Emerging Evidence Alert

October 2017

Good work is good for health and wellbeing

Comcare’s work is centered on the ever increasing evidence that good work, in general, is good for health and wellbeing. Particularly that participation in work as part of recovery is good for people.

The emerging evidence alert

This Emerging Evidence Alert includes the latest news and evidence on the health benefits of work, recovery at and return to work, as well as a WHS issues to keep people healthy and safe in work.

We encourage employers to share their approaches and good practice in the emerging evidence alert.

Where possible, links to the full text of the articles have been included. The Digital Object Identifier (DOI) has also been included where possible, to enable direct links to the article and journal. Where some records are linked to subscription databases, check with your library to see if you have access or may ask for an interlibrary loan. Registered National Library of Australia users have access to a number of databases and resources.

Virtual office This week Comcare has launched the redesigned Virtual Office web-based risk management tool designed to help identify hazards and control risks in the office environment. Virtual Office uses a cross section of typical rooms found in an office environment and where appropriate, provides links to relevant publications, guidance material and legislation. The rooms within the Virtual Office contain objects and information about many of the associated hazards and harms that those objects could potentially create.

What are the new and improved features?

The new Virtual Office is very different to previous versions with features including:

an illustrated design to keep up to date with technological change

bold colouring to draw visual attention to areas of importance

new icons to represent harms and hazards

mobile friendly design compatible with several platforms

information targeted to workers and employers.

An additional feature of the re-designed Virtual Office is the ability to look at the hazards associated with a particular work role.

How can you use Virtual Office?

The Virtual Office should be used as a key resource and educational tool within your workplace. It is designed to assist your organisation in:

developing and reviewing your health and safety policies

inducting new workers into the risk identification process specific to your workplace

developing practical solutions for applying the risk management principles of the Work Health and Safety Code of Practice 2011 (Cth) – How to Manage Work Health and Safety Risks

preparing for specific guidance on common objects or hazards found in the workplace.

The re-designed Virtual Office is the first stage in a process of creating a range of virtual workplaces that identify many of the risks associated with work environments in our jurisdiction.

Download the Virtual Office fact sheet to share with your colleagues.

Emerging Evidence Topics

Absenteeism and presenteeism

Ageing workforce

Asbestos and mesothelioma

Chronic health issues

Disability

Ergonomics

Health and wellbeing

Management and leadership

Musculoskeletal issues

Occupational issues

Psychosocial issues

Public health

Return to work

Shift work

Vocational rehabilitation

Work compensation

Work health and safety

Work stress

HOT TOPIC

Title Productivity Commission report Shifting the dial: 5 year productivity review

Source Productivity Commission 2017 Report no 84

Abstract A look out across the landscape of factors and influences that may affect Australia's economic performance over the medium term, in order to offer advice on where our priorities should lie if we are to enhance national welfare

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ABSENTEEISM AND PRESENTEEISM

Title The association of employee engagement at work with health risks and presenteeism

Author/s Burton, W et al

Source Journal of occupational & environmental medicine October 2017 59 10 988–992 doi: 10.1097/JOM.0000000000001108

Abstract

Introduction: Employee engagement is a key factor in work performance and employee retention. The current study seeks to examine the relationship between employee engagement and health risks and productivity. Methods: In 2012, employees of a global financial services corporation participated in a health risk appraisal (HRA) which measured employee engagement, health risks, and on-the-job productivity loss (presenteeism). Three engagement categories were created.

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Results: The highest engaged employees had significantly fewer health risk factors (69.7% overall low-risk status; 1.91 average health risks) and significantly less presenteeism (7.7%) than the mid engagement (67.9% low-risk, 1.98 risks, 9.2% presenteeism) and worst engagement (55.0% low-risk, 2.53 risks, 14.0% presenteeism) groups. Conclusions: Work engagement appears to be good for both the organization and the individual. Organizations may wish to make use of strategies which increase employee engagement.

Title Associations between common diseases and work ability and sick leave among health care workers

Author/s Berg, Sophie; Burdorf, Alex; Robroek, Suzan

Source International archives of occupational & environmental health October 2017 90 7 685-693 9 DOI: 10.1007/s00420-017-1231-1.

Abstract Purpose: This study investigates whether common diseases, i.e., musculoskeletal diseases (MSD), cardiovascular diseases (CVD), mental disorders (MD), and respiratory diseases (RD), influence work ability and sick leave and whether lifestyle-related factors, and psychosocial and physical work-related factors are associated with low work ability and sick leave. Methods: In a

cross-sectional study among 8364 Dutch health care employees, self-reported information was acquired concerning common diseases, lifestyle-related factors, psychosocial and physical work-related factors, work ability, and sick leave. Logistic regression analyses were performed to describe the associations between common diseases with low work ability and sick leave, and to evaluate differences in associations between lifestyle-related and work-related factors with low work ability and sick leave among healthy employees and employees with common diseases. Results: Employees with MD (OR 6.35), CVD (OR 2.63), MSD (OR 2.62), and RD (OR 2.11) had a higher risk of low work ability compared to healthy employees. Workers with common diseases also reported more often sick leave (ORs > 1.60), in particular long-term sick leave (>25 days). Multimorbidity increased both the occurrence of low work ability and sick leave. Unfavourable psychosocial work-related factors were associated with low work ability and sick leave regardless of health status. Physical work-related factors and lifestyle factors were less consistently associated with low work ability and sick leave. Conclusions: Common diseases, and foremost mental disorders, were related to both low work ability and sick leave. To maintain or improve work ability and prevent sick leave, interventions that promote a healthy psychosocial work environment are needed.

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Title Determinants of sickness absence and return to work among employees with common mental disorders: a scoping review

Author/s De Vries, H et al

Source Journal of occupational rehabilitation 1-25 doi:10.1007/s10926-017-9730-1

Abstract Purpose To present an overview of the existing evidence on prognostic factors of (recurrent) sickness absence (SA) and return to work (RTW) among workers with a common mental disorder (CMD). This scoping review provides information about determinants for SA and RTW, which could be used to develop better interventions aimed at the prevention of SA and

promotion of RTW among workers with a CMD. Methods Relevant articles were identified in PubMed, Embase, PsycINFO, PSYNDEX, and SINGLE up to October 2016. In order to be included, studies should provide insight into prognostic factors of SA or RTW of workers with a CMD. We classified all factors according to the domains of the International Classification of Functioning, Disability and Health. Results Our searches identified 2447 possible relevant articles, of which 71 were included for data extraction. There is consistent evidence in ≥3 studies that previous episodes of CMD, higher symptom severity, previous absenteeism, co-morbidity, high job demands, low job control, high job strain, female gender, lower educational level, smoking behavior, and low

perceived general health are predictors of SA in people with CMDs. Earlier RTW is consistently predicted by lower symptom severity, having no previous absenteeism, younger age, and positive expectations concerning sick-leave duration or RTW. Conclusions The amount of research on determinants for SA and RTW in workers with CMD has increased dramatically in recent years, although most studies are from the Netherlands and Scandinavia. There are some research gaps identified in this scoping review that need further attention in primary and secondary studies. Based on the summary of the evidence, we provide guidance for policy, practice and research.

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Title The effect of intelligent physical exercise training on sickness presenteeism and absenteeism among office workers

Author/s Justesen, Just Bendix et al

Source Journal of occupational & environmental medicine October 2017 59 10 942–948 doi: 10.1097/JOM.0000000000001101

Abstract

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Objective: The aim of this study was to investigate the effect of individually tailored intelligent physical exercise training (IPET) on presenteeism and absenteeism among office workers. Methods: In a 1-year randomized controlled trial (RCT), employees were allocated to a training group TG (N = 193) or control group CG (N = 194). TG received 1-hour high-intensity IPET once a week within working hours, and was recommended to perform 30 minutes of moderate-intensity physical activity (PA) 6 days a week during leisure-time. Results: An intention-to-treat analysis showed no effect on absenteeism, but a significant 4% increase in workability and 9% increase in general health in TG compared with CG. A per-protocol analysis [adherence of ≥70% (N = 89)] in addition showed a significant 6% increase in productivity and a 29% reduction in absenteeism compared with CG. Conclusion: IPET combined with recommendations of leisure-time PA significantly improved presenteeism and decreased absenteeism if following the protocol

Title Cumulative occupational mechanical exposures during working life and risk of sickness absence and disability pension: prospective cohort study

Author/s Sundstrup, E et al

Source Scandianvian journal of work environment & health 2017 43 5 415-425 doi:10.5271/sjweh.3663

Abstract

Objectives The aim of this study was to determine the prospective association of cumulative mechanical exposure during working life with health-related labor market outcomes. Methods This prospective cohort study combines data from 5076 older workers (age 49–63 years) from the Copenhagen Aging and Midlife Biobank with a job exposure matrix and a national register containing information on social transfer payment. By coding individual job histories from the Danish version of ISCO-codes (International Standard Classification of Occupations), we calculated cumulative occupational mechanical exposures from a JEM for ton-years (lifting 1000 kg each day in one year), lifting-years (lifting loads weighing ≥20 kg >10 times each day in one year), kneeling-years (kneeling for one hour each day in one year) and vibration-years (whole-body vibration for one hour each day in one year). Cox-regression analyses estimated the relative risk of register-based long-term sickness absence (LTSA) and disability pension with cumulative occupational mechanical exposures throughout working life. Analyses were censored for competing events and adjusted for multiple confounders. Results During the follow-up period, 970 persons (19.3%) had ≥1 episode of LTSA and 85 persons (1.7%) were granted a disability pension. Number of ton-, lifting- and kneeling-years showed an exposure–response association with increased risk of LTSA (P<0.0001). In addition, both long term [≥20 years; hazard ratio (HR) 1.76 95% CI 1.39–2.22] and short term (<10 years; HR 1.20 95% CI 1.02–1.41) exposure to kneeling work increased the risk of LTSA. Lifting-years, but not the other mechanical exposures, were associated with risk of disability pension (HR 1.75 95% CI 1.01–3.04).

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Conclusions Cumulative occupational mechanical exposures during working life – such as lifting and kneeling work – increased the risk of LTSA. Importantly, being exposed to lifting increased the risk of disability pension

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AGEING WORKFORCE

Title Sustainable employment: the importance of intrinsically valuable work and an age-supportive climate

Author/s Van Dam, Karen; van Vuuren, Tinka; Kemps, Sofie

Source International journal of human resource management October 2017 28 17 2449-2472. 24 3 4

Abstract The aging workforce emphasizes the importance of sustainable employment, that is the extent to which workers are able and willing to remain working now and in the future. This raises the question how organizations can design work contexts that contribute to sustainable employment. This study investigated the role of a intrinsically motivating job (intrinsic job value) and an age-supportive climate for three indicators of employees’ sustainable employment: employability, work engagement and affective commitment. The questionnaire was completed by 119 office employees (response 35%) of a Dutch public transport organization. A SEM analysis revealed that intrinsic job value was strongly and positively related with all three indicators of sustainable employment for employees of all ages. In contrast, an age-supportive climate was especially important for older employees’ work engagement and affective commitment. This study has implications for practice and for research of sustainable employment, HRM and aging.

Title The effect of age on fitness among female firefighters

Author/s Kirlin, LK et al

Source Occupational medicine 67 7 1 October 2017 528–533 DOI: 10.1093/occmed/kqx123

Abstract Background: The physical demands of firefighting require both cardiovascular and muscular fitness, which both decline with age. While much has been published on age-related changes among male firefighters (FFs), data on female FFs are lacking. Aims: To describe cardiorespiratory fitness (CRF) and muscular fitness in a sample of female career FFs ranging in age from 25 to 60 years and determine whether ageing affects their achievement of the current recommended professional CRF standards of 12 metabolic equivalents (METs). Methods: Data were collected on female FFs over an 11-year period. A cross-sectional analysis using one-way analysis of variance with Bonferroni post hoc comparisons was used to compare age groups. Results: There were 96 study participants. Maximum METs was significantly higher (P < 0.01) in the 25- to 34-year age group (14.6 ± 2.1) compared with the 35–44 age group (12.9 ± 2.0 METs) and the 45–54 age group (12.2 ± 1.8 METs, P < 0.001). While the mean values of all measured age groups met or exceeded the 12-MET profession standard, as many as one-third of FFs <45 years of age and 43% of FFs >45 years of age fell below the benchmark of 12 METs. Muscular fitness as measured by maximum number of push-ups, sit-ups and back endurance was not significantly different between age groups. Conclusions: Fire departments should recognize and take steps to ensure all female FFs maintain CRF and muscular fitness throughout their careers.

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Title Embracing the opportunities of an older workforce: identifying the age-based strategies for coping with emotional labor

Author/s Anderson, LB Morgan, M

Source Work, aging and retirement 3 4 1 October 2017 403–414 https://doi.org/10.1093/workar/waw039

Abstract The workforce is becoming more intergenerational as older adults work later in life, and this demographic reality has implications for organizations and employees alike. Although there are negative stereotypes that plague the older worker, there are also opportunities that coincide with an increasingly “gray” workforce. One such benefit is the improved ability to manage emotionally laborious situations, which is especially important in the current service economy, where the emotional experiences of customers are prioritized. However, little is known about the specific strategies people employ to cope with work that requires emotional regulation, such as nursing. With this gap in mind, we explored the age-based strategies that nurses in three age-groups (younger, middle-aged, and older adults) use to perform emotionally laborious tasks. Through semistructured interviews and abductive data analysis, we found that the strategies employed for dealing with emotional labor differed between the age-groups in terms of the level of acting expressed (e.g., deep and surface) as well as the confidants selected to discuss workplace emotions. There were also several common strategies that were enacted by nurses from all age-groups when confronted with emotionally taxing situations, including the use of religion, transcendence, and compartmentalization. Stemming from these findings are both theoretical and practical implications that further underscore the need to embrace the opportunities of an increasingly older workforce.

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Title Older and more engaged: the mediating role of age-linked resources on work engagement.

Author/s Kim, Najung; Kang, Seung-Wan.

Source Human resource management September 2017 56 5 731-746 16 DOI: 10.1002/hrm.21802

Abstract

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In the era of a graying workforce, individuals and their employers are concerned with the impact of the graying workforce on the level of engagement at work. Contrary to the myths about older workers being less engaged, statistics have shown that the level of engagement is higher as people age. Within the broad framework of conservation of resources theory in the area of work engagement, the current study aims to clarify how older workers are more engaged at work than younger workers. Building upon socioemotional selectivity theory and continuity theory from a life-span perspective, we explain how individuals gain more resources as they age, including the abilities to regulate emotion and to maintain a career identity. We argue that this positive relationship between age and resources explains why older people have high levels of work engagement. We tested our predictions with a sample of 613 workers in the United States. The study demonstrates that well-regulated emotion and strong commitment to career mediate the positive relationship between age and work engagement simultaneously. These findings contribute to the understanding of an aging workforce's engagement in the workplace. © 2016 Wiley Periodicals, Inc.

