The Relationship Between Shift Work Schedules and Spillover in a Sample of Nurses

The aim of the present study was to estimate spillover effects between the work and the family sphere in a sample of nurses (N = 2058). Hierarchical regression analyses investigated whether shift work schedules were associated with negative or positive spillover, both from family to work and vice versa, controlling for demographic factors, job demands and decision latitude. With daytime work as a reference group, all types of shift work (day and evening shift, night shift only and rotating 3 shift) were associated with higher negative work-to-family spillover. Night work was associated with significantly less negative family-to-work spillover. None of the different shift work schedules were related to any type of positive spillover. The results indicate that working outside of daytime hours is less compatible with workers’ family lives, compared to working ordinary day shifts. On the other hand, working night shifts only was associated with reduced negative family-to-work spillover.     

Association between psychosocial,organizational and personal factors and prevalence of musculoskeletal disorders in office workers

The purpose of this study was to investigate the relationship between organizational and personal (individual) factors with the prevalence of musculoskeletal disorders (MSDs) in office workers of the Iranian Gas Transmission Company. The participants rated two questionnaires – the standardized Nordic Musculoskeletal Questionnaire to measure the prevalence of MSDs, and the Veterans Healthcare Administration All Employee Survey questionnaire (2004 version) – to measure psychosocial, organizational and individual aspects of job satisfaction and workplace climate. The highest prevalence of MSDs was found in the lower back (49.7%) and neck (49.0%) regions. Results of the logistic regression models showed that some psychosocial and organizational factors and also some individual factors were associated with prevalence of MSDs (p < 0.05).These ?ndings illustrate the need to consider all elements of the work system as a whole in future studies and in organizational planning.     

Psychosocial and ergonomic survey of office and field jobs in a utility company

Introduction. The effect of different kinds of work on the psychosocial assessment of workers under the same management and organizational environment is investigated. Methods. A voluntary assessment in a utility company was carried out using the short version of the Copenhagen psychosocial questionnaire (CoPsoQ) on two occasions, 1.5 years apart. Initially, 25 office workers (11 men and 14 women) participated, while 14 of those workers (8 women and 6 men) participated in the second assessment together with 32 field workers. The sewage, water treatment and maintenance workers, totaling 32 men, also participated in a field ergonomics assessment using the Washington State Department of Labor and Industries field work ergonomic checklist. Results. The longitudinal outlook was fairly stable, with sustained severe scores in many CoPsoQ subscales and intensification of severity of workers’ control over work and esteem for men. A significantly higher esteem score resulted for field rather than office workers. Workers subjected to foul odors showed similar severity of psychosocial factors. Discussion. For most psychosocial dimensions, the organizational design and management system in place, as well as the overall cultural environment in which it operates, create a much stronger and more decisive impact than job-specific factors.     

海洋石油轮班作业风险定量分析方法研究

长期以来,海洋石油领域风险研究主要集中在对设施的潜在失效概率和后果研究方面,而对于人员可靠性及风险管理方面的研究较弱。然而,据统计资料显示,海上设施在其生命周期内的设计、建造和生产作业等各个阶段中发生的事故大多与人为错误和组织错误（HOE）有关联。在海洋工程领域,开展人员可靠性分析（HRA）的研究工作具有重要意义。根据海上作业的特殊性及轮班制度的特点,推导出轮班风险的定量分析公式,据此计算出每个工作日轮班风险的相对大小,然后结合我国海上作业的实际情况,对影响轮班风险的可变因素进行了敏感性分析,为风险控制与管理提供参考。     

Combined Effects of Physical Demands and Shift Working on Low Back Disorders Among Nursing Personnel

The aim of this study was to investigate the synergistic effects of physical demands and shift working on low back disorders (LBDs) among nursing personnel. The study used 2 questionnaires: a self-administered questionnaire composed of parts of Nordic musculoskeletal questionnaire to assess LBDs and job content questionnaire to assess physical demands. The participants were divided into 4 groups: from group 1 (low physical demands day workers) to group 4 (high physical demands shift workers). In regression analysis, high physical demands were associated with the prevalence of LBDs independently (OR 4.4, 95% CI [2.40, 8.00] and p < .05), but there was no association between shift working and LBDs (p > .05). Odds ratio in high physical demands shift workers was 9.33 compared to the reference group (p < .001). Calculated synergistic index was 7.37. Simultaneous impacts of shift working and high physical demands may increase the prevalence of LBDs among nursing personnel.     

