Work environment and the well-being of clerical and VDT workers

This paper explores the relationships between extent of video display terminal usage, perceptions of the physical work environment, task characteristics, and workers' health and well-being among a group of 1032 female office clerical workers. Data are drawn from responses to a 30-minute questionnaire administered at four employment sites during 1981 and 1982. All-day terminal users reported significantly higher levels of job and physical environment stressors than part-day VDT users, typists and non machine-interactive clerical workers. Reports of musculo-skeletal strain and dissatisfaction were also highest among all day terminal users. Part-day VDT users, typists and clerks all reported relatively similar levels of job and physical working conditions, health symptoms and job satisfaction. No significant differences between any of the groups were observed for gastrointestinal, respiratory, psychological and other non-specific health complaints. Typists and clerical workers who also held supervisory positions reported fewer stressors and greater job satisfaction than workers with no supervisory tasks; however there were no such differences between supervisors and non-supervisors engaged in all-day VDT work. Implications of these findings for further research and for job redesign strategies to alleviate the potentially stressful aspects of office automation are discussed.     

关于生产经营单位主要负责人、安全生产管理人员及其他从业人员安全生产培训考核工作的意见

安监管人〔2 0 0 2〕1 2 3号各省、自治区、直辖市及新疆生产建设兵团安全生产监督管理部门 ,各煤矿安全监察局及北京、新疆生产建设兵团煤矿监察办事处 :　　为规范生产经营单位主要负责人、安全生产管理人员及其他从业人员的安全生产培训、考核及安全资格认证工作 ,提高生产经营单位主要负责人、安全生产管理人员及其他从业人员的安全生产素质 ,促进安全生产 ,依据《安全生产法》的有关规定 ,现就生产经营单位主要负责人、安全生产管理人员及其他从业人员的安全生产培训考核工作提出如下意见 :　　一、生产经营单位主要负责人、安全生产管…     

The structure of work values: A cross cultural comparison

Several years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double-ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system - performance contingency — reward, resource. In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values suggested.     

Human reliability analysis: A critique and review for managers

In running our increasingly complex business systems, formal risk analyses and risk management techniques are becoming more important part to managers: all managers, not just those charged with risk management. It is also becoming apparent that human behaviour is often a root or significant contributing cause of system failure. This latter observation is not novel; for more than 30 years it has been recognised that the role of human operations in safety critical systems is so important that they should be explicitly modelled as part of the risk assessment of plant operations. This has led to the development of a range of methods under the general heading of human reliability analysis (HRA) to account for the effects of human error in risk and reliability analysis. The modelling approaches used in HRA, however, tend to be focussed on easily describable sequential, generally low-level tasks, which are not the main source of systemic errors. Moreover, they focus on errors rather than the effects of all forms of human behaviour. In this paper we review and discuss HRA methodologies, arguing that there is a need for considerable further research and development before they meet the needs of modern risk and reliability analyses and are able to provide managers with the guidance they need to manage complex systems safely. We provide some suggestions for how work in this area should develop. But above all we seek to make the management community fully aware of assumptions implicit in human reliability analysis and its limitations.     

A multivariate test of the job characteristics theory of work motivation

This paper reports the results of a multivariate test of the Job Characteristics Theory of Work Motivation using data from employees of a state agency in the United States. A canonical correlation analysis was done first to determine whether there was a statistically significant multivariate relationship among the variables. A hierarchical multiple regression analysis was then done to test main effects and interactions. The results of the study were mostly supportive of predictions from the theory. The interactions with Growth Need Strength were different in form for low and high GNS people. The implications of the results for both the theory and job redesign practice are discussed.     

Demographic similarity to the work group: A longitudinal study of managers at the early career stage

A sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full-time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyle.     