Title Sustainable employment: the importance of intrinsically valuable work and an age-supportive climate.

Author/s Van Dam, Karen; van Vuuren, Tinka; Kemps, Sofie

Source International journal of human resource management October 2017 28 17 2449-2472. 24 3 4 DOI: 10.1080/09585192.2015.1137607

Abstract The aging workforce emphasizes the importance of sustainable employment, that is the extent to which workers are able and willing to remain working now and in the future. This raises the

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question how organizations can design work contexts that contribute to sustainable employment. This study investigated the role of a intrinsically motivating job (intrinsic job value) and an age-supportive climate for three indicators of employees’ sustainable employment: employability, work engagement and affective commitment. The questionnaire was completed by 119 office employees (response 35%) of a Dutch public transport organization. A SEM analysis revealed that intrinsic job value was strongly and positively related with all three indicators of sustainable employment for employees of all ages. In contrast, an age-supportive climate was especially important for older employees’ work engagement and affective commitment. This study has implications for practice and for research of sustainable employment, HRM and aging.

Title Understanding older Canadian workers' perspectives on aging in the context of communication and knowledge transfer

Author/s De Blois, Sarah; Lagacé, Martine.

Source Canadian journal of communication 2017 42 4 631-644 14. DOI: 10.22230/cjc.2017v42n4a3071

Abstract Background The Canadian population is aging, as is the Canadian workforce, resulting in an increase in different generations working with one another. The current study aims at understanding, from the older worker's point of view, generational perceptions in the workplace, and further how such perceptions are linked with communication patterns as well as knowledge transfer. Analysis This study collected 167 responses from a survey of older workers. The questionnaire addressed variables under study such as intergenerational perceptions, and workplace communication and collaboration patterns. Conclusion and implications Results suggest that older workers perceived that their younger peers view them positively. Furthermore, older workers rely on accommodative communication patterns and favor knowledge transfer when interacting with younger colleagues.

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ASBESTOS AND MESOTHELIOMA

Title The economic burden of lung cancer and mesothelioma due to occupational and para-occupational asbestos exposure

Author/s Tompa, E et al

Source Occupational & environmental medicine 2017 74 11 http://dx.doi.org/10.1136/oemed-2016-104173

Abstract Objectives To estimate the economic burden of lung cancer and mesothelioma due to occupational and para-occupational asbestos exposure in Canada. Methods We estimate the lifetime cost of newly diagnosed lung cancer and mesothelioma cases associated with occupational and para-occupational asbestos exposure for calendar year 2011 based on the societal perspective. The key cost components considered are healthcare costs, productivity and output costs, and quality of life costs. Results There were 427 cases of newly diagnosed mesothelioma cases and 1904 lung cancer cases attributable to asbestos exposure in 2011 for a total of 2331 cases. Our estimate of the economic burden is $C831 million in direct and indirect costs for newly identified cases of mesothelioma and lung cancer and $C1.5 billion in quality of life costs based on a value of $C100 000 per quality-adjusted life year. This amounts to $C356 429 and $C652 369 per case, respectively. Conclusions The economic burden of lung cancer and mesothelioma associated with occupational and para-occupational asbestos exposure is substantial. The estimate identified is for 2331 newly diagnosed, occupational and para-occupational exposure cases in 2011, so it is only a portion of the burden of existing cases in that year. Our findings provide important

information for policy decision makers for priority setting, in particular the merits of banning the mining of asbestos and use of products containing asbestos in countries where they are still allowed and also the merits of asbestos removal in older buildings with asbestos insulation.

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Title Non-occupational exposure to asbestos and risk of pleural mesothelioma: review and meta-analysis

Author/s March, GM et al

Source Occupational & environmental medicine 2017 74 11 http://dx.doi.org/10.1136/oemed-2017-104383

Abstract Objective To conduct an updated literature review and meta-analysis of studies of pleural malignant mesothelioma (PMM) risk among persons exposed to asbestos non-occupationally (household and neighbourhood). Methods We performed a literature search for articles available in the National Center for Biotechnology Information’s PubMed database published between 1967 and 2016. Meta-analyses were conducted to calculate pooled PMM risk estimates, stratifying for household or neighbourhood exposure to asbestos and/or predominant asbestos fibre type (chrysotile, amphibole or mixed). Results Eighteen studies in 12 countries comprising 665 cases met the meta-analysis inclusion criteria. We identified 13 estimates of PMM risk from neighbourhood exposures, 10 from household and one from mixed exposure, and combined the estimates using random-effects models. The overall meta-relative risk (meta-RR) was 5.9 (95% CI 4.4 to 8.7). The meta-RRs for household and neighbourhood exposures were 5.4 (95% CI 2.6 to 11.2) and 6.9 (95% CI 4.2 to 11.4), respectively. We observed trends in risk in relation to fibre type for both household and neighbourhood studies. For chrysotile, mixed and amphibole fibres, respectively, meta-RRs for neighbourhood studies were 3.8 (95% CI 0.4 to 38.4), 8.4 (95% CI 4.7 to 14.9) and 21.1 (95% CI 5.3 to 84.5) and meta-RRs for household studies were 4.0 (95% CI 0.8 to 18.8), 5.3 (95% CI 1.9 to 15.0) and 21.1 (95% CI 2.8 to 156.0). Conclusions PMM risks from non-occupational asbestos exposure are consistent with the fibre-type potency response observed in occupational settings. By relating our findings to knowledge of exposure-response relationships in occupational settings, we can better evaluate PMM risks in communities with ambient asbestos exposures from industrial or other sources.

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Title Determinants of working until retirement compared to a transition to early retirement among older workers with and without chronic diseases: results from a Dutch prospective cohort study

Author/s Sewdas, R

Source Scandinavian journal of public health October 2017 DOI:10.1177/1403494817735223

Abstract Aim: The ageing society and recent policy changes may lead to an increase of older workers with chronic diseases in the workforce. To date, it is unclear whether workers with chronic diseases have specific needs while employed. The aim of this study is to explore the differences in determinants of working until retirement compared to a reference group who have transitioned to early retirement among workers with and without chronic diseases. Methods: Dutch workers aged 57–62 years (n = 2445) were selected from an existing prospective cohort study, ‘STREAM’. The potential determinants were categorized into: individual, health, work-related and social factors. Logistic regression analyses were performed to determine the associations between these determinants and working until retirement – once for workers with and once for those without chronic diseases. To test differences, we included an interaction term between the determinant and the covariate ‘having a chronic disease yes/no’ in the analyses of the total population.

Results: In total, 1652 (68%) persons were employed from 2011 to 2013. The majority of the determinants appeared to be similar for workers with or without a chronic disease; the interaction terms for these determinants and the covariate ‘having a chronic disease’ showed a p-value higher than 0.05, except for one individual factor (i.e. mastery) and one work-related factor (i.e. autonomy), which showed a p-value below 0.05. Higher mastery and higher autonomy were statistically significantly associated with working until retirement for those with chronic diseases, whereas they were not for those without chronic diseases. Conclusions: Differences between workers with and without chronic diseases may exist for working until a statutory retirement age. Interventions aimed at encouraging work participation of older workers should make a distinction between the two groups. Autonomy at work and mastery were found to be factors that may promote work participation until higher age, specifically for older workers with chronic diseases.

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CHRONIC HEALTH ISSUES

Title Efficiency of three treatment strategies on occupational and quality of life impairments for chronic low back pain patients: is the multidisciplinary approach the key feature to success?

Author/s Ronzi, Yoann et al

Source Clinical rehabilitation October 2017 31 10 1364-1373 10 1 2 DOI: 10.1177/0269215517691086

Abstract Objective: To compare the effectiveness of three treatment strategies for chronic low back pain with varying biomechanical intensity and multidisciplinary approach. Methods: A monocentric randomized controlled trial with a 12-months follow-up, conducted in the French Valley Loire region from May 2009 to April 2013. Participants were working-aged patients with chronic low back pain referred to a French chronic low back pain care-network to support medical and occupational issues. Three treatment strategies, each for five weeks were compared: (i) intensive and multidisciplinary program conducted in a rehabilitation center; (ii) less intensive outpatient program conducted by a trained private physiotherapist; (iii) mixed strategy combining the same outpatient program associated with a weekly multidisciplinary intervention. The effects of treatment conditions were compared using an "intention to treat" approach: Number of days' sick leave during the 12-months following treatment, and quality of life and social ability assessed by auto-questionnaires Results: A total of 159 patients (58.9% men, 41.5 ± 10.3 years old, median duration of sick leave = 221.0 days (127.5-319.0)) were included. Sick leave duration significantly decreased during the 12-months following treatment in the three groups. There was no significant difference for the evolution of participants' quality of life, social ability, and personal beliefs between the three groups. Conclusion: This study confirms that disparate treatments might show similar effectiveness because they could all work through concomitant changes in beliefs, attitudes, and coping mechanisms. The original mixed strategy can treat a larger number of chronic low back pain patients, at a lower cost and provide local community-based care.

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Title Long-term opioid therapy in Denmark: a disappointing journey

Author/s Birke, H et al

Source European journal of pain October 2017 21 9 1516-1527 DOI: 10.1002/ejp.1053

Abstract Background: Longitudinal population-based studies of long-term opioid therapy (L-TOT) in chronic non-cancer pain (CNCP) patients are sparse. Our study investigated incidence and

predictors for initiating L-TOT and changes in self-rated health, pain interference and physical activities in long-term opioid users. Methods Data were obtained from the national representative Danish Health and Morbidity Surveys and The Danish National Prescription Registry. Respondents with no dispensed opioids the year before the survey were followed from 2000 and from 2005 until the end of 2012 (n = 12,145). A nationally representative subsample of individuals (n = 2015) completed the self-administered questionnaire in both 2000 and 2013. Collected information included chronic pain (≥6 months), health behaviour, self-rated health, pain interference with work activities and physical activities. Long-term users were defined as those who were dispensed at least one opioid prescription in six separate months within a year. Results The incidence of L-TOT was substantially higher in CNCP patients at baseline than in others (9/1000 vs. 2/1000 person-years). Smoking behaviour and dispensed benzodiazepines were significantly associated with initiation of L-TOT in individuals with CNCP at baseline. During follow-up, L-TOT in CNCP patients increased the likelihood of negative changes in pain interference with work (OR 9.2; 95% CI 1.9–43.6) and in moderate activities (OR 3.7; 95% CI 1.1–12.6). The analysis of all individuals indicated a dose–response relationship between longer treatment duration and the risk of experiencing negative changes. Conclusions Individuals on L-TOT seemed not to achieve the key goals of opioid therapy: pain relief, improved quality of life and functional capacity

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Title What psychological and physical changes predict patients' attainment of personally meaningful goals six months following a CBT based pain management intervention

Author/s Oliver, Sarah; Fisher, Keren; Childs, Susan.

Source Disability & rehabilitation October 2017 39 22 2308-2314 7 DOI: 10.1080/09638288.2016.1226415

Abstract

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Purpose: To examine the influence of demographic measures, and changes in physical ability, pain, self-efficacy and emotional distress on Goal Attainment Scaling (GAS) scores, after a 15-day CBT based pain management programme. Method: Chronic pain patients (N=257) were referred; 225 (88%) completed the programme and were invited for follow up six months later. One hundred and sixty-two (63%), (mean age 47.7, 71% female) completed the reassessment procedures. GAS scores (which were also repeated at the end the programme), an 11-point Pain Numerical Rating Scale, Pain Self-Efficacy Questionnaire, Hospital Anxiety and Depression Scale, distance walked in 5 mins, number of sit/stand repetitions in 1 min and number of stairs climbed in 1 min were measured on the first day and six months following the programme. Results: At six months post discharge, changes in goal attainment, physical measures, pain intensity, depression and self-efficacy were observed. Hierarchical regression showed change in GAS was predicted by improvement in walking tolerance and self-efficacy. Conclusions: The achievement of personally important goals was most significantly associated with change in walking ability and self-efficacy, while controlling for the influence of change in pain.

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DISABILITY

Title An exploratory study of barriers to inclusion in the European workplace.

Author/s Moody, Louise et al

Source Disability & rehabilitation October 2017 39 21 2047-2054 8 DOI: 10.1080/09638288.2016.1217072

Abstract Background: The European Disability Strategy (2010–2020) seeks to significantly raise the

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proportion of people with disabilities working in the open labour market. The ERGO WORK project is a collaboration of academic and industrial partners in six European countries, focused on understanding and tackling barriers to workplace inclusion for workers with disabilities. Methods: This study sought to explore the perceptions and needs of stakeholders in terms of workplace adaptation to the needs of employees with disabilities. An exploratory online survey was completed by 480 participants across six countries. Results: The analysis suggests that workplaces could be further improved to meet the needs of employees with considerable scope for training within companies to raise awareness about employees’ needs, employers’ obligations and workplace adaptation. Conclusions: This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees. Implications for rehabilitation: This study suggests there is considerable scope for workplace adaptation and improvements to meet the needs of employees with disabilities .Employers need and want further specialist practitioner guidance to facilitate workplace inclusion and support adaptation to individual needs. Organisations would benefit from training to raise awareness about potential solutions and approaches that would support more widespread employment of people with disabilities.

Title Workplace accommodations for persons with physical disabilities: evidence synthesis of the peer-reviewed literature

Author/s Padkapayeva, Kathy et al

Source Disability & rehabilitation October 2017 39 21 2134-2147 14 DOI: 10.1080/09638288.2016.1224276

Abstract Purpose: To identify and synthesize research evidence on workplace accommodations used by employers to recruit, hire, retain, and promote persons with physical disabilities. Method: A structured search of six electronic journal databases was undertaken to identify peer-reviewed literature on the topic published from January 1990 to March 2016. Articles describing or evaluating workplace disability accommodation policies and practices were given a full-text review. Topic experts were contacted to identify additional studies. Results: Details on specific accommodations described in 117 articles were synthesized and organized into three groups comprised of a total of 12 categories. The majority of studies did not rigorously evaluate effectiveness or cost-effectiveness of the accommodations under study Conclusions: This evidence synthesis provides an overview of the peer-reviewed literature of value to occupational rehabilitation professionals and employers seeking guidance on workplace accommodation policies and practices for persons with physical disabilities. A wide range of accommodation options is available for addressing physical, social, and attitudinal barriers to successful employment. Besides physical/technological modifications, accommodations to enhance workplace flexibility and worker autonomy and strategies to promote workplace inclusion and integration are important. More comprehensive reporting and evaluations of the effectiveness of accommodations in research literature are needed to develop best practices for accommodating persons with disabilities. Implications for rehabilitation There is a substantial peer-reviewed literature that provides insights into the barriers for persons with physical disabilities and the workplace accommodation practices to address them, though rigorous evaluations of effectiveness and cost-effectiveness are uncommon Attitudinal and social barriers stemming from stereotypes, ignorance and lack of knowledge are as important as physical barriers to employment for persons with physical disabilities.In addition to physical/technological modifications, accommodations to enhance workplace flexibility and autonomy of a worker, as well as strategies to promote workplace inclusion and integration may facilitate successful employment of persons with physical disabilities.