Simultaneous effect of shift work on blood pressure and lipid profile: a path analysis

The aim of this study was to assess the direct and indirect effects of shift work (SW) on the systolic blood pressure (SBP) and lipid profile of male workers. For this purpose, a cross-sectional study was conducted involving 6539 male workers of Esfahan Mobarakeh Steel Company. From all of the participants, 3065 (46.8%) were day workers and the remainder were shift workers. The results of path analysis revealed that the most effective variables on SBP were body mass index, fasting blood sugar, triglycerides and SW with a total effect of 0.241, 0.095, 0.064 and 0.056, respectively.     

Red light: A novel,non-pharmacological intervention to promote alertness in shift workers

Introduction: Night work requires inversion of the natural, diurnal human activity-rest cycle and is associated with decreased alertness and some measures of performance, reduced safety, adverse health effects, and chronic disruption of the melatonin cycle that has been associated with increased risk for several major diseases. Previous studies show that red light exposures at night can promote alertness and improve performance while not negatively affecting melatonin secretion. Method: This ongoing crossover, mixed (within- and between-subjects) design field study is testing the efficacy and acceptance of red light delivered to day-shift and night-shift workers using personal light glasses while they are at work. Each participant experienced three lighting interventions at the eyes: red light (50 lx, 630 nm, the treatment intervention), blue light (50 lx, 460 nm, the positive control intervention), and dim white light (10 lx, 3,000 K, the placebo control). During the interventions, participants underwent visual performance testing, submitted salivary melatonin and cortisol samples, and provided subjective reports of sleepiness, sleep disturbance, and general health over the 20-week protocol. Due to the ongoing nature of the study, only the performance and subjective reports are presented here. Results: Preliminary results indicate that response times were improved by the red and blue interventions, but not accuracy and hit rates. Blue light was associated with improvements to self-reported sleep disturbances compared to dim light. Conclusions: These field results partially support our laboratory results that showed a positive effect of red light for promoting alertness and certain performance outcomes during the day and at night. Practical Applications: Red light may be used to improve response times in shift workers. Continued research will elucidate the lighting interventions’ effects on melatonin and objective sleep measures (actigraphy).     

A compressed shift schedule: Dealing with some of the problems of shift-work

This study examines some of the psychological and behavioral effects of a 12-hour compressed shift schedule on coal miners in two organizations in Western Canada. It suggests that young, married compressed shift workers are more satisfied with their family relationship. They spend less of their leisure time with spouses when working shifts, and do not spend any more time with them on their days off. They have less time available for many leisure activities on their workdays. The extra time on days off is not reallocated to the leisure activities they were unable to do on their workdays. Some extra leisure time on days off may be spent on personal hobbies. There is no suggestion that the compressed shift schedule has any negative effect on the individual's health.     

How do organizational practices relate to perceived system safety effectiveness? Perceptions of safety climate and co-worker commitment to safety as workplace safety signals

Introduction: Integrating safety climate research with signaling theory, we propose that individual perceptions of safety climate signal the importance of safety in the organization. Specifically, we expect that three work-related organizational practices (training effectiveness, procedure effectiveness, and work pressure) relate to the broader risk control system in the workplace via individual perceptions of safety climate as a broad management signal. Further, we expect this broad management signal interacts with a local environmental signal (co-worker commitment to safety) to amplify or diminish perceived system safety effectiveness. Method: In a field study of oil and gas workers (N = 219; Study 1), we used mediation modeling to determine the relationships between work-related organizational practices, perceived safety climate, and perceived safety system effectiveness. In a field study of railway construction workers (N = 131; Study 2), we used moderated mediation modeling to explore the conditional role of co-worker commitment to safety. Results: We found that training effectiveness, procedure effectiveness, and work pressure predicted perceived system safety effectiveness indirectly via perceived safety climate (Studies 1 and 2) and that these indirect paths are influenced by co-worker commitment to safety (Study 2). Conclusions: Findings suggest that perceived safety climate is driven in part by work practices, and that perceived safety climate (from managers) and co-worker commitment to safety (from the local environment) interact to shape workplace safety system effectiveness. Practical applications: The insight that training, procedures, and work pressure are meaningful predictors of perceived safety climate as a signal suggests that organizations should be cognizant of the quality of work-related practices for safety. The insight we offer on the competing versus complimentary nature of managerial safety signals (perceived safety climate) and co-worker safety signals (co-worker commitment to safety) could also be used by safety personnel to develop safety interventions directed in both areas.     

