Workplace Environmental Factors Research Articles

Impact of workplace environment on health of leather factory workers

Background: The working environment and basic facilities available in the workplace have impact on physical and psychological health of leather workers. The objective was to study the effect of workplace environment on health of leather workers.Methods: A cross section study was carried out in eight permitted leather factories at rural area in Sripuram near Chromepet, Chennai. Using a pretested scheduled questionnaire, 230 workers were interviewed, their corresponding socio-demographic profile was collected and various health scores were recorded based on the general and physical examination. Scoring technique and student ‘t’ test was used to identify the correlation and degree of association between workplace environmental factors and health status of workers. Results: The scoring technique and correlation coefficient revealed an association between workplace health status and clinical symptoms (p<0.001), duration of work and clinical symptom scores (p=0.001), duration of work and workplace health (p<0.001), Workplace health status and occupation (t-test value 5.562, p<0.001), and facilities available and occupation (t value 3.758, p<0.001). Conclusions: The above results show the impact of workplace environment on the health status of workers and require adequate measure to improve the facilities and thereby the health status of workers.

Neo-Marxian social class inequalities in self-rated health among the employed in South Korea: the role of material, behavioral, psychosocial, and workplace environmental factors

BackgroundThe aim of this study was to examine the pattern of social inequality in self-rated health among the employed using the Wright’s social class location indicator, and to assess the roles of material, behavioral, psychosocial, and workplace environmental factors as mediating factors in explaining the social class inequality in self-rated health in South Korea.MethodsThis study used data from the 4th Korea National Health and Nutrition Examination Survey from 2007 to 2009. Study subjects included the employed population of 4392 men and 3309 women aged 19–64 years. Subjects were classified into twelve social class positions based on the Wright’s social class map. The health outcome was self-rated health. Material, psychosocial, behavioral, and workplace environmental factors were considered as potential mediators in explaining social class health inequality. We calculated prevalence ratios of poor self-rated health according to social class, adjusted for age and mediating factors using Poisson regression models.ResultsNonskilled workers and petty bourgeoisie reported worse self-rated health than other social classes among men. The age-adjusted prevalence of petty bourgeoisie and nonskilled workers were about four-fold greater than that of managers. Expert supervisors in the contradictory class location had a greater prevalence of poor self-rated health than experts in men. In women, the prevalence of poor self-rated health was greater in most social classes than their male counterparts, while the differences among social classes within women were not statistically significant. Workplace environmental factors explained the social class inequality by from 24 to 31% in nonskilled and skilled workers and nonskilled supervisors, respectively, and material factors showed an explanatory ability of about 8% for both nonskilled workers and petty bourgeoisie in men.ConclusionsWe showed the inequality in self-rated health according to the Wright’s social class in an industrialized Asian country. Policy efforts to improve workplace environments in nonskilled and skilled workers and nonskilled supervisors would have a moderate effect on reducing the magnitude of social class inequality in self-rated health. Furthermore, the means to improve power relations in the workplace should be devised to further reduce the social class inequalities in health.

Personal and Workplace Environmental Factors Associated With Reduced Worker Productivity Among Older Workers With Chronic Knee Pain: A Cross-Sectional Survey.

The aim of this study was to explore personal and workplace environmental factors as predictors of reduced worker productivity among older workers with chronic knee pain. A questionnaire-based survey was conducted among 129 older workers who had participated in a randomized clinical trial evaluating dietary supplements. Multivariable analyses were used to explore predictors of reduced work productivity among older workers with chronic knee pain. The likelihood of presenteeism was higher in those reporting knee pain (≥3/10) or problems with other joints, and lower in those reporting job insecurity. The likelihood of work transitions was higher in people reporting knee pain (≥3/10), a high comorbidity score or low coworker support, and lower in those having an occupation involving sitting more than 30% of the day. Allowing access to sitting and promoting positive affiliations between coworkers are likely to provide an enabling workplace environment for older workers with chronic knee pain.