Work-home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction at work

Using structural equation modeling, this paper compares a more traditional, unmediated model of work-based role stress and its consequences on job satisfaction and burnout to two models in which the role stress-affective work outcome relationship is mediated (partially and completely) by work-home conflict across two samples of public sector professionals: engineers and nurses. The findings indicate that a model in which role conflict and overload have both direct and indirect effects—via work-home conflict—on job burnout and satisfaction (‘Partial Mediation’ model) achieves a better overall ‘fit’ than two alternative models. Furthermore, the findings suggest that while the two groups perceive many aspects of the work-home relationship differently, for both groups, work-based role conflict is an important antecedent of work-home conflict, and increased burnout an important direct consequence of work-home conflict. Finally, on the basis of the findings, the authors conclude that perspectives which view the work and non-work realms as independent must be reconsidered, and that the nature of the work-home relationship may, to a great extent, be contingent upon the way different occupational groups perceive their work situations.     

Reactions to physically dangerous work: A conceptual and empirical analysis

This study addressed some conceptual issues central to understanding human reactions to dangerous settings and empirically explored the meaning of physically dangerous work in three different occupational groups (street patrol officers, n=96; investigators, n=21; and clerical and support service workers, n=60) practicing in the same organizational setting (city police department). Objective hazards, estimated with occupational risk statistics, explained 56 per cent of the variation in experienced physical danger which, in turn, significantly heightened emotional exhaustion, dissatisfaction with pay, and disaffection from the employing organization, in the street patrol officer group only, perceived physical danger significantly correlated with task variety, task significance and feedback. The data are interpreted to mean that for street patrol officers, experienced physical danger adds a modicum of enrichment and significance to the work itself. One theme of the analysis is that potentially stigmatic features of the work can be transformed into socially meaningful illusions that enhance the personal dignity of the performer (cf. Hughes, 1958). However, the dominant theme is that physically dangerous work produces fear and related affective distress. Further research on this topic is recommended because of the affective and behavioral consequences of perceived physical danger and also because definitions and meanings of dangerous work are socially, politically and morally important.     

谈工伤职工的合法权益

就国家有关法律、劳动法规及劳动规章 ,阐述了工伤的保险待遇、工伤认定、工伤评残的合法权益及工伤保险待遇的请求与给付     

Impact of work boots and load carriage on the gait of oil rig workers

Effects of work boots and load carriage (6.4?kg and 12.8?kg) on gait pattern were investigated. The protective work boots were examined by comparison with running shoes through human performance tests with 15 male participants. The loads were carried symmetrically and asymmetrically on the shoulder and hand. Statistical data analysis showed a prolonged stance phase and decreased double support for work boots. A significantly increased ground reaction force was found in work boot conditions as the weight of loads increases. This study demonstrates that inflexible and heavy work boots restrict foot movement and require greater torque at the ankle to propel the body forward, which may increase physical strain and the risk of musculoskeletal injuries. Development of improved fixation methods for work boots, increased use of flexible protective layers and further study of anthropometry of human foot morphology for improved safety and work efficiency of industry workers are suggested.     

Stressful work characteristics,health indicators and work behavior: the case of machine operators

This article shows the results of research on psychosocial risks for a group of machine and plant operators (n?=?1014) from the construction, chemical, energy, mining, metal and food industries in Poland. The Psychosocial Risk Scale designed in Nofer Institute of Occupational Medicine (NIOM) by Moscicka-Teske and Potocka was used to indicate the occurrence of general and specific occupational stressors and the level of their stressfulness. The results revealed that the studied machine and plant operators experience job context stress – related to working environment features concerning work organization – more frequently than job content stressors – related to the type of tasks they perform. Moreover, a correlation analysis between work features and the health and occupational functioning of the respondents revealed significant but weak relationships between the variables (from ?0.08 to ?0.23). Comparative analysis revealed the differences between the studied sectors. Such a comparison makes it possible to set goals for each sector and to attempt to improve the distinctive areas.     