Organization–environment adaptation: A macro‐level shift in modeling work distress and morale

We theorized that organization–environment adaptation, the interaction between external demands and personnel resources, predicts distress and morale. We tested this hypothesis in 29 stations within one state police department, and combined three data sources. We measured environmental demands for policing via census data pertaining to the station precinct (e.g., per cent unemployed; per cent in public housing). We assessed resources via personnel numbers within stations. Outcomes were employee's perceptions of staff distress and morale at the station (N = 247), assessed twice, 14 months apart. Using hierarchical linear modeling, we found that environmental demands predicted perceptions of workgroup distress and morale and that the relationships were moderated by personnel resources. For distress, when resources were low, demands were positively associated with distress; when resources were high, demands were negatively associated with distress. For morale, when resources were high, demands were positively associated with morale; there was no relationship when resources were low. Results show that aversive and pleasurable reactions at work may be traced to how resources are employed to manage external demands. Results support a macro‐level shift in modeling distress and morale, incorporating external demands, and strategic management decisions regarding personnel resourcing. Our research suggests that rather than being a result of individual failure to adapt, compromised work ability may result from an organizational failure to adapt to the environmental context. Copyright © 2012 John Wiley & Sons, Ltd.     

Putting first things first: Outcome and process focus in knowledge work teams

This paper presents a new perspective on the management of outcomes and processes in a knowledge team's work. Knowledge teams frequently face complex, open‐ended tasks for which the a priori specification of goals and work processes is not possible. Such teams must define these work elements themselves; emphasizing one over the other can lead a team to become either outcome‐or process‐focused, with implications for the level at which they identify their activities and the flexibility with which they conduct work. A survey study of student teams and a field study of organizational teams test the effects of outcome versus process focus on performance. Consistent with prior findings, the first study demonstrates that outcome focus is positively related to performance on complex, open‐ended tasks and that team members' level of action identification mediates the effects of outcome and process focus on performance. Action research conducted as part of the second study demonstrates the importance of early events in a team's life cycle and the challenge for managers who hope to influence their teams to have a greater degree of focus on outcomes over process. Copyright © 2009 John Wiley & Sons, Ltd.     

Work values: Development of a new three-dimensional structure based on confirmatory smallest space analysis

We tested the psychological structure of the work values ratings of 119,167 Canadian workers using confirmatory smallest space analysis (SSA). Contrary to our hypotheses, the SSA did not support a two-dimensional radex structure, but suggested a three-dimensional cylindrex structure composed of three facets: (a) A modality facet comprised of four types of work values (cognitive, instrumental, social, and prestige) forming angular sectors of a circle; (b) a growth-orientation facet with growth-related work aspects located closest to the center of the circle and context-related work aspects located in the peripheral ring; and (c) a level of focus facet that divided the overall cylindrical structure into three separate vertical levels (individual, job/organizational, and societal). The findings extend the theory of work values by providing a richer typology of work values and a more complete picture of the complex structure of their inter-relations. Copyright © 2009 John Wiley & Sons, Ltd.     

组织支持感对建筑业农民工不安全行为的影响*

为对建筑业农民工的不安全行为进行科学有效的管理，探讨组织支持感、自我效能感与建筑业农民工不安全行为之间的关系，防止因建筑业农民工不安全行为造成的不安全事件发生，从组织行为学和计划行为学视角出发，以218名一线建筑业农民工为研究对象，通过构建结构方程模型进行实证分析。结果表明:组织支持感的3个维度均可直接对建筑业农民工的不安全行为产生负向显著影响，其中关心利益维度影响最大，工作支持维度次之；建筑业农民工的自我效能感在其组织支持感与不安全行为的负向关系中起到中介作用。     

Assessment of energy balance against the nutritional status of women carriers in the brickfields of West Bengal

The Indian brick industry is an unorganized sector in which large numbers of migrant women workers are employed. A survey was conducted on 62 women workers working in different brickfields of West Bengal to assess their physiological workload, nutritional profile, total energy expenditure and energy balance. Energy intake was calculated using physiological fuel values of carbohydrate, fat and protein. From the results it is seen that 13% of the sample population falls under severe (grade III) chronic energy deficiency. The average daily consumption of the workers was comparatively lower than their daily energy expenditure, considering the nature of the job which falls under heavy to extremely heavy categories. This negative energy balance is effectively observed in the nutritional anthropometry data. Thus, an immediate ergonomics intervention with better nutrition should be implemented to improve the health status of the workers so they can safely continue to work for a longer period.     