Preschool Personnel Exposure to Occupational Noise

Abstract Increased noise, which is also below the occupational exposure values and is “hearing safe” noise, affects the exposed person’s health as a non-specific stressor. Increased noise level also creates an environment for additional vocal apparatus load. The objective of this study was to determine preschool personnel occupational noise and its relationship with subjective health complaints. Data were obtained with survey assistance through subjective answers of respondents about health complaints and noise exposure among Rīga preschool personnel. Objective noise measurements were made to assess real noise levels in the preschool environment. Data from 155 respondents and objective measurements of 37 preschool classrooms were obtained. The results showed that the average 8-h noise exposure among Rīga preschool educational institutions was 70 dB(A), which did not exceed the Latvian work environment noise limits, but exceeded the 35–40 dB(A) noise limit in the educational environment guidelines recommended by the WHO. The survey results showed that loud noise is one of the most important workplace environmental factors (~70% of respondents feel a necessity to increase voice because of noise). A constant feeling of fatigue, headache, irritable feeling, and a desire to isolate oneself from others more often occurred in respondents exposed to increased noise, compared with those who noted that they were not exposed to increased noise. In general, loud noise was associated with increased subjective health complaints in preschool education institution personnel.

Workplace bullying among nurses and their related factors in Japan: a cross-sectional survey.

To explore the association between workplace bullying and workplace environment factors among nurses in Japan. Workplace bullying among nurses is increasing globally and occurs more frequently than among other professions. However, there is little information on the impact of workplace environment factors on nurse bullying in Japan. A cross-sectional survey using a self-administered questionnaire. Participants were 1152 nurses recruited at seminars or training courses outside of their workplaces in Tokyo. Workplace bullying was measured using the Negative Acts Questionnaire-Revised. Participants were considered to have been 'bullied' if they reported experiencing at least one negative act on a daily or weekly basis. Workplace environment factors were measured using the Practice Environment Scale of the Nursing Work Index, which comprises five domains: nurse participation in hospital affairs; nursing foundations for quality of care; nurse manager ability, leadership and support of nurses; staffing and resource adequacy; and collegial nurse-physician relationships. A total of 898 (78·0%) questionnaires were returned, of which 825 (71·6%) were analysed. Altogether, 153 (18·5%) nurses were considered 'bullied.' The three most frequent negative acts reported as occurring on a weekly or daily basis were 'someone withholding information which affects your performance' (6·7%), 'being exposed to an unmanageable workload' (4·4%) and 'being shouted at or being the target of spontaneous anger (or rage)' (3·6%). Logistic regression analysis indicated that 'bullied' were associated with low scores on two work environment domains: nurse manager ability, leadership and support of nurses and staffing and resource adequacy. Effective nurse manager leadership and support as well as appropriate staffing management may positively influence workplace bullying among nurses in Japan. Authentic leadership styles and allowing nurses to easily request days off might also be important. Nurse managers' leadership may influence nurses' workplace bullying.

Risk factors and visual fatigue of baggage X-ray security screeners: a structural equation modelling analysis

This study identified the risk factors influencing visual fatigue in baggage X-ray security screeners and estimated the strength of correlations between those factors and visual fatigue using structural equation modelling approach. Two hundred and five X-ray security screeners participated in a questionnaire survey. The result showed that satisfaction with the VDT’s physical features and the work environment conditions were negatively correlated with the intensity of visual fatigue, whereas job stress and job burnout had direct positive influences. The path coefficient between the image quality of VDT and visual fatigue was not significant. The total effects of job burnout, job stress, the VDT’s physical features and the work environment conditions on visual fatigue were 0.471, 0.469, −0.268 and −0.251 respectively. These findings indicated that both extrinsic factors relating to VDT and workplace environment and psychological factors including job burnout and job stress should be considered in the workplace design and work organisation of security screening tasks to reduce screeners’ visual fatigue.Practitioner Summary: This study identified the risk factors influencing visual fatigue in baggage X-ray security screeners and estimated the strength of correlations between those factors and visual fatigue. The findings were of great importance to the workplace design and the work organisation of security screening tasks to reduce screeners’ visual fatigue.

Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model.

Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care.

Healthy workplace and productivity

The development of an organization depends upon the quantity and quality of work generated by its employees which is immensely influenced by the workplace environment and organizational factors. This paper examines how these factors positively influence workers ’health, well-being, and the relationship between healthy workplaces and productivity. Several studies suggests that to be effective in their jobs, employees should not compromise with their health, rather organizations should make continuous efforts to promote it. An organization in order to be effective should increase employee participation, opportunities to learn, supportive supervision at all levels, and a culture that gives priority to work-life balance. There is also evidence of causal links between organizations ’ ’productivity and traits like length of working hours, working conditions, employee health, staff turnover, job satisfaction etc. Many studies suggest that healthy workers and healthy working conditions are important preconditions for enterprises to work smoothly and productively. Although significant knowledge gaps remain in the process, but employers, employees and policy makers should together make efforts to create healthy organizations. Interventions based on extensive participation of the employees should be integrated with human resource management policies and programs. These interventions should be multifaceted in nature, intricately related to each other and simultaneously taking place at different levels of an organization. Finally, some limitations of previous research and recommendations for future work in the area of healthy workplace practices are discussed.

