with SPSS (v.28) software using Wilcoxon signed-rank tests with an alpha of .05. <h3>Results</h3> Students' responses on five of six of the AAPPQ and DDPPQ subscales moved in the positive direction, with significant changes in role adequacy, role legitimacy, role support, task self-esteem, and work satisfaction. Students' motivation for working with individuals at risk for alcohol use disorders did not improve (p=.252, AAPPQ); however, motivation for working with individuals at risk for drug use disorders was significantly more positive after training (p=.044, DDPPQ). <h3>Conclusions</h3> Our findings demonstrate improved attitudes toward working with people at risk for SUD. This is consistent with prior studies of traditional SBIRT that showed positive improvement on all AAPPQ and DDPPQ subscales, except for the motivation subscale. The current study provides evidence that SBIRT-Plus is effective in increasing rehabilitation science graduate students' positive attitudes toward individuals at risk for a SUD. <h3>Author(s) Disclosures</h3> All authors declare no disclosures.

Hand therapy role in return to work for patients with hand and upper limb conditions

Study DesignElectronic Web-based survey IntroductionEvidence supports the use of health-focused interventions combined with service coordination and work modification components to reduce the individual, community, and societal burden associated with acute and chronic musculoskeletal conditions. The levels of engagement, skill, and confidence of Australian hand therapists in assisting their patients to return to work (RTW) are currently unknown. Purpose of the StudyTo identify current practices, skill, and the need for additional training in management of the RTW process from a sample of Australian hand therapists. MethodsAn electronic survey was sent to current members of the Australian Hand Therapy Association. Data collected included training and/or professional experience, caseload and/or workplace, scope of and barriers to vocational practice, and satisfaction with own contribution to the RTW process for patients. ResultsA total of 99 individual responses (12.4% of total membership) were included, with most indicating a limited role in the RTW process. Only 52.7% said they regularly monitored and adjusted their patients’ RTW program. Most plans were informed by formal tests of underlying body structure and function components rather than the patient's ability to perform of a specific work role or task. Median satisfaction with the quality of RTW service they provided was 6 of 10, with 42% scoring ≤ 5 of 10, indicating considerable scope for improvement. ConclusionsPractice patterns are described for planning and monitoring RTW, and these did not always align with the evidence-base. Further exploration of clinician barriers to implementing RTW interventions is warranted, as is upskilling for those indicating a lack of confidence in this field.

Systematic selection methodology for worker assistance systems in manufacturing

The transformation process of the industry into a more digitized world is a key challenge of the Fourth Industrial Revolution. On the one hand, the advantages of new technologies must be used profitably, on the other hand, the workforce needs to be prepared to deal with new technologies and the complexity and speed that the today's production entails. Worker assistance systems offer the possibility to simplify the interaction between humans and complex machines and to reinforce physical and cognitive skills of employees. Although, worker assistance systems are available on the market, methods, focusing on the systematic selection of appropriate worker assistance systems for specific work tasks and worker types are missing. This paper presents a novel and systematic selection methodology, to analyze and evaluate the workplace, the employee, and the respective work task, based on previously defined parameters. An innovative selection algorithm enables a ranking of potential useful worker assistance systems. Therefore, the proposed novel selection methodology not only contributes to the existing body of knowledge, but also proves to be a helpful tool for practitioners in selecting the right assistance system for both, human workers, and manufacturing operations.

Job Attitude as a Factor on Employees Performance

An attitude is a psychological state of mind. It is the way a person thinks about situations, and it ultimately determines a person's behavior. In the workplace, employees can have either a positive or negative attitude about specific work tasks, products or services, co-workers or management, or the company as a whole. Positive attitudes among employees make workdays more enjoyable. Tasks are performed to a higher standard and without complaint. Current study is based on the effect of attitude on employee performance. This study includes the attitude related factors (behaviors of employees and leaders, job satisfaction, job commitment, motivation and training) to investigate their impact on employee performance. This study utilized descriptive method of research. An instrument was developed by the researcher with 8 statements to measure the perceived level of satisfaction, involvement, and performance and then distributed among the respondents with the five- point Likert scale. Result shows that all attitude related factors positively affect the employee performance. Motivation and job commitment has highly significant impact of performance of employees. As a result, organizations should value their experienced personnel and devise effective retention policy by giving competitive salary, experienced base pay and experienced based promotion. That will increase the overall performance of the organization. Keywords: Attitudes, performance, job satisfaction

Historical Asbestos Measurements in Denmark-A National Database.