Negotiating a flexible work arrangement: How women navigate the influence of power and organizational context

Prior work‐life research has highlighted that while organizations may be introducing more work‐life policies, organizational members are not necessarily using these policies. Empirical research is needed that focuses on the individual and provides insight into who is taking advantage of these policies and how they go about negotiating access. In this study, we explore this issue as we investigate the behavioral dynamics that underlie women's experiences negotiating a flexible work arrangement. Focusing on the individual, we examine the influence that perceptions of power and organizational work‐life support have on flexible work arrangement negotiations. The results of our research indicate that both macro level factors such as perceived work life support and micro level factors such as perceptions of power affect both the process and outcomes of these negotiations. We explore the implications these findings have for work‐life and negotiation research. Copyright © 2011 John Wiley & Sons, Ltd.     

Safety in construction – a comprehensive description of the characteristics of high safety standards in construction work, from the combined perspective of supervisors and experienced workers

Introduction

The often applied engineering approach to safety management in the construction industry needs to be supplemented by organizational measures and measures based on how people conceive and react to their social environment. This requires in-depth knowledge of the broad preconditions for high safety standards in construction. The aim of the study was to comprehensively describe the preconditions and components of high safety standards in the construction industry from the perspective of both experienced construction workers and first-line managers.

Method

Five worker safety representatives and 19 first-line managers were interviewed, all strategically selected from within a large Swedish construction project. Phenomenographic methodology was used for data acquisition and analysis and to categorize the information. Nine informants verified the results.

Results

The study identified four main categories of work safety preconditions and components: (1) Project characteristics and nature of the work, which set the limits of safety management; (2) Organization and structures, with the subcategories planning, work roles, procedures, and resources; (3) Collective values, norms, and behaviors, with the subcategories climate and culture, and interaction and cooperation; and (4) Individual competence and attitudes, with the subcategories knowledge, ability and experience, and individual attitudes.

Discussion

The results comprehensively describe high safety standards in construction, incorporating organizational, group, individual, and technical aspects. High-quality interaction between different organizational functions and hierarchical levels stood out as important aspects of safety. The results are discussed in relation to previous research into safety and into the social-psychological preconditions for other desired outcomes in occupational settings.

Impact on Industry

The results can guide construction companies in planning and executing construction projects to a high safety standard.     

Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health

Psychosocial safety climate is an emerging construct that refers to shared perceptions regarding policies, practices, and procedures for the protection of worker psychological health and safety. The purpose of the research was to: (1) demonstrate that psychosocial safety climate is a construct distinct from related climate measures (i.e., physical safety climate, team psychological safety, and perceived organizational support); and (2) test the proposition that organizational psychosocial safety climate determines work conditions (i.e., job demands) and subsequently worker psychological health. We used samples from two different cultures; an Australian sample (N = 126 workers in 16 teams within a primary health care organization) and a Malaysian sample (N = 180 workers in 31 teams from different organizations and diverse industries). In both samples confirmatory factor analysis verified that psychosocial safety climate is a construct distinct from related climate measures. Using hierarchical linear modeling, psychosocial safety climate was superior to other team level climate measures in its negative relationship to both job demands and psychological health problems. Results supported a mediation process, psychosocial safety climate → job demands → psychological health problems, corroborating psychosocial safety climate as a preeminent stress risk factor, and an efficient target for intervention. We found both physical and psychosocial safety climates were stronger in the Australian, compared with the Malaysian work context. Levels of psychosocial safety climate were significantly lower than those of physical safety climate in both countries indicating a ‘universal’ lack of attention to workplace psychological health.     

Little things that count: A call for organizational research on microbusinesses

The purpose of this Incubator is to encourage organizational researchers to attend to the most common type of business in the United States—the microbusiness. After defining and describing these businesses, we propose research questions on defining and managing performance, organizational citizenship, and work–family conflict in this novel business setting. Copyright © 2017 John Wiley & Sons, Ltd.     

Attracting retirees to apply: desired organizational characteristics of bridge employment

This research examined the impact of three organizational policies on applicant attraction of 120 older workers with an interest in bridge employment (i.e., work after formal retirement). Using a mock newspaper ad to manipulate policies, scheduling flexibility, and a targeted equal employment opportunity (EEO) statement positively influenced older workers' attraction to the organization, while opportunities to transfer knowledge had little impact. A significant and positive three‐way interaction suggested that older workers are sensitive to the strength of the overall message such that the effects of all three policies when seen together were greater than the sum of their individual effects. Copyright © 2005 John Wiley & Sons, Ltd.