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Title An exploratory study of barriers to inclusion in the European workplace

Author/s Moody, Louise et al

Source Disability & rehabilitation October 2017 39 21 2047-2054 8 DOI: 10.1080/09638288.2016.1217072

Abstract

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Background: The European Disability Strategy (2010–2020) seeks to significantly raise the proportion of people with disabilities working in the open labour market. The ERGO WORK project is a collaboration of academic and industrial partners in six European countries, focused on understanding and tackling barriers to workplace inclusion for workers with disabilities. Methods: This study sought to explore the perceptions and needs of stakeholders in terms of workplace adaptation to the needs of employees with disabilities. An exploratory online survey was completed by 480 participants across six countries. Results: The analysis suggests that workplaces could be further improved to meet the needs of employees with considerable scope for training within companies to raise awareness about employees’ needs, employers’ obligations and workplace adaptation. Conclusions: This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees. Implications for rehabilitation This study suggests there is considerable scope for workplace adaptation and improvements to meet the needs of employees with disabilities .Employers need and want further specialist practitioner guidance to facilitate workplace inclusion and support adaptation to individual needs .Organisations would benefit from training to raise awareness about potential solutions and approaches that would support more widespread employment of people with disabilities.

Title How would I live with a disability? expectations of bio-psychosocial consequences and assistive technology use

Author/s Parant, Aymeric; Schiano-Lomoriello, Sandrine; Marchan, Francis;

Source Disability & rehabilitation assistive technology October 2017 12 7 681-685 5 DOI: 10.1080/17483107.2016.1218555

Abstract Purpose:It is widely accepted that social dimensions are crucial when facing a disability. More specifically, a normative incentive to conceal one’s disability, which can lead to abandonment of assistive technology devices (ATD), is often reported. This study seeks to examine this norm. Method: The expected consequences of having a disability were measured using a sample of 549 able-bodied students from three groups. Results: The results showed that the expected consequences of having a disability and therefore the descriptive norms associated with disability were less negative for the participants who were familiar with disability, but higher for sports students. Furthermore, the relation between objective and subjective consequences (having a disability and feeling disabled, respectively) and public and private use of ATD were modelled. The model shows that both higher objective and lower subjective consequences were linked to higher ATD use in public and, indirectly, in private. Conclusion: The present study contributes to the literature on the normative elements related to the use of ATD. Indeed, it shows that when a person makes his/her disability a part of him/herself, she/he is expected to hide it and therefore to avoid using ATD. However, this assessment proves to be context-dependent and calls for the implementation of handicap awareness programs. Implications for Rehabilitation If faced with a disability, expecting to feel disabled and expecting lower objective consequences are linked to lower ATD use. Expected ATD use in private seems to be related to ATD use in public but not to the expected consequences of the disability. Expectations and therefore social norms about having a disability are highly context-dependent which encourages the implementation of handicap awareness programs.

Title A multifactorial study on duration of temporary disabilities in Spain

Author/s González-Ramírez,César;Montanero-Fernández,Jesús; Peral-Pacheco, Diego

Source Archives of environmental & occupational health 2017 72 6 328-335. 8. DOI: 10.1080/19338244.2016.1246410

Abstract The extreme variability of temporary disability duration has a deep effect in public health. We tried to understand what factors duration of disability depends on. Through cohort study with data of temporary disabilities collected by Ibermutuamur from 2008 to 2012, we used statistical multivariate methods. The most reliable and convenient algorithm to predict duration was a categorical classification tree that distinguished between brief and long disabilities, taking into account both medical-biological and socioeconomic factors. The influence of socioeconomic factors in the disability process made numeric predictive models not accurate enough. Some of these socioeconomic factors were isolated and their influences were quantified. In particular, the one we named factor unemployment could explain a huge increase in duration for certain common diagnoses such as anxiety, low back pain, headache, and depression.

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Title Workplace accommodations for persons with physical disabilities: evidence synthesis of the peer-reviewed literature

Author/s Padkapayeva, Kathy et al

Source Disability & rehabilitation October 2017 39 21 2134-2147 14 DOI: 10.1080/09638288.2016.1224276

Abstract Purpose:To identify and synthesize research evidence on workplace accommodations used by employers to recruit, hire, retain, and promote persons with physical disabilities. Method:A structured search of six electronic journal databases was undertaken to identify peer-reviewed literature on the topic published from January 1990 to March 2016. Articles describing or evaluating workplace disability accommodation policies and practices were given a full-text review. Topic experts were contacted to identify additional studies. Results: Details on specific accommodations described in 117 articles were synthesized and organized into three groups comprised of a total of 12 categories. The majority of studies did not rigorously evaluate effectiveness or cost-effectiveness of the accommodations under study. Conclusions: This evidence synthesis provides an overview of the peer-reviewed literature of value to occupational rehabilitation professionals and employers seeking guidance on workplace accommodation policies and practices for persons with physical disabilities. A wide range of accommodation options is available for addressing physical, social, and attitudinal barriers to successful employment. Besides physical/technological modifications, accommodations to enhance workplace flexibility and worker autonomy and strategies to promote workplace inclusion and integration are important. More comprehensive reporting and evaluations of the effectiveness of accommodations in research literature are needed to develop best practices for accommodating persons with disabilities. Implications for rehabilitation There is a substantial peer-reviewed literature that provides insights into the barriers for persons with physical disabilities and the workplace accommodation practices to address them, though rigorous evaluations of effectiveness and cost-effectiveness are uncommon. Attitudinal and social barriers stemming from stereotypes, ignorance and lack of knowledge are as important as physical barriers to employment for persons with physical disabilities. In addition to physical/technological modifications, accommodations to enhance workplace flexibility and autonomy of a worker, as well as strategies to promote workplace inclusion and integration may facilitate successful employment of persons with physical disabilities.

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Title Work-related biomechanical exposure and job strain in midlife separately and jointly predict disability after 28 years: a Finnish longitudinal study

Author/s Prakash, KC et al

Source Scandinavian journal of work, environment and health 2017 43 5 405-414 doi:10.5271/sjweh.3656

Abstract Objectives We investigated whether the extent of biomechanical exposures and job strain in midlife separately and jointly predict disability in old age. Methods Participants of the Finnish Longitudinal Study on Aging Municipal Employees (FLAME) in 1981 (aged 44–58 years) responded to disability questionnaires in 2009 (1850 women and 1082 men). Difficulties in performing five activities of daily living (ADL) and seven instrumental ADL (IADL) were used to assess severity of disability (score range: 0–12, 0=no disability). Information on biomechanical exposures and job strain was collected by questionnaire at baseline. Adjusted prevalence proportion ratios (PR) and 95% confidence intervals (95% CI) were modelled using mixed negative binomial regression with robust variance. The joint effect of two exposures was quantified using the concept of relative excessive risk due to interaction (RERI). Results The overall prevalence of disability (score: 1–12) was 46.7% (women: 41%; men: 57%). Compared to low-level exposures in an adjusted model, the PR of high baseline biomechanical exposures for each one unit increase in the disability score was 1.31 (95% CI 1.10–1.55) and PR of high job strain was 1.71 (95% CI 1.26–2.32). Associations were rather similar in gender-stratified analyses. Furthermore, the joint effect (high strain/high biomechanical) was multiplicative (women: PR 1.32, 95% CI 1.21–1.45; men: PR 1.27, 95% CI 1.13–1.44), but no additive effect was observed when fully adjusted. Conclusion High biomechanical exposure and job strain in midlife were strongly associated with the severity of disability in later life. The workplace could serve as arena for preventive interventions regarding disability in old age.

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ERGONOMICS

Title A cluster RCT to reduce workers’ sitting time: impact on cardiometabolic biomarkers

Author/s Janz, Kathleen F

Source Medicine & science in sports & exercise October 2017 49 10 2071-2077

Abstract Purpose: To evaluate the initial and long-term impacts on cardiometabolic health indicators of the Stand Up Victoria intervention—a 12-month, multicomponent workplace-delivered intervention that successfully reduced overall sitting time, primarily by increasing standing time. Methods: Office worksites (≥1 km apart) from a single organization were cluster randomized to intervention (n = 7) or control (n = 7). Participants were 136 intervention and 95 control desk-based workers (5–39 per worksite; 68% women; mean ± SD age = 45.6 ± 9.4 yr). Outcomes, assessed at baseline (0 months), 3, and 12 months, were 14 individual biomarkers of body composition, blood pressure, glucose metabolism, lipid metabolism, and a composite overall cardiometabolic risk score. Intervention effects were assessed by linear mixed models, accounting for repeated measures and clustering, baseline values, and potential confounders. Missing data were multiply imputed. Significance was set at P < 0.05, two-tailed. Results: No significant intervention effects were observed at 3 months. Significant effects, favoring intervention, were observed at 12 months for fasting glucose (−0.34; 95% confidence interval [CI], −0.65 to −0.03; P = 0.028 mmol·L−1) and the overall cardiometabolic risk score (−0.11, 95% CI, −0.29 to −0.00; P = 0.046). Other intervention effects were typically weakly in favor of the intervention group, but were nonsignificant and estimated with wide CI. Conclusions: In “healthy” workers (not selected as having any specific health condition), a workplace intervention showed a small benefit for improving biomarkers of cardiometabolic risk, but only with 12 months of intervention and not for all biomarkers. Long-term facilitation of movement

and standing at work may be a useful approach to reducing cardiovascular disease risk in the working population. The potential benefits for workers at high risk for cardiovascular disease (e.g., with diabetes) may be even greater and merit investigation.

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Title Can a workplace 'sit less, move more' programme help Spanish office employees achieve physical activity targets?

Author/s Puig-Ribera, A et al

Source European journal of public health October 2017 27 5 926-928 3 DOI: 10.1093/eurpub/ckx104

Abstract We evaluated the impact of a workplace 'sit less, move more' programme (Walk@WorkSpain, W@WS, 19-week) on self-reported activity-related energy expenditure (AREE) in Spanish office employees (n = 264; 42 ± 10years; 171 female) randomly assigned to Intervention (IG; used W@WS; n = 129) or comparison groups (CGs; n = 135). A linear mixed model assessed changes in METs-min/wk of total, vigorous, moderate and light physical activity (IPAQ short form) between baseline and 2 months follow-up. Over the CG, IG significantly increased light intensity AREE (P = 0.027). W@WS secured sustained increases on AREE--but not on achieving PA recommendations--providing translational evidence that active living in office employees can be increased.

Title Finnish discourses of the stakeholders on development of the implementation of EU legislation concerned with occupational safety and health in computer work

Author/s Niskanen, Toivo; Lehtelä, Jouni.

Source International journal of occupational safety & ergonomics 2015 21 4 413-425. 14 DOI: 10.1080/10803548.2015.1086194

Abstract The overall research objective was to empirically develop the ideas around a system of occupational safety and health (OSH) practices in visual display unit (VDU) work, to describe their relationship with the OSH legislation and to explore how these best practices work to achieve positive results. The aim of the present study was to explore qualitative perceptions of the stakeholders (Finnish Employers' Associations, Employees Organizations and OSH Governmental Inspectorates) concerning the way that the OSH legislation on VDU work is being applied at work. Many stakeholders claim that technological advances require that in OSH the VDU legislation should be updated, especially that it should be clarified, e.g., when does the VDU worker have the right to obtain special eyeglasses needed for VDU work. Many stakeholders believe that additional guidelines concerning practical ergonomic arrangements in VDU work environment and eyeglasses of the VDU workers are needed. In VDU ergonomics, the co-operation between workplace and occupational health care professionals needs to be developed.

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HEALTH AND WELLBEING

Title Not extent of telecommuting, but job characteristics as proximal predictors of work-related well-being

Author/s Vander Elst, Tinne et al

Source Journal of occupational & environmental medicine October 2017 59 10 180–186 DOI: 10.1097/JOM.0000000000001132

Abstract Objectives: This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, and cognitive stress complaints), as well as to test whether job characteristics act as explanatory mechanisms underlying this relationship. Methods: A sample of 878 employees from an international telecommunication company with a long history of telecommuting participated in a survey on psychosocial risk factors and well-being at work. Mediation path analyses were conducted to test the hypotheses. Results: Social support from colleagues, participation in decision-making, task autonomy, and work-to-family conflict, but not extent of telecommuting, were directly related to work-related well-being. Extent of telecommuting was indirectly related to well-being via social support. Conclusion: Employers should invest in creating good work environments in general, among both telecommuters and no telecommuters.

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Title Adult learning theories: implications for online instruction

Author/s Arghode, Vishal; Brieger, Earl W.; McLean, Gary N

Source European journal of training & development 2017 41 7 593-609 17 DOI: 10.1108/EJTD-02-2017-0014

Abstract Purpose This paper analyzes critically four selected learning theories and their role in online instruction for adults. Design/methodology/approach A literature review was conducted to analyze the theories. Findings The theory comparison revealed that no single theory encompasses the entirety of online instruction for adult learning; each theory explains some portion of adult online learning; theories are contextual; and components of all theories can be utilized to improve online learning. Research limitations/implications Adult learning theories and their roles in shaping online learning and instruction deserve more attention. The study of adult learning theories, combined with in-depth analysis of psychological and human resource literature, will enable researchers to delve deeper into the subject. More qualitative studies are needed to explore further how instructors’ ability to utilize theoretical principles can improve online learning. Practical implications This manuscript offers practical advice to instructors and other practitioners for utilizing adult learning theories for instructional enhancement. Originality/value This literature review uniquely contributes to filling the gap in human resource development literature by examining selected adult learning theories, comparing them and extending the theories’ applicability and value in online instruction.

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Title Harmonising training and development across an industry: the case of Australian rail.

Author/s Short, Tom; Harris, Roger McL

Source European journal of training & development 2017 41 4 373-387 15 DOI: 10.1108/EJTD-06-2016-0037.