Objectives: Due to the long lag-time for health outcomes, historical asbestos exposure measurements are valuable to support assessments of associated occupational health effects, and also to assess time trends and effects of preventive measures. Methods: Different sources of stored data were collated, assessed and refined to create a harmonized database on historical asbestos fibre concentrations measured in specific work tasks and different industries. The final database contains 9236 asbestos measurements from Danish workplaces collected from 1971 to 1997. Results: The geometric mean of asbestos concentrations in different occupations and tasks ranged from 0.003 to 35 fibres cm−3. Highest concentrations were registered during handling of asbestos products in the construction services during the period 1981–1997. Although all the measured asbestos exposures without the use of respiratory equipment by the worker in the period of 1971–1997 exceeded the current 8-h time-weighted average exposure limit of 0.1 fibres cm−3, the majority of samples collected in the earlier period of 1971 to 1980 did not exceed the exposure limit of 2 fibres cm−3, which was in place at the time. All exposure data obtained from 1980 and onwards were found to be one seventh of the mean fibre concentrations in the previous measurement period. The impact of time shows a clear exponentially decreasing trend-line. Conclusions: Despite limitations in coverage of different occupations and tasks associated with the inventoried historical asbestos measurements, the data are helpful to identify specific work scenarios within an industry, where relatively high asbestos exposure levels may still occur or have occurred from 1971 to 1997.

Naked mole‐rats (Heterocephalus glaber) do not specialise in cooperative tasks

AbstractIt has been proposed that naked mole‐rat (Heterocephalus glaber) societies resemble those of eusocial insects by showing a division of labour among non‐breeding individuals. Earlier studies suggested that non‐breeders belong to distinct castes that specialise permanently or temporarily in specific cooperative tasks. In contrast, recent research on naked mole‐rats has shown that behavioural phenotypes are continuously distributed across non‐breeders and that mole‐rats exhibit considerable behavioural plasticity suggesting that individuals may not specialise permanently in work tasks. However, it is currently unclear whether individuals specialise temporarily and whether there is a sex bias in cooperative behaviour among non‐breeders. Here, we show that non‐breeding individuals vary in overall cooperative investment, but do not specialise in specific work tasks. Within individuals, investment into specific cooperative tasks such as nest building, food carrying and burrowing is positively correlated, and there is no evidence that individuals show trade‐offs between these cooperative behaviours. Non‐breeding males and females do not differ in their investment in cooperative behaviours and show broadly similar age and body mass related differences in cooperative behaviours. Our results suggest that non‐breeding naked mole‐rats vary in their overall contribution to cooperative behaviours and that some of this variation may be explained by differences in age and body mass. Our data provide no evidence for temporary specialisation, as found among some eusocial insects and suggest that the behavioural organisation of naked mole‐rats resembles that of other cooperatively breeding vertebrates more than that of eusocial insect species.

THE METHOD FOR SELECTING THE BEST PERFORMER FOR SOLVING OPERATING TASK BASED ON A COMPETENCE APPROACH

There are some problems regarding the interaction of various areas of human resource management, due to the development of information products in the field of obtaining corporate knowledge and monitoring competencies. The main issue is the formation of a close connection between corporate education and the employee's work activities. Presently, the formation of a competency base is associated with the existing positions and roles for employees in the organization. Thus, the control of competencies is primarily carried out at the initial stage of recruitment and adaptation of staff. Further development of employee competencies is associated with training. But as practice shows, the company is forced to apply radical methods to support the employee's motivation to acquire new knowledge and competencies. At the same time, the question of the organization's interest in training employees remains open. Nevertheless, employee training has a direct impact on improving the quality of work and the financial stability of any organization. This paper proposes a method to improve employee productivity, combined with support for motivation to develop and learn. The purpose of developing such a method is to ensure that both employees and the organization are motivated to learn and develop. In this case, it is advisable to combine this process with work activities. And the expansion of the competence base can be supported by the creation of intra-organizational competencies and a detailed analysis of work activities through the prism of a competence-based approach. The main activity of the method is aimed at finding a suitable performer for solving office problems. The development uses an ontological approach that allows a semantic analysis of the requirements for work tasks and projects and the selection of the most relevant criteria for choosing an executor. In this case, the candidate for the performance of the work task is selected primarily according to his existing competencies and conditions that he is ready to comply with. This approach also makes it possible to use the rating system to organize personalized training and find an approach to eliminating the lack of competencies in the company, as well as to ensure the interchangeability of performers and the continuity of the workflow. Individual trajectories of training can be formed to train personnel to perform specific work tasks in this case. And an analysis of the availability of competencies in an organization can identify weaknesses in work activities and provide targeted training for employees.