林业安全生产工作改革20年回顾

1　概　述　　林业安全生产是关系到国家和林业职工生命财产安全和林区社会稳定的大事 ,是保护和发展生产力 ,保证林业经济建设稳步发展的基本条件。　　林业产业是我国国民经济体系中一个重要的基础产业部门。统计资料表明 ,1998年林业拥有国有工业企业 4 977家 ,国企职工总数达 119.16万人 ,其中木材采运企业 132 8家 ,职工为 86.2 3万人 ,占职工总人数的 72 .4 % ,其他为木材加工 (包括三板生产 )、林产化学工业、机械制造及修理、电力和建筑等企业。　　 1978年我国实行改革开放政策以后 ,林业经济建设步伐加快 ,与此同时 ,为了给林业生…     

A path analysis model for explaining unsafe behavior in workplaces: the effect of perceived work pressure

Background. Unsafe behavior is closely related to occupational accidents. Work pressure is one the main factors affecting employees’ behavior. The aim of the present study was to provide a path analysis model for explaining how work pressure affects safety behavior. Methods. Using a self-administered questionnaire, six variables supposed to affect safety employees’ behavior were measured. The path analysis model was constructed based on several hypotheses. The goodness of fit of the model was assessed using both absolute and comparative fit indices. Results. Work pressure was determined not to influence safety behavior directly. However, it negatively influenced other variables. Group attitude and personal attitude toward safety were the main factors mediating the effect of work pressure on safety behavior. Among the variables investigated in the present study, group attitude, personal attitude and work pressure had the strongest effects on safety behavior. Conclusion. Managers should consider that in order to improve employees’ safety behavior, work pressure should be reduced to a reasonable level, and concurrently a supportive environment, which ensures a positive group attitude toward safety, should be provided. Replication of the study is recommended.     

J-value analysis of different regulatory limits for workers and the public

The J-value technique allows an objective determination to be made of the resources that should be applied cost effectively to improve heath and safety. This is essential if capabilities are to be employed optimally and risks reduced in a way that reflects their severity. Although other considerations such as good practice and socio-political influences may affect a final decision on the resources to be sanctioned, the incorporation of these additional factors should be made transparent if the decision is no longer to be based on cost effectiveness. The J-value provides an objective criterion by which to judge when “reasonable practicability” has been achieved in committing resources for safety improvement, which is the legal requirement under health and safety law in the UK.Moreover, the J-value methodology also allows other related issues to be addressed objectively. Regulatory bodies apply different limits for workers and the general public, with higher risks being permitted for workers. Although a factor of about 10 has been used in several contexts, no objective rationale has been developed for this particular figure until now. However, it is shown that application of the J-value analysis can provide a justification for a ratio of workers’ risk to public risk of approximately this size if certain reasonable assumptions are made. Thus the paper provides the first quantitative explanation for the different levels of protection demanded by regulators nationally and internationally for workers and public.     

Protestant work ethic,work involvement and the psychological impact of unemployment

This study is an attempt to replicate and extend recent findings concerning the moderating effect of employment commitment on the psychological impact of unemployment. It was carried out in a highly educated population and employed Protestant work ethic endorsement (PWE) and work involvement (WINV) as indicators of commitment to work. Evidence was collected by questionnaires from 432 individuals who had been unemployed and again, six months later, from most of the same individuals. Cross-sectional and longitudinal analysis shows that individuals with high WINV were likely to suffer more from unemployment and to gain more from finding employment than low work-involved individuals. PWE, on the other hand, did not moderate the relationship between employment status and psychological state.     

工作-家庭冲突与建筑工人不安全行为:一个被调节的链式中介模型

为探究工作-家庭冲突对建筑工人不安全行为的作用机制,减少建筑业安全生产事故,以东北三省20家建筑施工企业工人为调查对象,基于结构方程模型进行了实证研究.结果表明:1)工作-家庭冲突、负性情绪、不安全行为呈现两两正相关关系,安全氛围与工作-家庭冲突、负性情绪、不安全行为均呈负相关关系;2)工作-家庭冲突对不安全行为有直接正向影响,并可通过3条路径间接影响不安全行为;3)组织支持感在工作-家庭冲突与负性情绪之间起负向调节作用.减少工作-家庭冲突的发生、缓解乃至消除负性情绪、提高员工间的安全氛围、加强个体的组织支持感能够有效降低建筑工人不安全行为发生的几率,减少安全事故.