Abstract Purpose This paper aims to explore why harmonisation, given its potential, is so difficult to achieve. It analyses the issues and challenges in achieving harmonisation of training and development across an industry.Design/methodology/approach The approach was a meta-analysis of six research projects undertaken in the Australian rail industry. These projects varied in duration from 12-24 months. Between 2009 and 2013, rail employees in varying roles and levels of seniority, including middle managers, front-line supervisors, rail incident investigators, track workers and drivers, were interviewed (n = 176) and surveyed (n = 341).Findings The meta-analysis identified a range of characteristics associated with harmonisation. It uncovered three categories of harmonisation, seven types of risk modelled in a layered risk pyramid and analysed key structural, environmental and organisational barriers to harmonisation. The paper

concludes that harmonisation struggles to gain strategic significance and is hampered by operational pragmatism.Research limitations/implications There are few published papers examining harmonisation across companies or based on meta-analyses, especially qualitatively. Despite limitations of insufficient detail to allow close analysis, potentially variable quality data across projects from which to develop a meta-analysis and the danger of comparing apples with oranges, more attempts using this approach would be helpful in gaining nuanced insights into an industry.Practical implications Achieving industry harmonisation requires significant change in the mindset of executives. To enhance the chances of harmonisation, there is need for a strong national entity with overview of the entire industry, high-quality training and development resources and activities and cost-benefit analyses and active campaigns. A major outcome of this research is the risk pyramid, which can be used by managers as a strategic evaluation tool. By using such tools based on sound research, leaders can be equipped to make informed decisions and reduce downstream risks. Originality/value This research has value in extending the literature in two main ways: through examining the notion of harmonisation across an industry as distinct from within organisations that has been the focus of most studies and through using qualitative meta-analysis in a field dominated by quantitative approaches. It analyses the grey areas between rhetoric about its potential and difficulties in its achievement.

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Title Management coaching with performance templates to stimulate self-regulated learning

Author/s Lyons, Paul; Bandura, Randall P.

Source European journal of training & development 2017 41 6 508-518 11 DOI: 10.1108/EJTD-03-2017-0016.

Abstract Purpose Much has been written about self-regulated learning (SRL) (including mind-sets) in psychology and education, but little research is found in the HRD or training literature regarding the stimulation of this learning. This paper aims to present a practical training tool, performance templates (P-T), to demonstrate how a line manager may assist employees improve their problem-solving skills as well as stimulate SRL.Design/methodology/approach Presented are literature reviews and assessments of the areas of: line manager in coaching role, SRL theory and the phases of SRL in action. Following is a detailed explanation and demonstration of the P-T method. Finally, the efficacy of PT is examined and constraints are noted Findings Demonstrated in the paper is how a line manager may function as the key actor in assisting employees to become more effective self-regulating learners and problem-solvers. The method presented can stimulate employee motivation and help employees to internalize self-regulating learning processes. All of this should help employees become more growth-oriented, self-confident and goal-directed participants in organizational life.Originality/value Rather than simply discuss what SRL is about, this paper provides an effective tool, P-T, for use in the stimulation and direction of SLR. The use of the tool also helps organization participants to achieve progress on some current problems.

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Title The moderating role of non-controlling supervision and organizational learning culture on employee creativity

Author/s Jeong, Shinhee et al

Source European journal of training & development 2017 41 7 647-666 20 DOI: 10.1108/EJTD-03-2017-0025.

Abstract

Purpose By adopting a multilevel approach, this paper aims to examine the relationships among employee creativity and creative personality, domain expertise (i.e. individual-level factors), non-controlling supervision style and organizational learning culture (i.e. team-level factors). It also investigates the cross-level interactions between individual differences and organizational context influencing employee creativity. Design/methodology/approach Hierarchical linear modeling was performed to test the hypotheses using multisource data with 416 employees and their supervisors in 86 research and development teams

Findings This paper found that domain expertise and non-controlling supervision style are positively associated with employee creativity. Also, a positive moderating role of non-controlling supervision style was found in explaining the relationship between domain expertise and employee creativity. However, no significant relationship was found between creative personality and employee creativity, and there was no moderating effect of organizational learning culture. The paper discusses the theoretical implications of these findings and provides practical suggestions based on the findings. Originality/value This paper has begun to address the significant gap in the extant employee creativity literature and has departed from the common research practice of investigating creativity at a single level. It has expanded understanding of the antecedents of creativity with empirical evidence, as it revealed domain expertise and non-controlling supervision as influential factors. Further, domain expertise has generally positive effects on creative performance, whether non-controlling leadership is high or low. Additionally, this study brings an interesting insight in interpreting the contribution of organizational learning culture as measured by the Dimensions of Learning Organization Questionnaire to creativity and also affirms the importance of autonomy that increases intrinsic motivation and creativity. Another theoretical contribution of this study can be found from an intriguing contradiction in the literature that understands the role of expertise in creative performance. Moreover, the finding on non-controlling supervision supports the effectiveness of a freedom approach

Title The nature of peer coaching: definitions, goals, processes and outcomes

Author/s Hagen, Marcia S.; Bialek, Tani K.; Peterson, Shari L.

Source European journal of training & development 2017 41 6 540-558 19 DOI: 10.1108/EJTD-04-2017-0031

Abstract

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Purpose The purpose of this research is to create a definition of peer coaching using literature from various and disparate organizational and educational contexts. This research is intended to clarify what constitutes peer coaching overall, and guide the ever-growing practice of peer coaching. Design/methodology/approach This research uses a combination of inductive and deductive qualitative approaches through the implementation of qualitative content analysis (QDA). The research used a data reduction process with 87 existing scholarly articles in the area of peer coaching, in which the researchers focused on selected aspects of the data and followed the practice of staying close to manifest artifacts within the data Findings The results of the qualitative data analysis indicated that five themes emerged within the literature. Themes were as follows: program structure, purpose and goals of peer coaching, peer coaching processes and mechanisms in which peer coaching is conducted, outcomes of peer coaching and relational contexts and functions of peer coaching relationships. Originality/value While there is an increase in peer coaching, research on this type of coaching is scarce with few empirical studies on the topic: what has been conducted has not been particularity reliable (Hagen and Peterson, 2014); and most of the published research is limited to education, nursing, other medical contexts and non-profit organizations. This research helps to clarify the nature of peer coaching and create a cogent definition that defines formal peer coaching within all peer coaching contexts.

Title Personality testing and workplace training: exploring stakeholders,products and purpose in Western Europe

Author/s Lundgren, Henriette; Kroon, Brigitte; Poell, Rob

Source European journal of training & development 2017 41 3 198-221 24 DOI: 10.1108/EJTD-03-2016-0015

Abstract Purpose The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about the role of external and internal stakeholders, the value of psychometric and practical considerations in test selection, and the purpose of personality test use in workplace training. Design/methodology/approach This research paper uses multiple-case study analysis.

Interviews, test reports, product flyers and email correspondence were collected and analyzed from publishers, associations, psychologists and human resource development (HRD) practitioners in Germany, the UK and The Netherlands between 2012 and 2016.Findings Themes emerge around industry tensions among practitioners and professional associations, psychologists and non-psychologists. Ease of use is a more important factor than psychometrics in the decision-making process. Also, practitioners welcome publishers that offer free coaching support. In the process of using tests for development rather than assessment, re-labeling takes place when practitioners and publishers use positive terms for personality tests as tools for personal stocktaking and development.Research limitations/implications Despite extensive data collection and analysis efforts, this study is limited by its focus on a relatively small number of country cases and stakeholders per case.Practical implications By combining scientific evidence with practical application, stakeholders can take first steps toward more evidence-based HRD practice around personality testing in workplace training.Originality/value Little academic literature exists on the use of personality testing in workplace training. Without a clear understanding of the use of personality testing outside personnel selection, the current practice of personality tests for developmental purposes could raise ethical concerns about the rights and responsibilities of test takers.

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Title Predicting workplace transfer of learning

Author/s Nafukho, Fredrick Muyia et al

Source European journal of training & development 2017 41 4 327-353. 27 DOI: 10.1108/EJTD-10-2016-0079

Abstract

Purpose The primary purpose of this study was to predict transfer of learning to workplace among adult learners enrolled in a continuing professional education (CPE) training program, specifically training courses offered through face-to-face, blended and online instruction formats. The study examined the predictive capacity of trainee characteristics, training design and work environment on transfer of learning among the study respondents. Design/methodology/approach A cross-sectional online survey design was used to collect data from the study respondents, three months after CPE training. Two hundred ninety-seven trainees participated in this study. Data from 46 participants were incomplete and therefore excluded in the preliminary analysis, resulting in 251 valid responses and participants for the data analysis, 43 males (17.1 per cent), 201 females (80.1 per cent) and 7 (2.8 per cent) who did not indicate their gender. To answer the study’s research questions, factor analysis and multiple hierarchical regressions were performed. Findings The results of the study revealed training efficiency and relevance were critical in the transfer of learning among the study participants. The findings of the study showed combined training efficiency and training relevance enabled training participants to acquire knowledge and skills for application in the workplace and had significantly positive influence in transfer of learning. The work environment, measured by work variability (or flexibility) and work complexity, and the trainee motivation to participate, measured by learning-conducive workplace features, had a positive influence in transfer of learning.Research limitations/implications Because the majority of participants were females (80.1 per cent), this could be one of the limitations to this study. Research has identified that, because of the broad expectations based on sex and different family and occupational roles, men and women differ in their social network communication, participation in CPE, personality traits, gender-related occupational preferences, learning preference and methods of handling workplace conflict. The second limitation is related to the study design. The researchers did not have a control group because of practicality issues. This being a cross-sectional online survey study, all extraneous variables was not controlled such as in the case of a true randomized control study. This study is relying on the information obtained from a self-report training transfer instrument completed by the study participants. The accuracy of the obtained data is dependent on the honesty of the participants and their commitment in providing correct responses. Originality/value This study provides empirical evidence pertaining to the transfer of learning among adult learners engaged in a continuing professional development training program. The study examines factors related to training design, training delivery, trainee motivation and the workplace environment and how these factors determine transfer of learning among trainee respondents who participated in the

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study. The findings of the study have practical implications for the design and successful delivery of continuing professional training among adult learners. The study could be replicated at a national level and in international settings.

Title Evaluation of telephone first approach to demand management in English general practice: observational study

Author/s Newbold, J et al

Source BMJ 2017 358 j4197doi: https://doi.org/10.1136/bmj.j4197

Abstract Objective To evaluate a “telephone first” approach, in which all patients wanting to see a general practitioner (GP) are asked to speak to a GP on the phone before being given an appointment for a face to face consultation. Design Time series and cross sectional analysis of routine healthcare data, data from national surveys, and primary survey data. Participants 147 general practices adopting the telephone first approach compared with a 10% random sample of other practices in England. Intervention Management support for workload planning and introduction of the telephone first approach provided by two commercial companies. Main outcome measures Number of consultations, total time consulting (59 telephone first practices, no controls). Patient experience (GP Patient Survey, telephone first practices plus controls). Use and costs of secondary care (hospital episode statistics, telephone first practices plus controls). The main analysis was intention to treat, with sensitivity analyses restricted to practices thought to be closely following the companies’ protocols. Results After the introduction of the telephone first approach, face to face consultations decreased considerably (adjusted change within practices −38%, 95% confidence interval −45% to −29%; P<0.001). An average practice experienced a 12-fold increase in telephone consultations (1204%, 633% to 2290%; P<0.001). The average duration of both telephone and face to face consultations decreased, but there was an overall increase of 8% in the mean time spent consulting by GPs, albeit with large uncertainty on this estimate (95% confidence interval −1% to 17%; P=0.088). These average workload figures mask wide variation between practices, with some practices experiencing a substantial reduction in workload and others a large increase. Compared with other English practices in the national GP Patient Survey, in practices using the telephone first approach there was a large (20.0 percentage points, 95% confidence interval 18.2 to 21.9; P<0.001) improvement in length of time to be seen. In contrast, other scores on the GP Patient Survey were slightly more negative. Introduction of the telephone first approach was followed by a small (2.0%) increase in hospital admissions (95% confidence interval 1% to 3%; P=0.006), no initial change in emergency department attendance, but a small (2% per year) decrease in the subsequent rate of rise of emergency department attendance (1% to 3%; P=0.005). There was a small net increase in secondary care costs. Conclusions The telephone first approach shows that many problems in general practice can be dealt with over the phone. The approach does not suit all patients or practices and is not a panacea for meeting demand. There was no evidence to support claims that the approach would, on average, save costs or reduce use of secondary care.

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MANAGEMENT AND LEADERSHIP

Title Managerial attitudes toward the health and safety at work act (2015): an exploratory study of the construction sector

Author/s Sizemoor, Taylor

Source New Zealand journal of employment relations 2017 42 2

Abstract The purpose of this research is to conduct an exploratory, qualitative study to examine the attitudes that managers in New Zealand’s construction industry have towards occupational health and safety and the Health and Safety at Work Act (2015). Additionally, this study aims to assess whether managers believe that the increases in managerial commitment and worker involvement required by the new legislation will improve the safety culture and performance within the construction industry. Method: Eight semi-structured interviews were conducted with senior or frontline managers of construction companies that were responsible for overseeing the health and safety function within their organisations. Results: This study suggests that the Health and Safety at Work Act (2015) has forced managers within the construction industry to increase their commitment and employee involvement in occupational health and safety. Additionally it seems that the new legislation is beginning to create positive changes to the safety culture within the industry. Conclusion: The study has helped verify the government’s goal to utilise the new legislation to drive positive changes to New Zealand’s occupational safety culture to increase national safety performance. However managers highlight a number of barriers that may inhibit their ability to improve the safety performance within their organisations

Title Measuring employability for disadvantaged unemployed people? evidence from survey and register data 1

Author/s Dencker-Larsen, Sofie

Source Nordic journal of working life studies September 2017

Abstract Unemployed people with social or health problems (disadvantaged unemployed people) do not easily become re-employed1. After three years, less than 20% of disadvantaged Danish unemployment cash benefit recipients (cash benefit recipients) assessed by caseworkers as experiencing barriers hindering them from re-employment2 are self-supported (The Danish National Audit, 2010), thus indicating re-employment. Furthermore, activation policies, widely used in the Nordic countries (Johansson, 2001) that are intended to increase re-employment chances, have motivation effects for unemployed people in general (e.g., Geerdsen, 2006) but do not appear to have positive effects for this group of disadvantaged unemployed people in particular (Pedersen, 2007; Skipper, 2010; The Danish National Audit, 2010). In fact, in 2010, The Danish National Audit Office issued a report that concluded that the activation of disadvantaged unemployed cash benefit recipients exerted no positive effect on subsequent re-employment (2010).

Title Creating a healthy working environment with leadership: the concept of health-promoting leadership.

Author/s Jiménez Paul; Winkler, Bianca; Dunkl, Anita.