The Employment Environment

Employers’ characteristics and their policies and practices are workplace environmental factors with important implications for the hiring and retention of employees with disabilities. To explore these factors, a survey was conducted by Cornell University in 2011 focusing on employer policies and practices related to the employment of people with disabilities. The private employer membership of the Society of Human Resource Management (SHRM) was randomly sampled across small, medium, and large employers. In all, 675 SHRM members completed the survey and provided information regarding organizational characteristics; disability-related practices and policies regarding recruitment and hiring, training, accessibility and accommodation, retention and advancement; collection of metrics; and their perception of barriers to the employment and advancement of people with disabilities. Ratings of effectiveness of these practices/policies are examined, as well as the number of policies and practices implemented by organizational size and industry. Comparisons of employer views on employment barriers for persons with disabilities to a previous 1998 Cornell/SHRM study are made.

Exploring turnover intent correlated to jail and prison officials: A Taiwanese perspective

Although a review of literature related to turnover intent in the correctional workplace has focused primarily on prison officers, jailers have frequently been overlooked. Specifically, a comparison between jail and prison officers’ perceptions in Taiwan is limited. In order to fill the gap, our study was based on three objectives: (1) surveying Taiwanese correctional officers who experienced the “get-tough-on-crime” policy during the early 2000s, (2) testing for differences in turnover intent between jail and prison officers, and (3) examining personal and workplace environmental factors in order to determine whether distinct turnover intent exists among prison and jail officers. A self-report survey administered to 799 Taiwanese correctional officers (with an adjusted response rate of 89%) demonstrated that jail and prison officers had moderately high levels of turnover intent with no significant difference. When turnover intent correlates were further examined, job dangerousness, organizational harmony, and commitment were significant predictors for both prison and jail officers, thus suggesting that environmental factors have the most robust impact. In terms of personal characteristics, tenure and position were significantly related to prison officers’ turnover intent. Conversely, age represented the significant factor among jail respondents.

Presenteeism According to Healthy Behaviors, Physical Health, and Work Environment

The objective of this study is to identify the contribution that selected demographic characteristics, health behaviors, physical health outcomes, and workplace environmental factors have on presenteeism (on-the-job productivity loss attributed to poor health and other personal issues). Analyses are based on a cross-sectional survey administered to 3 geographically diverse US companies in 2010. Work-related factors had the greatest influence on presenteeism (eg, too much to do but not enough time to do it, insufficient technological support/resources). Personal problems and financial stress/concerns also contributed substantially to presenteeism. Factors with less contribution to presenteeism included physical limitations, depression or anxiety, inadequate job training, and problems with supervisors and coworkers. Presenteeism was greatest for those ages 30-49, women, separated/divorced/widowed employees, and those with a high school degree or some college. Clerical/office workers and service workers had higher presenteeism. Managers and professionals had the highest level of presenteeism related to having too much to do but too little time to do it, and transportation workers had the greatest presenteeism because of physical health limitations. Lowering presenteeism will require that employers have realistic expectations of workers, help workers prioritize, and provide sufficient technological support. Financial stress and concerns may warrant financial planning services. Health promotion interventions aimed at improving nutrition and physical and mental health also may contribute to reducing presenteeism.

The Expectation of Experts & Human Resource Practice

This notion of intellectual capital, studied by many academic research scientists (Bontis, 1998, 1999, 2003; Edvinsson & Malone, 1997; Roos et al., 1997; Lev, 2001) is defined as a group of resources, some of which have an external component for instance, brands, patents, reputation and consumer satisfaction levels; whereas others are internal to an organization such as the strategic competence of a company’s employees. This is why, knowing how to attract, recruit and retain the highly qualified category of personnel known as experts is of critical importance to a business, particularly in the high technology industry sector which is essentially such an innovative sector. Hence, the aim of this quantitative exploratory study is to examine expert expectations in relation to organizational and workplace environment factors. In order to do this, firstly we set out the concept of an expert and secondly produce a summary of academic research on organizational and workplace environment characteristics. The conc...