Janitor’s Attitudes: Their Effect on Performance at La Consolacion University Phippines SY 2020-2021

The purpose of this research project was to evaluate attitudes of the janitorial workforce in La Consolacion University Philippines of S.Y. 2020-2021 in order to ascertain whether there is a direct relation to their performance.&#x0D; An attitude is a psychological state of mind. It is the way a person thinks about situations, and it ultimately determines a person's behavior. In the workplace, employees can have either a positive or negative attitude about specific work tasks, products or services, co-workers or management, or the company as a whole. Positive attitudes among employees make workdays more enjoyable. Tasks are performed to a higher standard and without complaint. An example of a positive employee attitude occurs when an employee views a negative customer service call as an opportunity to change the narrative for the customer from a bad experience to a good one. However, bad attitudes result in apathy to daily tasks. Employees are easily agitated by minor problems. Tasks are completed at substandard levels (Leonard, 2018).&#x0D; Job attitudes such as satisfaction and involvement are criterion for establishing the health of an organization; rendering effective services largely depends on the human resource. Job satisfaction experienced by employees will induce the people to give their best to the organization. Both the attitudes required to enhance the performance of employees. Current study is based on the effect of attitude on employee performance. This study include the attitude related factors (behaviors of employees and leaders, job satisfaction, job commitment, motivation and training) to investigate their impact on employee performance.&#x0D; This study utilized descriptive method of research. An instrument was developed by the researcher with 8 statements to measure the perceived level of satisfaction, involvement, and performance and then distributed among the respondents with the five- point Likert scale&#x0D; &#x0D; In the totality, respondents rated majority of the janitors with an approval rating of VERY GOOD to the four janitors and GOOD to the Five Janitors while three of the Janitors got an average rating of FAIR. Result shows that all attitude related factors positively affect the employee performance. Motivation and job commitment has highly significant impact of performance of employees. As a result, organizations should value their experienced personnel and devise effective retention policy by giving competitive salary, experienced base pay and experienced based promotion. That will increase the overall performance of the organization.&#x0D; Janitors have to change their poor attitudes and must exhibit more dedication towards their job. Other employees have to make effort to correct these attitudes that is affecting the work. The following are recommendations to improve values and attitudes and to increase the individual performance:&#x0D; &#x0D; Let the janitors feel the sense of total belongingness and importance not to let them feel that they are categories into the lower level of the organizations, let them be involved and participate in all institutional activities to establish camaraderie.&#x0D; Identifying the negative of bad attitudes of the janitors and provide corresponding trainings and seminars to correct their attitudes resulting to poor performance at work.&#x0D; Motivating employees to achieve the high level of satisfaction and performance by giving appropriate awards and incentives.&#x0D; Ensure feedback is specific – Don't just tell the employee their poor attitude needs to improve. Point out exactly what negative traits they have and the impact each has on their performance and monitor their action periodically for expected change to positive attitude towards work performance.&#x0D; &#x0D; Generally, workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance. It is up to managers to monitor employee attitudes and address attitude problems such as negativity and laziness.

Impact of a Season of Bike Patrol on Police Officers' Level of Fitness: A Pilot Study.

Bike patrollers must have a good level of fitness to perform their patrolling duties adequately and effectively by bike and accomplish specific work tasks, which may require the use of various physical capacities. However, there is little information on the real workload associated with bike patrol and its impact on health. The purpose of this study was to assess the general physical fitness of police officers before and after a season of bike patrolling and then quantify its effects on each patroller’s health. All six male police officers (29.5 ± 4.3 years old) performed two complete physical fitness evaluations (PRE- and POST-season), which included anthropometric measurements (weight, waist circumference, and body mass index), a push-up test, a sit-up test, a grip strength test, a vertical jump test, a sit-and-reach test, and an aerobic capacity test on a bicycle ergometer. Paired t-tests were used to evaluate the differences in test performance between the PRE- and POST-season. Grip strength, estimated VO2max, and power deployed on the bike all showed significant improvement after the season (p-value 0.0133; 0.007; and 0.003, respectively). No significant differences were found among the evaluation’s other components (p > 0.05). Results show the workload associated with a bike patrol season caused a considerable improvement in grip strength, VO2max, and power deployed on the bike, and might be beneficial for their overall health as a work-integrated avenue to keep the officers fit for duty. Further research on the subject is suggested.