Source International journal of human resource management October 2017 28 17 2430-2448 19 2 3 DOI: 10.1080/09585192.2015.1137609

Abstract

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In this paper, a concept of health-promoting leadership is presented that focuses on the interaction between working environment and leadership behavior. Seven key aspects define health-promoting leadership: health awareness, low workload, control, reward, community, fairness, and values. The self-assessment version of the questionnaire was used in this study for the first time. Analyzing the data of 299 leaders, the results showed satisfactory reliability and validity coefficients for all dimensions. Structural equation modeling indicates that all dimensions can be assigned on a main factor of health-promoting leadership. The questionnaire offers two main advantages: first, it is possible to measure health-promoting behavior strategies of leaders and thus show their leadership potential. Second, the instrument allows analyzing critical aspects in the working environment and further helps establish basic conditions in the workplace, where a health-promoting workplace can be created

Title Effectiveness and efficiency of training in digital healthcare packages: training doctors to use digital medical record keeping software

Author/s Benwell, Nicola et al

Source Australian health review 2017 41 5 479-484 6 DOI: 10.1071/AH16090

Abstract Objective Fiona Stanley Hospital (FSH) is the first hospital in Western Australia to implement a digital medical record (BOSSnet, Core Medical Solutions, Australia). Formal training in the use of the digital medical record is provided to all staff as part of the induction program. The aim of the present study was to evaluate whether the current training program facilitates efficient and accurate use of the digital medical record in clinical practice. Methods Participants were selected from the cohort of junior doctors employed at FSH in 2015. An e-Learning package of clinically relevant tasks from the digital medical record was created and, along with a questionnaire, completed by participants on two separate occasions. The time taken to complete all tasks and the number of incorrect mouse clicks used to complete each task were recorded and used as measures of efficiency and accuracy respectively. Results Most participants used BOSSnet more than 10 times per day in their clinical roles and self-rated their baseline overall computer proficiency level as high. There was a significant increase in the self-rating of proficiency levels in successive tests. In addition, a significant improvement in both efficiency and accuracy for all participants was measured between the two tests. Interestingly, both groups ended up with similar accuracy on the second trial, despite the second group of participants starting with significantly poorer accuracy. Conclusions Overall, the greatest improvements in task performance followed daily ward-based experience using BOSSnet rather than formalised training. The greatest benefits of training were noted when training was delivered in close proximity to the onset of employment

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Title Police leaders make poor change agents: leadership practice in the face of a major organisational reform

Author/s Haake, Ulrika; Rantatalo, Oscar; Lindberg, Ola.

Source Policing & society October 2017 27 7 764-778 15 DOI: 10.1080/10439463.2015.1099653

Abstract The present article examines expectations on police leaders during major organisational change pressures. Based on policy analysis and interviews with 28 police leaders, the paper seeks to

answer the following question: How do police leaders’ accounts of leadership practice relate to expectations from higher ranks (above), subordinates (below) and police policies concerning

leadership? The results of the paper indicate that police leaders are squeezed into a position between demands from above (top management) and demands from below (lower organisational tiers). Some of the perceived expectations and practiced leadership actions are also gendered. For example, women feel the need to prove their credibility as leaders and to act in both a caring and daring manner, something that is not evident for male police leaders. Furthermore, the material indicates a considerable mismatch between the different sets of demands expressed in

interviews and expectations regarding leadership expressed in police policy discourse, wherein

core values and leadership criteria are articulated. In conclusion, the findings indicate a

discrepancy between official rhetoric and practice, where the leadership constructed at a policy level deviates from leadership constructed in practice. This discrepancy is argued to represent an effective barrier for change initiatives, and hence the idea that police leaders will be able to

function as agents of change promoting organisational reform is highly uncertain. Weblink

Title It's not you, it's me: supporting workplace inclusion

Author/s Miller, Jane

Source Gallup business journal October 19 2017

Abstract As leaders, we have to ask ourselves an immediate question: What can we do to make workplaces -- and the world -- more inclusive, accepting, warm and inviting?. Regardless of where our strengths naturally fall, it is incumbent upon each of us as individuals and leaders to be the olive branch. We must help people feel as though they are part of the team, the circle or the business. We must go the extra mile to start conversations and find something good in everyone. We all want to belong -- in life and at work. We all have a voice: Encourage your employees to use theirs, and you will create an environment of respect and trust, one full of warmth, belongingness, strengths and engagement.

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Title Leaders’ narcissism and organizational cynicism in healthcare organizations,

Author/s Hakan Erkutlu, Jamel Chafra

Source International journal of workplace health management 10 5 .346-363 https://doi.org/10.1108/IJWHM-12-2016-0090

Abstract Purpose Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered. Design/methodology/approach The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model. Findings The statistical results of this study supported the positive effect of leaders’ narcissism on employee’s cynicism as well as the mediating effect of employee’s psychological strain. Moreover, when the level of psychological capital is high, the relationship between leaders’ narcissism and organizational cynicism is weak, whereas the effect is strong when the level of psychological capital is low. Practical implications The findings of this study suggest that managers in the healthcare industry should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce employee cynicism. Moreover, managers should pay more attention to the buffering role of psychological capital for those employees with high psychological strain and showing organizational cynicism. Originality/value As the healthcare sector continues to go through a transformational change, it is important to identify organizational factors that affect employee attitudes. There is limited empirical evidence about the determinants of cynicism, particularly in the healthcare sector environment. This study contributes to the literature on organizational cynicism by revealing the relational mechanism between leaders’ narcissism and employee cynicism. The paper also offers a practical assistance to employees in the healthcare management and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational cynicism.

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Title Managerial practices that support lean and socially sustainable working conditions 1

Author/s Hakansson, M et al

Source Nordic journal of working life studies September 2017

Abstract Despite decades of using the management concept of lean production in industry, there is little knowledge about which managerial practices promote those lean implementations that support socially sustainable working conditions (SSWCs). Here, SSWC is broadly defined as a work environment with sufficient job resources to support meaningful work, employee growth, and health (Kira & Forslin, 2008; Schaufeli & Bakker, 2004). Lean production (henceforth lean) is a Toyota-inspired multidimensional production and management concept (Hines et al., 2004;

Liker, 2004; Womack et al., 1991). Several studies confirm that lean is associated with improvements in productivity, quality, and profitability (Liker, 2004; Shah & Ward, 2003). However, lean has been linked to work intensification (Westgaard & Winkel, 2011), and several studies on lean and working conditions report worsened social conditions (Hasle, 2014; Koukoulaki, 2014; Landsbergis et al., 1999). Some of these studies have also indicated that lean can have mixed effects on working conditions, depending on management style, implementation approach, cultural differences, and type of organization (Hasle, 2014; Koukoulaki, 2014). Thus, the need for detailed studies of how lean can be implemented to promote favorable employee working conditions has been indicated (Hasle et al., 2012). Understanding what may support SSWC, even in a lean work system with high performance demands, is important because 1) this way of organizing work is a trend in contemporary work life (Parker, 2014; Samuel et al., 2015; Westgaard & Winkel, 2011); and 2) work-related health problems are a major public health concern (Eurofound, 2012).

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MUSCULOSKELETAL ISSUES

Title Systematic review of quantitative imaging biomarkers for neck and shoulder musculoskeletal disorders

Author/s Gold, Judith E.et al

Source BMC musculoskeletal disorders December 2017 18 1-22 22 1 2 DOI: 10.1186/s12891-017-1694-y.

Abstract Background: This study systematically summarizes quantitative imaging biomarker research in non-traumatic neck and shoulder musculoskeletal disorders (MSDs). There were two research questions: 1) Are there quantitative imaging biomarkers associated with the presence of neck and shoulder MSDs?, 2) Are there quantitative imaging biomarkers associated with the severity of neck and shoulder MSDs? Methods: PubMed and SCOPUS were used for the literature search. One hundred and twenty-five studies met primary inclusion criteria. Data were extracted from 49 sufficient quality studies Results: Most of the 125 studies were cross-sectional and utilized convenience samples of patients as both cases and controls. Only half controlled for potential confounders via exclusion or in the analysis. Approximately one-third reported response rates. In sufficient quality articles, 82% demonstrated at least one statistically significant association between the MSD(s) and biomarker(s) studied. The literature synthesis suggested that neck muscle size may be decreased in neck pain, and trapezius myalgia and neck/shoulder pain may be associated with reduced vascularity in the trapezius and reduced trapezius oxygen saturation at rest and in response to upper extremity tasks. Reduced vascularity in the supraspinatus tendon may also be a feature in rotator cuff tears. Five of eight studies showed an association between a quantitative imaging marker and MSD severity Conclusions: Although research on quantitative imaging biomarkers is still in a nascent stage, some MSD biomarkers were identified. There are limitations in the articles examined, including possible selection bias and inattention to potentially confounding factors. Recommendations for future studies are provided.

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Title Comparison of the effectiveness of resistance training in women with chronic computer-related neck pain: a randomized controlled study

Author/s Li, Xiao et al

Source International archives of occupational & environmental health October 2017 90 7 673-683 11 DOI: 10.1007/s00420-017-1230-2

Abstract Background: Chronic computer-related neck pain is common among office workers. Studies have proposed neck strengthening exercise as a therapy to pain relieving and function improvement. The aim of this study was to compare the efficacy of different loading resistance trainings and we hypothesized that women with work-related neck pain could benefit more from

progressive resistance training for pain and function recovery. Methods: A randomized controlled trial was conducted and subjects characterized by monotonous jobs were recruited. One hundred and nine employed women with chronic neck pain were randomly allocated into three groups, namely, progressive resistance training (PRT), fixed resistance training (FRT), and control group (CG). In PRT and FRT, four exercises for neck muscles with an elastic rubber band were performed on regular basis for 6 weeks. The therapeutic effectiveness was then evaluated at pretreatment, 2, 4, and 6 weeks during training period, and 3-month posttreatment. Assessment tools included visual analog scale (VAS), Neck Disability Index (NDI), pressure pain threshold (PPT), and maximal isometric neck strength. Results: The outcomes were significantly better in PRT and FRT than those in CG at 6-week time point and 3-month follow-up ( p = 0.000), in terms of VAS, NDI, PPT, and neck muscle strength. Besides, there were statistically significant decreases observed in VAS scores of PRT group compared with those in FRT at 4-, 6-week time points, and 3-month follow-up ( p < 0.05). Conclusions: The neck resistance training was an effective method for pain relieving, mobility improving, pain threshold, and neck muscle strength enhancing in women with chronic computer-related neck pain. Thus, our study provided evidence that women with work-related neck pain might benefit more from PRT, which may have important implications for future clinical practice. Trial registration: The study was qualified and registered in the Chinese Clinical Trial Registry as ChiCTR-TRC-12002723.

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Title Lower limb pain among workers: a cross-sectional analysis of the fifth European working conditions survey

Author/s Garcia, Maria-Gabriela; Graf, Margaret; Läubli, Thomas

Source International archives of occupational & environmental health October 2017 90 7 575-585 11 DOI: 10.1007/s00420-017-1220-4

Abstract Objective: Develop a model to predict the prevalence of lower limb pain using indicators of high workplace exposures based on the fifth European Working Conditions Survey, evaluate its

impact and explore its significance for work-related health problems Method: Cross-sectional interview data of 35,372 workers from 27 countries of the European Union in 2010 (EU27) were used to develop (20% sample) and validate (80% sample) a logistic regression model for lower limb pain. Independent variables included descriptions of working conditions, assessments of physical and psychosocial exposures at work, and demographic factors. The impact of the model was explored through the amount of lower limb pain cases attributable to work and estimating work absences correlated with lower limb pain. Results: The resulting logistic model included ten risks indicators and one preventive factor. The highest odds ratios (OR) corresponded to 'tiring or painful positions' OR 2.0, 99% confidence interval (99% CI) 1.9-2.2, and 'not satisfied with level of working conditions in the job' (OR 1.6, 99% CI 1.5-1.7). The prevalence of work-related lower limb pain was 16.5% for men and 15.8% for women for the 27 countries of the European Union. Estimates based on the developed model revealed more than 34 million cases of work-related lower limb pain, where four physical risks explained about 22 million cases. In addition, more than 3 million days of absence from work in 2010 could be attributed to lower limb pain Conclusion: Lower limb pain is highly prevalent among the European workforce and work exposures are a major contributing factor. Effective workplace interventions should aim at improving working conditions at workplaces with multiple risks.

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Title Mindfulness-based approaches for managing chronic pain: applications to vocational rehabilitation and employment

Author/s Davenport, Jennifer; Koch, Lynn C.; Rumrill Jr., Phillip D

Source Journal of vocational rehabilitation 2017 47 2 247-258 12 DOI: 10.3233/JVR-170899

Abstract Background: This article examines the American chronic pain epidemic and its implications for vocational rehabilitation (VR) research and practice. Objective: The incidence and prevalence of health conditions that result in or are characterized by chronic pain are presented, followed by a description of how mindfulness approaches in counseling can be used to help VR consumers with chronic pain cope with the effects of their conditions. Conclusion: Emphasis is placed on mindfulness strategies that can be applied in VR practice settings to help workers with chronic pain achieve job satisfaction, job satisfactoriness, job retention, and high levels of quality of life.

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Title Relations between work and upper extremity musculoskeletal problems (UEMSP) and the moderating role of psychosocial work factors on the relation between computer work and UEMSP

Author/s Nicolakakis, Nektaria et al

Source International archives of occupational & environmental health November 2017 90 8 751-764 14. 7 1 DOI:10.1007/s00420-017-1236-9

Abstract Purpose: Computer work has been identified as a risk factor for upper extremity musculoskeletal problems (UEMSP). But few studies have investigated how psychosocial and organizational work factors affect this relation. Nor have gender differences in the relation between UEMSP and these work factors been studied. We sought to estimate: (1) the association between UEMSP and a range of physical, psychosocial and organizational work exposures, including the duration of computer work, and (2) the moderating effect of psychosocial work exposures on the relation between computer work and UEMSP. Methods: Using 2007-2008 Québec survey data on 2478 workers, we carried out gender-stratified multivariable logistic regression modeling and two-way interaction analyses. Results: In both genders, odds of UEMSP were higher with exposure to high physical work demands and emotionally demanding work. Additionally among women, UEMSP were associated with duration of occupational computer exposure, sexual harassment, tense situations when dealing with clients, high quantitative demands and lack of prospects for promotion, and among men, with low coworker support, episodes of unemployment, low job security and contradictory work demands. Among women, the effect of computer work on UEMSP was considerably increased in the presence of emotionally demanding work, and may also be moderated by low recognition at work, contradictory work demands, and low supervisor support. Conclusions: These results suggest that the relations between UEMSP and computer work are moderated by psychosocial work exposures and that the relations between working conditions and UEMSP are somewhat different for each gender, highlighting the complexity of these relations and the importance of considering

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Title Work characteristics predict the development of multi-site musculoskeletal pain

Author/s Oakman, Jodi et al

Source International archives of occupational & environmental health October 2017 90 7 653-661 9 DOI: 10.1007/s00420-017-1228-9

Abstract Purpose: Musculoskeletal pain in more than one body region is common and a barrier to sustaining employment. We aimed to examine whether work characteristics predict the development of multi-site pain (MSP), and to determine differences in work-related predictors between age groups. Methods: This study is based on 5136 employees from the Study on Transitions in Employment, Ability and Motivation (STREAM) who reported no MSP at baseline. Measures included physical, emotional, mental, and psychological job demands, social support and autonomy. Predictors of MSP were studied by logistic regression analyses. Univariate and multivariate analyses with age stratification (45-49, 50-54, 55-59, and 60-64 years) were done to explore differences between age groups. Results: All work characteristics with the exception of autonomy were predictive of the development of MSP, with odds ratios varying from 1.21 (95% CI 1.04-1.40) for mental job demands to 1.63 (95% CI 1.43-1.86) for physical job demands. No

clear pattern of age-related differences in the predictors of MSP emerged, with the exception of social support, which was predictive of MSP developing in all age groups except for the age group 60-64 years. Conclusions: Adverse physical and psychosocial work characteristics are associated with MSP. Organisations need to comprehensively assess work environments to ensure that all relevant workplace hazards, physical and psychosocial, are identified and then controlled for across all age groups.