Introduction of AHP Satisfaction Index for workplace environments

PurposeWorkplace environments and user satisfaction assessment have been recognised as a key research area for improving knowledge‐intense organisation performance through satisfaction‐based productivity. Previous research which focused on satisfaction levels of office users sometimes neglected the fact that not all office users perceived the importance of workplace environment factors (facilities services, design and layout, work and social interactions and distraction control) in a similar way. This suggests a gap in the knowledge base. The purpose of this paper is to introduce a systematic assessment of workplace‐user satisfaction.Design/methodology/approachCriteria decision analysis tools were reviewed and the use of analytic hierarchy process (AHP) was justified as an appropriate method. A survey undertaken in offices across the UK, focused on levels of satisfaction and perceived productivity, in order to construct an AHP Satisfaction Index for comparing with the average score approach.FindingsAt the individual level, the AHP Satisfaction Index weighting workplace environment criteria yield a better explanation of workplace‐user satisfaction compared with the average score approach. At the global level, the AHP Satisfaction Index does not impact on the overall statistical behaviour when compared with the original score.Originality/valueThe AHP Satisfaction Index can be used as an alternative way to measure workplace‐user satisfaction levels in the office. This approach provides more comprehensive information when researchers and practitioners are interested in the impacts of workplace environment criteria.

Non–violence-related Workplace Injuries Among Emergency Nurses in the United States: Implications for Improving Safe Practice, Safe Care

Health care workers are more likely than most other occupations to experience work-related injuries, and emergency nurses frequently encounter job-related hazards in their daily routine. Risk factors for non-violence-related workplace injuries among nurses include heavy workloads, aging of the nursing workforce, workplace environmental factors, obesity, and non-standard work schedules. These factors impact nurses' decisions regarding whether or not to return to their job or to stay in their field of practice, thereby exacerbating workforce shortages and hindering recruitment and retention efforts. To better understand non-violence-related workplace injuries among emergency nurses, ENA conducted a survey of its members in 2009. Of the 2294 nurses who responded to the survey, one in five nurses (n = 440) reported that they experienced a non-violence-related injury while working in their emergency department during the previous year. The logistic regression model found three factors that were related to the occurrence of a non-violence-related workplace injury: (1) hospitals having safe patient handling policies and programs, (2) access to decontamination and post-exposure treatment, and (3) emergency nurses' perception of staffing in their emergency department. While these results provide only a preliminary understanding of ED non-violence-related workplace injuries, they form the basis of a fundamental model for prevention of workplace injuries among emergency nurses. The model can be used to help establish a culture of ED workplace safety through the integration of safety policies and programs, access to safety equipment and controls, and optimal staffing levels. Support from hospital administrators for ED workplace safety initiatives that address these three components, along with current best practice recommendations from the field of occupational health and safety, have the potential to improve workplace safety for emergency nurses.

Are physical activity and nutrition indicators of the checklist of health promotion environments at worksites (CHEW) associated with employee obesity among hotel workers?

Worksites provide opportunities to reach more than 60% of adults in the United States, including populations diverse in race, ethnicity, gender, age, occupation, income, and health status. Employers that provide worksite weight management interventions have the potential to reduce sick leave, health care costs, and workers compensation costs, and increase employee morale and worker efficiency. Hotels specifically, represent a broad cross-section of job categories, and most hotels are staffed and operated similarly around the world. However, from our literature review, there have been no investigations of the association between the hotel environment and employees' obesity. For this study, we tested the relationship between environmental factors in hotels and employees' body mass index (BMI). Overall no substantial correlations were found on any environmental variable. However, hotel size affected some relationships. Higher BMI was related to greater number of stairs, stair facilitation, and the healthy eating facilitation variables (excluding nutrition signs or posters) in medium sized hotels. Lower BMI was found with greater stair facilitation in small hotels; and with greater number of physical activity (PA) signs, lunch room nutrition signs, and hotel nutrition signs in large hotels. Unionized status affected only two environmental variables. For unionized hotels, BMI was negatively correlated with PA signs and positively correlated with the healthy eating facilitation. No logical pattern of association was found between workplace environmental factors and hotel employee BMI levels. Further research should investigate the interaction of the size and structure of the workplace with the impact of environmental efforts to reduce overweight and obesity.