Occupational exposure during metal additive manufacturing: A case study of laser powder bed fusion of aluminum alloy

Occupational exposure during metal additive manufacturing (Laser Powder Bed Fusion) using an aluminum alloy (AlSi10Mg) was assessed. Background aerosols before manufacturing, powder sieving, machine loading, manufacturing, machine unloading, powder unpacking, and machine cleaning were analyzed. Measurements were taken simultaneously at the source, in the near field, and on the operator during five manufacturing cycles. Aerosol measurement devices and physico-chemical techniques were used to determine the particle number or mass concentration (DiSCmini, core particle counter and sampling cassette), particle size distribution (NanoScan, optical particle detector and impactor), and the shape/size and chemical compositions of the inhalable particles (laser diffraction, inductively coupled plasma spectroscopy, scanning electron microscopy, energy dispersive X-ray microanalysis, and Brunauer–Emmett–Teller Method). The laser powder-bed fusion machine emitted in the additive manufacturing room an inhalable fraction of 2.37 ± 0.35 mg/m3, with an aerosol number concentration ranging from 2 × 104 to 105 #/cm3 and a mass mean aerodynamic diameter of 318 nm. A relatively low concentration level was observed in the near field of the machine with an aerosol number concentration of ∼104 #/cm3. A higher concentration level on the operator was attained during the unpacking and cleaning steps, showing an inhalable fraction of 1.73 ± 0.30 mg/m3. Al and Mg nanoparticles were aerosolized at the source (inside the laser powder-bed fusion machine) with a particle size distribution of 153 nm for Al and 117 nm for Mg and an aerosol number concentration reaching ten times that of the background aerosol level. The number or mass concentration of particles in the room atmosphere was increased to double that of the background aerosol level at specific workstations during manufacturing. Metal additive manufacturing is a source of potential occupational exposure to airborne metal nanoparticles. Particle-counting instruments showed high numbers of nanoparticles and some important peaks of particles ranging from 10 nm to 10 µm or larger at specific work tasks in the Additive Manufacturing (AM) environment. A multimetric approach was used to characterize the particle emissions resulting from this type of additive manufacturing.

PERSONNEL MANAGEMENT BASED ON COMPETENCIES IN THE PROCESS OF SOLVING SERVICE TASKS

Effective personnel management requires an individual approach when assessing employees, in order to carry out accurate analysis and informed decisions on the appointment of the best performer of work tasks and projects. The combination of professional qualities, abilities of employees, successful performance of work assignments, participation in projects has a great impact on the development process and the achievement of the company’s well-being. The article discusses algorithms for assigning competencies and their accounting in an organization, as well as an approach to the analysis of work tasks and projects for further use in finding optimal performers and employees training. In the studies, a rating was used for a specific work task, which displays data on the employee’s ability to complete a task. Existing specifications for work projects are information that contains both detailed work characteristics and requirements for performers. Requirements can be written explicitly or implicitly. In the case of n implicit knowledge and skills description that the performer must possess, the specification should be analyzed to form the necessary set of competencies and the conditions for their implementation. Integration of the specification analysis process into the overall competency management system in the enterprise allows expanding the possibility of personnel management. Understanding the situation in the organization regarding the work tasks performance through the specifications analysis allows one to identify various types of corporate knowledge and, if necessary, form new types of competencies that directly reflect specific activities within the company. The article presents an original method for seeking a suitable performer by means of a rating system for work tasks and competencies in order to develop and improve the competence base of employees for effective personnel management in the company.

Development and validation of an instrument to assess work support needs of adults with intellectual disabilities in sheltered employment.

The Work Support Profile (WSP) is a brief assessment instrument that enables staff supporting adults with disabilities to provide calibrated and individualized support for specific work tasks. This paper sought to examine the psychometric properties of WSP for people with disabilities. A pilot study was conducted with 239 sheltered workshop employees diagnosed mainly with intellectual disability to explore the structure of this assessment tool, and provide initial evidence of its psychometric properties. Subsequently, a larger-scale study captured a nationwide profile of 761 sheltered workshop employees with intellectual disability. Across both studies, factor analyses yielded a conceptually acceptable 5-factor structure with 33 items accounting for approximately 65% of the variance. Furthermore, the reliability, convergent and discriminant validity of WSP can be considered adequate. Results provide preliminary evidence that WSP is a psychometrically adequate tool for assessing the work support needs of adults with disabilities on given work tasks.