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Title Analytical strategies to determine whether job strain is an important risk factor for occurrence of low-back pain: editorial

Author/s Burdorf, A LaMontagne AD

Source Scandinavian journal of work and environmental health 2017 43 5 393-395

Abstract Low-back pain (LBP) is one of the most prevalent health problems in occupational populations. Although still fiercely debated (1), several biomechanical factors have been consistently acknowledged as important risk factors for LBP, most notably heavy lifting, awkward back postures due to severe bending and rotating, and whole body vibration (2–4). In the quest to unravel the multidimensional origin of work-induced LBP, the jury is still out on the particular contribution of psychosocial factors at work. Some authors have reported that high psychosocial work demands is an independent risk factor of LBP (2), whereas others have noted that psychosocial factors, such as job strain, are more important in aggravation and slower recovery of LBP (5). Moreover, authors have also focused on job strain as a promoting factor of sickness absence among those with musculoskeletal complaints (6).

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OCCUPATIONAL ISSUES

Title Occupational class and working beyond the retirement age: a cohort study

Author/s Virtanen, M et al

Source Scandinavian journal of work, environment & health 2017 43 5 426-435 doi:10.5271/sjweh.3645

Abstract Objectives The aim of this study was to examine occupational class differences in working more than six months beyond the mandatory retirement age and factors that may contribute to these differences. Methods The study comprised a prospective cohort study of a total of 5331 Finnish municipal employees (73% women) who were not on work disability pension and reached the age eligible for old-age pension in 2005–2011. Occupational class included four categories: managers and professionals, lower grade non-manual, skilled manual, and elementary occupations. Survey responses while at work were linked to national health and pension registers. Results A total of 921 participants (17.3%) worked beyond the pensionable age. Compared with elementary workers, skilled manual workers had a similar probability [gender-adjusted risk ratio (RR) 0.95, 95% confidence interval (95% CI) 0.72–1.23] while lower grade non-manual workers had a 2.03-fold (95% CI 1.59–2.58), and managers and professionals had a 1.79-fold (95% CI 1.41–2.27) probability of working beyond the pensionable age. Adjustment for physical workload (32.0% in lower non-manual, 36.7% in managers and professionals), work time control (20.4% and 11.4%) and perceived work ability (16.5% and 29.1%) contributed to the largest attenuation for these associations. Analyses using a counterfactual approach suggested greater mediated effects for physical workload and work time control than those observed in traditional mediation analyses. Conclusions Employees with higher occupational classes are two times more likely to continue

working beyond the retirement age compared to those with lower occupational classes. A large proportion of these differences were explained by having physically light job, better work time control, and better self-rated work ability among employees with high occupational class

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PSYCHOSOCIAL ISSUES

Title Co-occurrence of posttraumatic stress symptoms, pain, and disability 12 months after traumatic injury

Author/s Giummarra, MJ et al

Source PAIN reports September/October 2017 2 5 622 doi: 10.1097/PR9.0000000000000622

Abstract Introduction: Chronic pain is common after traumatic injury and frequently co-occurs with posttraumatic stress disorder (PTSD) and PTSD symptoms (PTSS). Objectives: This study sought to understand the association between probable PTSD, PTSS, and pain. Methods: Four hundred thirty-three participants were recruited from the Victorian Orthopaedic Trauma Outcomes Registry and Victorian State Trauma Registry and completed outcome measures. Participants were predominantly male (n = 324, 74.8%) and aged 17-75 years at the time of their injury (M = 44.83 years, SD = 14.16). Participants completed the Posttraumatic Stress Disorder Checklist, Brief Pain Inventory, Pain Catastrophizing Scale, Pain Self-Efficacy Questionnaire, Tampa Scale of Kinesiophobia, EQ-5D-3L and Roland-Morris Disability Questionnaire 12 months after hospitalization for traumatic injury. Data were linked with injury and hospital admission data from the trauma registries. Results: Those who reported having current problems with pain were 3 times more likely to have probable PTSD than those without pain. Canonical correlation showed that pain outcomes (pain severity, interference, catastrophizing, kinesiophobia, self-efficacy, and disability) were associated with all PTSSs, but especially symptoms of cognition and affect, hyperarousal, and avoidance. Posttraumatic stress disorder symptoms, on the contrary, were predominantly associated with high catastrophizing and low self-efficacy. When controlling for demographics, pain and injury severity, depression, and self-efficacy explained the greatest proportion of the total relationship between PTSS and pain-related disability. Conclusion: Persons with both PTSS and chronic pain after injury may need tailored interventions to overcome fear-related beliefs and to increase their perception that they can engage in everyday activities, despite their pain.

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Title Differential reporting of work-related mental ill-health in doctors

Author/s Zhou, AY et al

Source Occupational medicine October 2017 67 7 522–527 doi: 10.1093/occmed/kqx109.

Abstract

Background Evidence suggests that the medical profession is reluctant to report mental ill-health despite its high prevalence. Aims: To compare differential reporting patterns in the incidence of work-related mental ill-health (WRMIH) affecting doctors with selected comparison occupational groups, as determined by surveillance by general practitioners (GPs), specialist psychiatrists and occupational physicians (OPs). Methods New cases of medically reported WRMIH were reported prospectively between 2006 and 2009 by GPs, psychiatrists and OPs as part of The Health and Occupation Research (THOR) network. For GP and psychiatry reporting schemes, incidence rates (IRs) for doctors,

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nurses, teachers, corporate managers and protective service workers were calculated using information from the Labour Force Survey as the denominator. In OP surveys, participating reporters provided denominator information to calculate IRs for doctors, nurses and teachers. Results Average annual IRs expressed per 100000 person/years employed as reported by GPs, psychiatrists and OPs, respectively, were: doctors (309, 971, 430), nurses (891, 208, 670), teachers (1040, 136, 210) and for GPs and psychiatrists, respectively, were: protective service workers (1432, 721) and corporate managers (428, 90). Psychiatrists reported a higher incidence of WRMIH in doctors, whereas GPs reported higher incidences of WRMIH in other occupations (chi-squared test, P < 0.001). Conclusions The distribution of the incidence of new cases reported across different schemes suggests a differential reporting pattern of WRMIH in doctors. The higher IR for doctors in psychiatrist-reported WRMIH could be due to factors such as disease severity and bypassing formal referral channels

Title Does age modify the association between psychosocial factors at work and deterioration of self-rated health?

Author/s Burr,H et al

Source Scandinavian journal of work, environment & health 2017 43 5 465-474 doi:10.5271/sjweh.3648

Abstract Objectives Few epidemiological studies have examined whether associations of psychosocial working conditions with risk of poor health differ by age. Based on results from mostly cross-sectional studies, we test whether (i) psychosocial relational factors (social support) are more strongly associated with declining health of older than younger employees and (ii) psychosocial job factors (workpace, influence, possibilities for development) are more strongly associated with declining health of younger than older employees. Methods We extracted two cohorts from the Danish Work Environment Cohort Study (DWECS): the 2000–2005 and 2005–2010 cohorts. The participating 5281 employees with good self-rated health (SRH) at baseline were observed in 6585 5-year time windows. Using log-binomial regression analyses, we analysed whether psychosocial factors at work predicted 5-year deterioration of SRH. Effect modification by age was estimated by calculating relative excess risk due to interaction (RERI). Results High workpace among men, low influence at work as well as low social support from colleagues among women, and low possibilities for development and low social support from supervisors among both genders predicted 5-year decline in SRH. Of the 20 interaction analyses, only 1 was statistically significant and in the opposite direction of what was hypothesized (higher risk for declining SRH among middle-aged men with low possibilities for development compared to the young men with high possibilities for development). Conclusions Psychosocial working conditions predicted decline in SRH in this 5-year follow-up study. The model did not support our hypotheses about modifying effects by age.

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Title Mental health and insurance: green paper October 2017

Author/s Atkins, G Freeman, S

Source Actuaries Institute 2017

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Title Implementation and utilisation of telepsychiatry in Ontario: a population-based study

Author/s Serhal, Eva et al

Source Canadian journal of psychiatry October 2017 62 10 716-725 10 1 4 DOI: 10.1177/0706743717711171

Abstract

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Objective:Rural areas in Ontario have fewer psychiatrists, making access to specialist mental health care challenging. Our objective was to characterise psychiatrists delivering and patients receiving telepsychiatry in Ontario and to determine the number of patients who accessed a psychiatrist via telepsychiatry following discharge from psychiatric hospitalisation. Method: We conducted a serial panel study to evaluate the characteristics of psychiatrists providing telepsychiatry from April 2007 to March 2013. In addition, we conducted a cross-sectional study for fiscal year 2012-2013 to examine telepsychiatry patient characteristics and create an in-need patient cohort of individuals with a recent psychiatric hospitalisation that assessed if they had follow-up with a psychiatrist in person or through telepsychiatry within 1 year of discharge Results: In fiscal year 2012-2013, a total of 3801 people had 5635 telepsychiatry visits, and 7% ( n = 138) of Ontario psychiatrists provided telepsychiatry. Of the 48,381 people identified as in need of psychiatric care, 60% saw a local psychiatrist, 39% saw no psychiatrist, and less than 1% saw a psychiatrist through telepsychiatry only or telepsychiatry in addition to local psychiatry within a year. Three northern regions had more than 50% of in-need patients fail to access psychiatry within 1 year. Conclusions: Currently, relatively few patients and psychiatrists use telepsychiatry. In addition, patients scarcely access telepsychiatry for posthospitalisation follow-up. This study, which serves as a preliminary baseline for telepsychiatry in Ontario, demonstrates that telepsychiatry has not evolved systematically to address need and highlights the importance of system-level planning when implementing telepsychiatry to optimise access to care.

Title Mediation of superior-subordinate relationship and a climate of innovation on psychological empowerment

Author/s Jha, Sumi

Source International journal of productivity & performance management 2017 66 7 932-947 16

Abstract Purpose The purpose of this paper is to establish the relationship between psychological empowerment (PE) and four variables: autonomy, openness, superior-subordinate relationship (SSR), and climate of innovation (CI). The paper also aims to establish the mediating effects of SSR and CI on PE. Design/methodology/approach The sample size for the study was 319 employees (197 managers and 122 team leaders) from ten leading information and communication technology companies of India. Structural equation modelling was used to test the model under study. Bootstrapping was applied to provide better estimation of the sample. Findings The exogenous variables under study were autonomy and openness. The mediating variables were SSR and CI. Results supported the model and indicated a significant direct effect between exogenous variables and PE. The role of SSR and CI as mediator was also ascertained.

Practical implications The paper highlights that the managers of service organisations should take initiatives to provide a conducive climate for innovation. Having the right climate for innovation and support from superiors will make employees feel psychologically empowered. Originality/value Although as researchers and as practitioners the authors understand the importance of innovation climate and role of superior, few studies have sought to explain the mediating effects of SSR and CI.

Title Moderate mental illness as a predictor of chronic disease prevention and screening

Author/s Salvalaggio, Ginetta et al

Source BMC family practice June 2017 18 1-7 7 5 DOI: 10.1186/s12875-017-0645-x.

Abstract Background: Primary care plays a pivotal role in the provision of both mental health care and chronic disease prevention and screening (CDPS). Unfortunately, moderate mental illness (MMI) is associated with poorer general health outcomes. Part of this burden of illness may be due to reduced CDPS uptake. The Building on the Existing Tools to Improve Chronic Disease Prevention in Primary Care (BETTER) trial recruited 777 participants ages 40-65 from 32 family practice panels, of whom 135 (18.2%) had elevated GAD scores, 118 (16.4%) had elevated PHQ scores, and 264 (34.0%) had electronic medical record (EMR)-documented MMI. We hypothesized that patients with screen-positive or chart-documented MMI are 1) eligible for more CDPS actions, and 2) able to complete a lower proportion of CDPS actions than patients unaffected by MMI. Methods: This study was a secondary analysis of data from the BETTER trial. Participants were stratified by both EMR-documented MMI and screen-positive evidence of MMI (using the General Anxiety Disorders (GAD-7) and Patient Health Questionnaire (PHQ-9) instruments for anxiety and depression screening, respectively). The primary outcome was the proportion of CDPS actions for which the patient was eligible completed at follow-up, using a composite index. Results: After adjusting for age, gender, and social support, patients with evidence of MMI had a lower composite index than patients without evidence of MMI (p < 0.05). The lower composite index is primarily due to higher eligibility for CDPS at baseline; ability to complete CDPS was not statistically different. Conclusions: Patients affected by MMI are eligible for more CDPS actions than their unaffected counterparts. Although they are able to complete a similar number of CDPS actions, they are not able to eliminate their baseline CDPS gap. Primary care teams need to be aware of this increased CDPS eligibility for patients with MMI and ensure best practices in CDPS supports are available to this patient population. Further study is needed to determine the ideal suite of targeted supports.

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Title Are workplace psychosocial factors associated with work-related injury in the us workforce? national health interview survey, 2010

Author/s Farnacio, Yvonne et al

Source Journal of occupational & environmental medicine October 2017 59 10 164–171 doi: 10.1097/JOM.0000000000001143

Abstract Introduction: Psychosocial hazards in the workplace may adversely impact occupational and general health, including injury risk. Methods: Among 16,417 adult workers in the 2010 National Health Interview Survey Occupational Health Supplement, weighted prevalence estimates were calculated for work-related injuries (WRI) and any injuries. The association between injury and psychosocial occupational hazards (job insecurity, work–family imbalance, hostile work environment) was assessed adjusting for sociodemographic and occupational factors. Results: WRI prevalence was 0.65% (n = 99); any injury prevalence was 2.46% (n = 427). In multivariable models job insecurity, work–family imbalance, and hostile work environment were each positively associated with WRI prevalence (odds ratio [OR]: 1.60, 95% CI: 0.97–2.65; OR: 1.69, 95% CI 0.96–2.89; and 2.01, 95% CI 0.94–4.33, respectively). Conclusions: Stressful working conditions may contribute to injuries. There is need for ongoing surveillance of occupational psychosocial risk factors and further study of their relationship with injury.