Best practices in the rehabilitation of acute musculoskeletal disorders in workers with injuries: An integrative review and analysis of evolving trends

Strategies for the restoration of function and job performance in workers with musculoskeletal disorders have changed considerably since industrial rehabilitation became a distinct specialization in the 1980s. A rich body of research concerning approaches to medical and rehabilitative management of these disorders exists, resulting in a large number of hybrid approaches worldwide. This integrative review examined the evidence base for best practices in the rehabilitation of acute musculoskeletal workplace injuries, and also mapped the evolution of approaches over the past thirty years. Contextual factors that may have contributed to change were assessed through analysis of changing practice trends and review of descriptive literature over time. A clear movement away from simplistic, unidimensional approaches towards comprehensive workplace interventions is evident. Economic concerns and growing government and insurance regulation of workplace safety and injury management were the likely drivers of change. While the contributions of various elements of disability management in the workplace were examined, many features of onsite interventions remain to be examined. A strong body of research has produced notable advances in management of acute musculoskeletal workplace injury. Research concerning the delivery of workplace-based interventions, the role of workplace environment factors and a range of worker outcomes will further advance knowledge in this field.

Mediating Effects: A Study of the Work Environment and Personality in the Quick-Service Restaurant Setting

The relationship between core self-evaluation (Judge, Locke & Durham 1997) and job satisfaction and organisational commitment is explored. Two workplace environment factors are examined as potential mediators of these relationships; empowerment and organisational climate. The sample for the study consisted of employees from one quick-service restaurant chain well regarded in employee and community relations. The findings of the research support mediation of the core self-evaluation and job satisfaction relationship as well as the core self-evaluation and organisational commitment relationship. A discussion of the relevance of these findings for hospitality practitioners and the hospitality literature alike is provided.

The Role of Healthcare Work Environments in Shaping a Safety Culture

Patient safety is a basic goal of all Canadian healthcare organizations. Yet we still have much to learn about the determinants of safety. For instance, little is known about the how workplace environment factors that have an influence on employee behaviour also have implications for patient safety.

Cardiovascular Risks in Firefighters

Limited cardiovascular risk data are available for firefighters. This cross sectional study of data collected during annual physical examinations described the prevalence of cardiovascular risk factors among firefighters (N = 200) and examined relationships between body mass index (BMI) and other cardiovascular risk factors. Evidence based guidelines were used to determine prevalence of cardiovascular risk factors and Framingham risk scoring was used to estimate probability of coronary heart disease (CHD). Firefighters ranged in age from 22 to 64 with a mean of 41. The prevalence of obesity, elevated total cholesterol, and elevated blood pressure in firefighters exceeded Healthy People 2010 targets. In addition, their prevalence of obesity, low high density lipoprotein (HDL), high low density lipoprotein (LDL), and high total cholesterol levels was higher relative to the general population. Elevated body mass index (BMI) values had positive significant (p < or = .01) associations with elevated blood pressures, triglycerides, and glucose levels, and a negative significant (p < .05) association with lower HDL cholesterol levels. Fire department worksite health and fitness policies and programs should proactively target firefighters' cardiovascular risks. Future firefighter related intervention research will benefit from considering not only the individual determinants of cardiovascular disease, but also the ecological framework that includes the influences of workplace and external environmental factors.

Preventing occupational exposure to pesticides: using participatory research with latino farmworkers to develop an intervention.

Pesticide exposure is an occupational health hazard for migrant farmworkers. The US-EPA Worker Protection Standard (WPS) mandates training programs to prevent or reduce exposure. WPS implementation in a local context requires understanding individual, workplace, and community environmental factors that lead to exposure and influence intervention effectiveness. Participatory research within the PRECEDE-PROCEED planning framework was used to design a WPS training program for Mexican farmworkers in North Carolina cucumber and tobacco production. Research with farmworkers, farmers, health care providers, and Cooperative Extension agents identified modifiable behaviors and environmental factors, as well as structural and regulatory barriers requiring intervention. Data were gathered and analyzed through individual and group interviews, community forums, an advisory board, and a partnership between academic researchers and a community-based organization. The intervention's dominant features are (a) focus on key health behaviors, (b) relevance to local conditions, and (c) attention to issues of control in the workplace. Participatory research is effective for designing a health intervention where diverse social, cultural, political, and regulatory issues affect farmworkers' risk of exposure.