Implications of Adenylate Metabolism in Hygiene Assessment: A Review

The assessment of a hygienic state or cleanliness of contact surfaces has significant implications for food and medical industries seeking to monitor sanitation and exert improved control over a host of operations affecting human health. Methods used to make such assessments commonly involve visual inspections, standard microbial plating practices, and the application of ATP-based assays. Visual methods for inspection of hygienic states are inherently subjective and limited in efficacy by the accuracy of human senses, the degree of task-specific work experience, and various sources of human bias. Standard microbial swabbing and plating techniques are limited in that they require hours or even days of incubation to generate results, with such steps as enrichment and colony outgrowth resulting in delays that are often incompatible with manufacturing or usage schedules. Rapid in conduct and considered more objective in operation than visual or tactile inspection techniques, swabbing surfaces using ATP-based assessments are relied on as routine, even standard, methods of hygienic assessment alone or in complement with microbial and visual inspection methods. Still, current ATP methods remain indirect methods of total hygiene assessment and have limitations that must be understood and considered if such methods are to be applied judiciously, especially under increasingly strict demands for the verification of hygiene state. Here, we present current methods of ATP-based bioluminescence assays and describe the limitations of such methods when applied to general food manufacturing or health care facilities.

Musculoskeletal Complaints in Occupational Therapists Compared to the General Population: A Cross-Sectional Study in Germany.

Occupational therapists (OTs) are exposed to physical factors at work, which can lead to an increased risk of musculoskeletal disorders. Most studies examining musculoskeletal complaints in OT report that the neck, shoulders, and lower back are most often afflicted. The aim of the present study was to examine the impact of work as an OT (focusing on specific work tasks) on specific musculoskeletal complaints compared to the general working population. A cross-sectional study involving a self-administered standardized questionnaire was conducted from January until October 2015 in Germany. In OT and the comparison group, the highest 12-month prevalence of musculoskeletal disorders were observed for the lower back, the neck, and the shoulders. In contrast, elevated prevalence ratios (PR) were found for OT in the thumbs (PR = 2.7; 95% CI = 1.9–3.8), the wrists (PR = 1.4; 95% CI = 1.1–1.8), and the elbows (PR = 1.5; 95% CI = 1.0–2.2). OTs were particularly exposed to high exertion hand activity and several stressful postures at work. In conclusion, OTs seem to be at risk of developing work-related musculoskeletal complaints in the thumbs, wrists, and elbows. Preventive measures should help to reduce the exposures caused by highly repetitive and forceful hand activities.

Personal ultraviolet radiation dosimetry and its relationship with environmental data: A longitudinal pilot study in Croatian construction workers

ObjectiveThis pilot study aimed to estimate annual occupational ultraviolet radiation (UVR) exposures based on 5 consecutive months of dosimetry measurements in Croatian construction workers and assess its relationship with the environmental data collected during the same period. MethodsFour male construction industry workers from the vicinity of Zagreb (lat. 45.8° N, alt. 128 m) participated in the study. The study was a part of the GENESIS-UV project, attempting to collect long-term dosimetry data for outdoor occupations across Europe. Workers wore personal dosimeters (model X2012–10, Gigahertz, Tuerkenfeld, Germany) on the left upper arm during working hours in the period from June to October 2017. Median exposure assessment period was 57 working days. ResultsEstimates of annual occupational UVR exposure ranged from 76 SED to 976 SED per worker, reflecting large differences in patterns of workers' exposure. Daily UVR doses received by the workers were comparable to the values of other studies at similar latitudes, reaching up to 12 SED in summer months. Measurements of workers with high exposure values (estimated >600 SED/year) showed moderate to high associations with environmental UVR and insolation data (Spearman's correlation coefficient ranging from 0.57 to 0.73). ConclusionsThe results confirmed high occupational exposure of tested Croatian construction workers to solar UVR. However, more data are needed to explain the between-worker variability and develop prediction models with respect to specific work tasks. The use of environmental UVR for predicting long-term exposure should be considered, especially for high exposure tasks.