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Title Consequences of cyberbullying behaviour in working life: the mediating roles of social support and social organisational climate

Author/s Tuija Muhonen, Sandra Jönsson, Martin Bäckström

Source International journal of workplace health management 10 5 .376-390 https://doi.org/10.1108/IJWHM-10-2016-0075

Abstract

Purpose The purpose of this paper is to explore health- and work-related outcomes of cyberbullying behaviour and the potential mediating role of social organisational climate, social

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support from colleagues and social support from superiors. Design/methodology/approach Altogether 3,371 respondents participated in a questionnaire study. Findings The results of this study indicate that social organisational climate can have a mediating role in the relationship between cyberbullying behaviour and health, well-being, work engagement and intention to quit. Contrary to earlier face-to-face bullying research, the current study showed that cyberbullying behaviour had stronger indirect than direct relationships to health, well-being, work engagement and intention to quit. Practical implications Communication through digital devices in work life is becoming more prevalent, which in turn increases the risk for cyberbullying behaviour. Organisations need therefore to develop occupational health and safety policies concerning the use of digital communication and social media in order to prevent cyberbullying behaviour and its negative consequences. Originality/value Cyberbullying behaviour among working adults is a relatively unexplored phenomenon and therefore this study makes valuable contribution to the research field

Title Country differences of psychosocial working conditions in Europe: the role of health and safety management practices

Author/s Lunau, Thorsten et al

Source International archives of occupational & environmental health October 2017 90 7 629-638 10 DOI: 10.1007/s00420-017-1225-z.

Abstract

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Background: In times of demographic change, maintaining health and employability of older employees is important. In this context, studies show that stressful working conditions differ by countries. Yet, it is unclear if specific national management practices to deal with these conditions contribute towards explaining country differences Methods: This study combines two different data sources. The first one provides detailed information on psychosocial working conditions in 17 European countries, based on 12,284 employees from the Survey of Health, Ageing and Retirement in Europe (SHARE) and the English Longitudinal Study of Ageing (ELSA). We link this information to the second data source that provides information on health and safety management practices in each of the countries under study (collected among 17,477 managers at the level of companies in the Enterprise survey on new and emerging risks (ESENER)). We distinguish six different types of risk management procedures in the analysis. Results: Results show that levels of psychosocial risks are generally lower in countries with more developed management practices, in particular if national management practices are marked by (1) procedures to deal with work stress, (2) information about whom to address in case of work-related psychosocial problems, and (3) health and safety services provided by psychologists. Conclusion: The findings underline the importance of a comprehensive psychosocial risk management approach in reducing work-related stress, as lower levels of psychosocial risks are linked to specific psychosocial risk management practices within companies, in particular those pointing to clear responsibilities and coordinated procedures in dealing with psychosocial risks.

Title Pre-existing low-back symptoms impact adversely on sitting time reduction in office workers

Author/s Coenen, Pieter et al

Source International archives of occupational & environmental health October 2017 90 7 609-618 10 DOI: 10.1007/s00420-017-1223-1

Abstract Objectives: Initiatives to reduce office-workplace sitting are proliferating, but the impact of pre-existing musculoskeletal symptoms on their effectiveness has not been determined. We assessed the influence of musculoskeletal symptoms on the outcomes of a workplace sitting intervention.

Methods: Baseline and 3-month data from a cluster-randomized controlled trial of a workplace sitting intervention (Stand Up Victoria; trial registration number ACTRN12611000742976) were used. Office workers ( n = 231) from 14 work teams within one organisation were randomised

(by worksite) to a multicomponent program with individual-, organisational-, and environmental-level (sit-stand workstations) change strategies; or, to a control condition (no intervention). Musculoskeletal symptoms in the low-back, upper and lower extremities (present/absent) were assessed through self-report. Linear regression models tested the moderation by baseline musculoskeletal symptoms of intervention effects on workplace sitting and standing time and on sitting and standing bout durations, assessed by the activPAL3™ activity monitor. Results: There were significant reductions in sitting and increased standing at work ( p < 0.05). However, effects varied significantly by the presence of pre-existing low-back (but not other) symptoms, with greater benefit being seen in those without symptoms. Effects on sitting time and sitting bout duration were weaker in those with low-back symptoms compared to those without by 34.6 [95% CI (0.9; 68.3)] min/8-h workday and 5.1 [95% CI (0.2; 9.9)] min, respectively. Comparable effects were seen for standing. Conclusion: Low-back symptoms may impact on the extent to which office workers change their workplace sitting and standing time. A prudent next step to improve the effectiveness of workplace sitting-reduction initiatives such as Stand Up Victoria may be to assess and address the needs of those who displayed comparatively limited behaviour change, namely those with pre-existing low-back discomfort.

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Title Psychosocial factors at work and sleep problems: a longitudinal study of the general working population in Norway

Author/s Johannessen, Håkon; Sterud, Tom

Source International archives of occupational & environmental health October 2017 90 7 597-608 12 DOI: 10.1007/s00420-017-1222-2

Abstract Purpose: A growing number of longitudinal studies report associations between adverse psychosocial factors at work and sleep problems. However, the evidence regarding the direction of these associations and the effects of changes in exposure across time is limited. This study examined the plausibility of normal, reverse, and reciprocal associations between ten psychosocial factors at work and sleep problems. In addition, we analyzed if reduced exposure across time had the anticipated result of reducing the risk of sleep problems. Methods: Randomly drawn from the general working-age population, the cohort comprised respondents with an active employee relationship in 2009 and 2013 ( N = 5760). Exposures and outcome were measured on two occasions separated by 4 years. We computed several sex-stratified logistic regression models with adjustments for various plausible confounders. Results: We found support for the commonly hypothesized unidirectional forward associations between psychosocial factors at work and sleep problems among women only. Among men, psychosocial stressors at work and sleep problems were reciprocally and reversely related. Nevertheless, reduced exposure levels across time pertaining to effort-reward imbalance (OR = 0.36; 95% CI = 0.19-0.69) and lack of social support (OR = 0.55; 95% CI = 0.32-0.93) among men, and work-family imbalance (OR = 0.26; 95% CI = 0.15-0.46) among women were associated with a robust significant lower risk of sleep problems compared to those in the stable high exposure groups. Conclusions: The study results suggest that preventive measures targeting effort-reward imbalance and lack of social support among men, and work-family imbalance among women, might contribute to reduce the risk of troubled sleep among employees.

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Title Temporal relationships between job strain and low-back pain

Author/s Magnusson Hanson, LL et al

Source Scandinavia journal of work & environmental health 2017 43 5 396 -404 doi:10.5271/sjweh.3654

Abstract

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Objectives Psychosocial working conditions are suggested risk factors for low-back pain, but it is unclear whether these associations are causal. The present study examined whether there is lagged and bidirectional associations between job strain and low-back pain and further controlled for unmeasured time-invariant confounding. Methods The study was based on four biennial waves of data from the Swedish Longitudinal Occupational Survey of Health (SLOSH), including 3084 men and women. Cross-lagged analyses using structural equation modeling (SEM) were conducted on job strain, a combination of high job demands and low control, and any as well as low-back pain severity (how much any problems affected the respondents life). Analogous SEM (dynamic panel) models with fixed effects were also fitted to remove confounding from time-invariant factors (such as non-observed individual and environmental factors, eg, genetics, childhood conditions, personality). Results The SEM models indicated bidirectional associations between job strain and any back pain over a 2-year time lag (β=0.21 and 0.19, P<0.05), when adjusting for a range of covariates. Job strain was also associated with an increase in low-back pain severity and vice versa. However, the SEM models with fixed-effects showed no statistically significant lagged relationships between job strain and any or low-back pain severity (β=-0.05 and β=0.00, respectively). Conclusions This study suggests that associations between job strain and low-back pain with a lag of years may be due to residual confounding by time invariant characteristics. Further studies are, however, needed to elucidate short-term relationships

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PUBLIC HEALTH

Title Innovation as a driver of quality and productivity in UK healthcare: creating and connecting receptive places

Author/s Marjanovic, S et al

Source RAND corporation 2017 DOI: 10.7249/WR1186

Abstract The demand for health services in England is both growing and changing in nature, yet resources are limited in their ability to respond to the scale and scope of need. As a result, the NHS is under increasing pressures to realise productivity gains, while continuing to deliver high quality care. RAND Europe and the University of Manchester have been commissioned to conduct a study to examine the potential of innovation to respond to the challenges the NHS faces, and to help deliver value for money, efficient and effective services. 'Innovation' in this study refers to any product, technology or service that is new to the NHS, or applied in a new way, aimed at delivering affordable and improved care.

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Title Future of health: findings from a survey of stakeholders on the future of health and healthcare in England

Author/s Corbett, J et al

Source RAND Corporation 2017 DOI: 10.7249/RR2147

Abstract What are the key trends, shifts and drivers (economic, social, technological, environmental or others) that will affect health and healthcare in England in the future? The report presents findings from a survey conducted by RAND Europe at the request of the National Institute for Health Research (NIHR) to gather and synthesise stakeholder views on the future of health and healthcare in England in 20 to 30 years' time. The aim of the research was to generate an evidenced-based picture of the future health and healthcare needs, and how it

might differ from today, in order to inform strategic discussions about the future priorities of the NIHR and the health and social care research communities more broadly.

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Title A cross-sectional analysis of local government health and wellbeing plans and priorities in Victoria, Australia

Author/s Alindogan, MA Ristevski, E Robinson, A

Source Australian journal of primary health 2017 23 5 440-445 https://doi.org/10.1071/PY17025

Abstract The aim of this study is to explore local health and wellbeing plans and priorities by Victorian local governments (LGs), specifically to: (1) analyse how LG priority areas are described in comparison to the State-level plan; (2) identify differences between regional and metropolitan health priorities; and (3) identify differences between LGs with high and low socioeconomic status. Content analysis of 79 LG health and wellbeing plans was undertaken. Differences in health and wellbeing priorities between LGs were examined using the t-test for two proportions. In total, 20% of the plans did not specify actions to address health priorities. One in three (34%) did not specify how evaluation will be done. Alcohol and other drugs, gambling and housing were prioritised more by metropolitan LGs, whereas disease prevention was prioritised more in regional LGs. There was no significant difference in health and wellbeing priorities of LGs with high and low socioeconomic status except for gambling. State-level health and wellbeing plans should be sensitive to differences in priorities of LGs. There is a need for local plans to commit to specific actions and evaluation. This analysis provides basis for more community-reflective, State-level planning and calls for more emphasis on identifying actions and evaluation in local level planning.

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Title Public mental health

Author/s Lindert, Jutta; Bilsen, Johan; Jakubauskiene, Marija

Source European journal of public health 2017 supplement 27 32-35 4 DOI: 10.1093/eurpub/ckx163

Abstract Public mental health (PMH) is a major challenge for public health research and practice. This article is organized in six parts. First, we will highlight the significance of PMH; second, we will

define mental health and mental disorders; third, we identify and describe determinants of

mental health and mental disorders on which we worked in the past 10 years since the establishment of the PMH section such as social determinants and violence. Fourth, we will describe the development of the EUPHA PMH section and provide details on vulnerable groups in the field of PMH, on violence as a main determinant and on suicide as an outcome which

affects all countries in the European region. Fifth, we describe policy and practice implications of

the development of PMH and highlight the European dimension of PMH. We will conclude this article by providing an outlook on potential further development of PMH as regards research and

policy and practice. Finally, we hope that the EUPHA PMH section will contribute to public

health in the next 25 years and we can contribute to improvement of PMH in Europe. Weblink

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RETURN TO WORK

Title Cancer survivors’ perspectives and experiences regarding behavioral determinants of return to work and continuation of work

Author/s Duijts, Saskia F. A et al

Source Disability & rehabilitation October 2017 39 21 2164-2172 9 DOI: 10.1080/09638288.2016.1219924

Abstract Purpose: Supportive interventions to enhance return to work (RTW) in cancer survivors hardly showed positive effects so far. Behavioral determinants might have to be considered in the development of interventions to achieve sustained employability. This study aimed to explore cancer survivors’ perspectives and experiences regarding behavioral determinants of RTW and continuation of work. Materials and methods:In this qualitative study, semi-structured telephone interviews were held with 28 cancer survivors. All participants were at working age, 1–2 years after diagnosis and employed at time of diagnosis. Thematic content analysis was performed. Results: Work turned out to be a meaningful aspect of cancer survivors’ life, and most participants reported a positive attitude towards their job. Social support to RTW or to continue working was mainly received from family and friends, but pressure to RTW from the occupational physician was also experienced. Changes in expectations regarding work ability from negative to positive during the treatment process were observed. Those who applied active coping mechanisms felt equipped to deal with difficulties regarding work. Conclusions: Behavioral determinants should be taken into account in the development of future interventions to support cancer survivors’ RTW. However, the causal relationship still has to be determined. Implications for rehabilitationFactors influencing occupational motivation among cancer survivors need to be understood in more detail.Previous studies in non-cancer populations have demonstrated that behavioral determinants, such as a positive attitude towards work, high social support and self-efficacy may increase return to work rates or shorten the time to return to work.Addressing behavioral determinants in future development of work-related interventions for cancer survivors is essential in achieving sustained employability.

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SHIFT WORK

Title Shift work and cognitive aging: a longitudinal study

Author/s Brokenberger,K et al

Source Scandinavian journal of work, environmental & health doi:10.5271/sjweh.3638

Abstract Objectives The few studies of shift work and late life cognitive functioning have yielded mixed findings. The aim of the present study is to estimate the association between shift-work experience and change in cognitive performance before and after retirement age among older adults who were gainfully employed. Methods Five hundred and ninety five participants with no dementia were followed up for a mean of 17.6 standard deviation (SD) 8.8 years from a Swedish population-based sample. Participants had self-reported information on any type of shift-work experience (ever/never) in 1984 and measures of cognitive performance (verbal, spatial, memory, processing speed, and general cognitive ability) from up to 9 waves of cognitive assessments during 1986–2012. Night work history (ever/never) from 1998–2002 was available from a subsample (N=320). Early adult cognitive test scores were available for 77 men. Results In latent growth curve modeling, there were no main effects of "any-type" or night shift work on the mean scores or rate of change in any of the cognitive domains. An interaction effect between any-type shift work and education on cognitive performance at retirement was noted. Lower-educated shift workers performed better on cognitive tests than lower-educated day workers at retirement. Sensitivity analyses, however, indicated that the interactions appeared to be driven by selection effects. Lower-educated day workers demonstrated poorer cognitive ability in early adulthood than lower-educated shift workers, who may have selected jobs entailing higher cognitive demand. Conclusion There was no difference in late-life cognitive aging between individuals with a history of working shifts compared to those who had typical day work schedules during midlife.

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VOCATIONAL REHABILITATION

Title Changes in return to work among patients in vocational rehabilitation: a self-determination theory perspective.

Author/s Farholm, Anders et al

Source Disability & rehabilitation October 2017 39 21 2039-2046 8 DOI: 10.1080/09638288.2016.1215559

Abstract Purpose: The aim of the current study was to examine whether patient perceptions of autonomy support from the treatment team in a vocational rehabilitation program will be associated with change (increase) in need satisfaction, autonomous motivation, perceived competence, well-being, physical activity, and return to work (RTW), and whether the self-determination theory (SDT) Model of Health Behavior will provide adequate fit to the data. Method: A total of 90 participants were enrolled in a longitudinal study and completed measures at four time points over 15 months. Results: Participants reported increases in all variables, and in general these changes were maintained at six weeks post-rehabilitation and at 15 months post-baseline. As well, the SDT Model of Health Behavior provided adequate fit to the data. Conclusions: These results underscore the importance of health care practitioners’ providing support for their patients’ autonomy, competence, and relatedness to improve well-being, physical activity, and RTW in the context of vocational rehabilitation. Implications for Rehabilitation Vocational rehabilitation that emphasizes physical activity is associated with increases in patients’ well-being, physical activity, and return to work (RTW).It is important for health care practitioners to provide support for their patients’ autonomy, competence, and relatedness in the context of vocational rehabilitation, as doing so is associated with increases in patients’ autonomous motivation, perceived competence, and psychosocial outcomes

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WORKERS COMPENSATION

Title Factors underlying observed injury rate differences between temporary workers and permanent peers

Author/s Foley, Michael

Source American journal of industrial medicine September 2017 60 10 841-851 DOI: 10.1002/ajim.22763

Abstract Background Temporary workers face increased risk of injury as compared to permanent workers in similar occupations. This study explores the role played by several potential risk factors. Methods: Injured temporary and permanent workers, matched by industry, tenure and demographic characteristics, were interviewed to isolate the association of temporary employment with several injury risk factors. Results:Temporary workers had higher workers’ compensation claims rates than their permanent worker-peers. In interviews temporary workers a reported a lower frequency of exposure to hazards. However, they also reported being less likely to be equipped to cope with hazards by such countermeasures as experience screening, safety training and task control. Conclusion: Policies are needed to improve screening and training of temporary workers to assigned tasks, to discourage job-switching, to improve temporary workers’ hazard awareness, to protect their right to report unsafe conditions. The responsibilities of agencies and host employers for ensuring the safety of their temporary workers need clarification in regulatory policy

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Title Utilization review in worker's compensation: current status and opportunities for improvement:

Author/s Glass, Lee S et al

Source Journal of occupational & environmental medicine 59 10 1024-1026 October 2017 DOI:10.1097/JOM.0000000000001150

Abstract Workers’ compensation (WC) systems have multiple components that affect the delivery of patient care and are potentially susceptible to the application of quality assurance (QA) and quality improvement (QI) principles.1 Utilization review (UR) is an element of WC systems in some jurisdictions and under consideration in others. Insofar as UR can influence physician and pay or behavior, it can be a valuable tool for improving clinical outcomes, decreasing disability, and controlling costs.1 However, certain elements of UR in WC are needed to guard against undesirable consequences. The American College of Occupational and Environmental Medicine's (ACOEM) Utilization Review Task Force is providing this initial high-level overview of UR as it relates to WC, with the intent of surveying the WC-UR landscape for recommendations on desirable components of an effective and fair system.

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WORK HEALTH AND SAFETY

Title Orchestration in work environment policy programs 1

Author/s Hasle, P et al

Source Nordic journal of working life studies September 2017

Abstract Since regulation of the work environment took off in the late 19th century, society has struggled to find effective policies to secure a healthy and safe work environment. The main approach has been legislation and enforcement. In the early stage, there was an entirely command-control approach; since the 1970s, a more reflexive approach has been pursued (Aalders & Wilthagen, 1997). There is a general agreement that regulation plays a crucial role (Mischke et al., 2013), but governments have also been criticized for providing too little regulation and/or too limited resources for the sufficient control by the labor inspectors (Walters et al., 2011), from the standpoint that more regulation will improve the effect. However, even in the case of strong legislation and extensive resources for inspections, which was the case in Denmark from 2005 to 2012, where practically all companies were visited by inspectors (Jensen & Jensen, 2004), there are no clear indications that this made a decisive improvement in the work environment.

Title The reasonably practicable test and work health and safety-related risk assessments

Author/s Peace, Christopher

Source New Zealand journal of employment relations 2017 42

Abstract The test of “so far as is reasonably practicable” (SFAIRP) arose from the mid-1800s in English common law to determine if a duty of care for work health and safety had been met. It was arguably most famously summarised in the case of Edwards v National Coal Board 1949, but has since been used in the UK Health and Safety at Work Act that has, in turn, given rise to similar legislation in other jurisdictions. Internationally, the SFAIRP test has been the subject of many common law and criminal law cases to determine if all that could reasonably be done had, in fact, been done. However, a literature search carried out as part of wider research found no discussion of the implied requirement in the test that a risk assessment be carried out as part of demonstrating that SFAIRP requirements had been met. This has become of some significance in New Zealand and Australia due to the passage of recent legislation founded on SFAIRP.

This article addresses this gap and then reviews what a risk assessment might include. Risk assessment processes and techniques (derived from international standards) that might satisfy a regulatory agency or the courts are then outlined and their use in practice is indicated from the findings of an online survey and related field work. These findings suggest a knowledge or practice gap that may reduce the effectiveness and acceptability of risk assessments. Some options for closing that gap are described. The paper concludes with a discussion of some of the implications of ineffective risk assessments for the courts, directors, employers and workers

Title Under pressure: ohs of vulnerable workers in the construction industry

Author/s Lamm, F et al

Source New Zealand journal of employment relations 2017 42 2

Abstract The New Zealand construction industry provides a good illustration of the changing nature of work and the impact this has had on the occupational health and safety (OHS) of sub-contracted construction workers. In particular, we examine the vulnerability of workers in the context of the construction industry post-2010 Canterbury earthquakes. In doing so, we apply Quinlan and Bohle’s (2004; 2009) ‘Pressures, Disorganization and Regulatory Failure’ (PDR) model to frame the changing nature and organisation of work and the impact this has had on the OHS of sub-contracted construction workers. Finally, we discuss what can be done going forward in terms of creating a more effective regulatory regime and a safer and healthier industry.

Title Understanding the challenges facing occupational health services in the Swedish public sector 1

Author/s Schmidt, L et al

Source Nordic journal of working life studies September 2017

Abstract The overall aim of Occupational Health and Safety Management (OHSM) is to establish an effective prevention of work-related ill-health and to achieve beneficial working conditions. The question is whether or not Occupational Health Service (OHS) providers contribute to these goals in the public sector. This article will explore processes and contextual conditions for the use of OHS providers in the Swedish public sector. According to Swedish legislation and regulation, the employer shall cooperate with employees in their preventive OHSM in order to create healthy and safe workplaces (Swedish Work Environment Authority, 2014a). OHSM in the strategy's mandatory form, EU's framework Directive (89/391(EEC; from 1989), specifies how employers should manage the work environment and the primary objective is for employers to protect employees from risks at work (Frick, 2014). To work preventive and systematically with the work environment is a continuous process with recurring activities, and in order to achieve this, it needs to be an everyday aspect of work. The Plan-Do-CheckAct model is basic in preventive OHSM, and to achieve continuous improvement

Title Workers’ health surveillance: implementation of the directive 89/391/EEC in Europe

Author/s Colosio, C et al

Source Occupational medicine 67 7 October 2017 574–578 DOI:10.1093/occmed/kqx113

Abstract

Background: European Union (EU) Directive 89/391 addressed occupational health surveillance, which recommends to provide workers with ‘access to health surveillance at regular intervals’, aiming to prevent work-related and occupational diseases. Aims To investigate how EU countries adopted this Directive. Methods We invited one selected representative per member state to complete a questionnaire. Results All 28 EU countries implemented the Directive in some form. Workers’ health

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surveillance (WHS) is available to all workers in 15 countries, while in 12, only specific subgroups have access. In 21 countries, workers’ participation is mandatory, and in 22, the employer covers the cost. In 13 countries, access to WHS is not available to all workers but depends on exposure to specific risk factors, size of the enterprise or belonging to vulnerable groups. In 26 countries, the employer appoints and revokes the physician in charge of WHS. Twelve countries has no recent figures, reports or cost-benefit analyses of their WHS programmes. In 15 countries where reports exist, they are often in the native language. Conclusions Coverage and quality of occupational health surveillance should be evaluated to facilitate learning from good practice and from scientific studies. We propose a serious debate in the EU with the aim of protecting workers more effectively, including the use of evidence-based WHS programmes.

Title Predicted endurance times during overhead work: influences of duty cycle and tool mass estimated using perceived discomfort

Author/s Sood, D et al

Source Ergonomics 2017 60 10 1405-1414 DOI:10.1080/00140139.2017.1293850

Abstract A need for overhead work remains in several industries and such work is an important risk factor for shoulder musculoskeletal problems. In this study, we evaluated the effects of duty cycle and tool mass on endurance times during overhead work. A psychophysical approach was used, via a new methodology that was implemented to more efficiently estimate endurance times (rather than through direct measurements). Participants performed a simulated overhead task in specified combinations of tool mass and duty cycle. Both duty cycle and tool mass have substantial effects on the development of fatigue and estimated endurance times, though the former was more substantial and an interactive effect was evident. Gender differences were not substantial, except when using the largest tool mass. We recommend that, for two-hour periods of overhead work, tool masses greater than 1.25 kg should be avoided, as should duty cycles greater than 50%. Practitioner Summary: The current results may facilitate enhanced design and evaluation of overhead work tasks. In addition, the new estimation approach that was employed may enhance the efficiency of future studies using a psychophysical approach (ie using extrapolation of patterns of reported discomfort to predict longer term outcomes).

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Title Safety leadership and systems thinking: application and evaluation of a risk management framework in the mining industry

Author/s Donovan, S_L et al

Source Ergonomics 2017 60 10 1336-1350 http://dx.doi.org/10.1080/00140139.2017.1308562

Abstract Safety leadership is an important factor in supporting safety in high-risk industries. This article contends that applying systems-thinking methods to examine safety leadership can support improved learning from incidents. A case study analysis was undertaken of a large-scale mining landslide incident in which no injuries or fatalities were incurred. A multi-method approach was adopted, in which the Critical Decision Method, Rasmussen’s Risk Management Framework and Accimap method were applied to examine the safety leadership decisions and actions which enabled the safe outcome. The approach enabled Rasmussen’s predictions regarding safety and performance to be examined in the safety leadership context, with findings demonstrating the distribution of safety leadership across leader and system levels, and the presence of vertical integration as key to supporting the successful safety outcome. In doing so, the findings also demonstrate the usefulness of applying systems-thinking methods to examine and learn from incidents in terms of what ‘went right’. The implications, including future research directions, are discussed. Practitioner Summary: This paper presents a case study analysis, in which systems-thinking methods are applied to the examination of safety leadership decisions and actions during a

large-scale mining landslide incident. The findings establish safety leadership as a systems phenomenon, and furthermore, demonstrate the usefulness of applying systems-thinking methods to learn from incidents in terms of what ‘went right’. Implications, including future research directions, are discussed.

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WORK STRESS

Title Mindfulness as a personal resource to reduce work stress in the job demands-resources model

Author/s Grover, SL et al

Source Stress & health October 2017 DOI: 10.1002/smi.2726

Abstract Based on the job demands-resources (JD-R) model, this study examines the different ways that the personal resource of mindfulness reduces stress. Structural equation modeling based on data from 415 Australian nurses shows that mindfulness relates directly and negatively to work stress and perceptions of emotional demands as well as buffering the relation of emotional demands on psychological stress. This study contributes to the literature by employing empirical analysis to the task of unravelling how personal resources function within the JD-R model. It also introduces mindfulness as a personal resource in the JD-R model.

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Title Meta-analytic evidence of the effectiveness of stress management at work

Author/s Kröll, Claudia; Doebler, Philipp; Nüesch, Stephan.

Source European journal of work & organizational psychology October 2017 26 5 677-693. 17 DOI: 10.1080/1359432X.2017.1347157

Abstract To increase employees' psychological health and to achieve a competitive advantage, organizations are increasingly introducing flexible work arrangements (FWAs) and stress management training (SMT). This paper provides meta-analytic evidence of the effects of two forms of FWA (flexitime and telecommuting) and three forms of SMT (cognitive-behavioural skills training, relaxation techniques and multiple SMT) on employees' psychological health, job satisfaction, job performance and absenteeism. Applying the conservation of resource theory, we conjecture that both FWAs and SMT improve all four employeerelated outcomes. Quantitative meta-analyses based on 43 primary studies and 22,882 employees show that both FWAs and SMT are positively associated with psychological health and job satisfaction. However, due to a lack of primary studies we were mostly unable to analyse the effects on performance and absenteeism. Although we found a large heterogeneity in the hypothesized relationships, additional moderator analyses of study quality, age, gender, duration and intention of intervention yielded no significant effects. We discuss limitations and implications for practice and for future research.

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Title Return to work after work-related stress: a randomized controlled trial of a work-focused cognitive behavioral intervention

Author/s Dalgaard, VL

Source Scandinavian journal of work, environment & health 2017 43 5 436-446 doi:10.5271/sjweh.3655

Abstract Objectives This study aimed to evaluate the effect of a stress management intervention (SMI) on lasting return to work (RTW) among patients with work-related stress complaints. Methods Sickness benefit departments from three local municipalities referred patients on sick leave with work-related adjustment disorders or mild depression to the Department of Occupational Medicine, Regional Hospital West Jutland. A 2× randomization procedure allocated patients into one of three groups: intervention (N=58), control A (which received a clinical assessment; N=56), or control B (no assessment; N=49). Treatment comprised individual work-focused cognitive behavioral therapy (CBT) with an optional workplace intervention. The outcome was time until lasting RTW (16 and 44 weeks follow-up) using register data. Results Median number of weeks until lasting RTW was 15, 19, and 32 for the intervention group, control A, and control B respectively. However, for group B, clinical assessment was not part of the inclusion process, which may have introduced selection bias. In the fully-adjusted Cox regression model, the intervention group exhibited significantly faster lasting RTW at 44 weeks; hazard ratio (HR) 1.57 [95% confidence interval (95% CI) 1.01–2.44] relative to control group A, with a non-significant trend evident at 16 weeks; HR 1.70 (95% CI 0.94–3.10), when controlling for age, gender, occupation, sick leave during previous year, full or partial sick leave, and diagnosis. Unadjusted analyses remained directionally consistent but were reduced to marginal significance. Conclusions There were a tendency towards faster lasting RTW in the intervention group compared to control A, which received clinical assessment, in all analyses. The intervention group returned to work about 4 weeks earlier than control A, which could translate into substantial financial gains.

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