3rd International
Wellbeing at Work
Conference
Scandic Hotel
Copenhagen
26th – 28th May 2014
ABSTRACTS
PROGRAMME AT A GLANCE TIME 08:30 08:45 09:00 09:15 09:30 09:45 10:00 10:15 10:30 10:45 11:00 11:15 11:30 11:45 12:00 12:15 12:30 12:45 13:00 13:15 13:30 13:45 14:00 14:15 14:30 14:45 15:00 15:15 15:30 15:45 16:00 16:15 16:30 16:45 17:00 17:15 17:30 18:30 19:00 Monday 26th May 2014 Registration Opening (PLENUM) Keynote I (PLENUM) Alex Burdorf Coffee Break Keynote II (PLENUM) Reiner Rugulies Lunch and Poster session POSTER AREA Parallel Parallel Parallel Session 1A Session 1B Session 1C Symposium ROOM 1 ROOM 2 PLENUM Coffee Break Parallel Parallel Parallel Session 2A Session 2B Session 2C PLENUM ROOM 1 Symposium ROOM 2 Reception at the Copenhagen City Hall Parallel Session 1D ROOM 3 Parallel Session 2D ROOM 3 Tuesday 27th May 2014 Parallel Parallel Parallel Session 3A Session 3B Session 3C PLENUM ROOM 1 Symposium ROOM 2 Coffee Break Keynote III (PLENUM) mc Schraefel Keynote III (PLENUM) Boglárka Bóla Coffee Break Parallel Parallel Parallel Session 4A Session 4B Session 4C PLENUM ROOM 1 Symposium ROOM 2 Lunch and Poster session POSTER AREA Keynote IV (PLENUM) Anita L. Schill and Casey Chosewood Keynote V (PLENUM) Pelle Guldborg Hansen Coffee Break Parallel Parallel Parallel Session 5A Session 5B Session 5C PLENUM ROOM 1 Special Symposium ROOM 2 Conference Dinner (PLENUM) Parallel Session 3D Symposium ROOM 3 Parallel Session 4D Symposium ROOM 3 Parallel Session 5D Symposium ROOM 3 Wednesday 28th May 2014 Parallel Parallel Parallel Parallel Sessions 6A Sessions 6B Session 6C Session 6D PLENUM ROOM 1 Symposium ROOM 3 ROOM 2 Coffee Break Young Investigators Award – presentations and prices (PLENUM) Coffee Break Keynote VII (PLENUM) Jari Hakanen Lunch (Restaurant) Parallel Parallel Parallel Parallel Session 7A Session 7B Session 7C Session 7D PLENUM ROOM 1 Symposium Symposium ROOM 2 ROOM 3 Thank you and welcome in 2016 (PLENUM) Key Keynote Parallel Session Symposium Posters mm CONFERENCE AREA PLENUM: Plenum auditorium (opening, keynotes, parallel oral sessions and
conference dinner)
ROOM 1: Parallel oral sessions
ROOM 2: Parallel oral sessions
ROOM 3: Parallel oral sessions
MEETING POINT: Optional activities and the stand for the Danish Working
Environment Information Centre
CONFERENCE DESK: Registration and the conference information desk
3 INTRODUCTION
Welcome to the 3rd International Wellbeing at Work Conference in Copenhagen 2014. On behalf of the organizing committee and the scientific committee, we are very pleased to welcome you to this 3rd International Conference on Wellbeing at Work. We hope you will have some enjoyable and scientifically rewarding days here in Copenhagen. We have made a great effort to present an interesting and exciting program, and we think we have succeeded. We are also fortunate to be able to present a number of prominent keynote speakers representing a wide range of scientific disciplines in the field of wellbeing at work. Participants from many countries from both the scientific community and from a variety of companies and institutions are attending the conference. We hope that this broad range of participants will promote a dialogue across professional boundaries for the benefit of wellbeing at work. In addition to the scientific program, we hope you will take the opportunity to join us for some social gathering and networking by attending the reception at the Copenhagen City Hall and the conference dinner. Once again welcome to Copenhagen and have a nice conference! Paul‐Anker Lund Lars Andersen Chair of the Organizing committee Chair of the Scientific committee Inger Schaumburg Director General 4 Scientific Committe
From NRCWE, DK
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Lars L. Andersen, Professor, Head of the Scientific Committee Inger Schaumburg, Director General Nils Fallentin, Research Director Otto Melchior Poulsen, Senior Consulter Reiner Rugulies, Professor Pete Kines, Senior Scientist Thomas Clausen, Senior Scientist From PEROSH, Europe
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Andrew Curran, Health and Safety Laboratory, Buxton, UK David Fishwick, Health and Safety Laboratory, Buxton, UK Ed Robinson, Health and Safety Laboratory, Buxton, UK Gabriele Freude, Federal Institute for Occupational Safety and Health, BAuA, Germany Jennifer Lunt, Health and Safety Laboratory, Buxton, UK Natalie Henke, Federal Institute for Occupational Safety and Health, BAuA, Germany Noortje Wiezer, Netherlands Organization for applied scientific research, TNO, the Netherlands Roger Persson, Lund University, Sweden Vincent Grosjean, INRS ‐ Centre Lorraine, France Zofia Mockallo, Central Institute for Labour Protection ‐ National Research Institute, Poland From DASAM, DK
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Henrik Kolstad, Professor, Department of Occupational and Environmental Medicine, University of Århus Jens‐Peter Bonde, Professor, Department of Occupational and Environmental Medicine, Bispebjerg University Hospital, Copenhagen Johan Hviid Andersen, Professor, Department of Occupational Medicine, Herning Lars Brandt, Director, Department of Occupational and Environmental Medicine, Odense University Hospital, Denmark and Head of Research, Associate Professor, Institute of Clinical Research, Faculty of Health Sciences, University of Southern, Odense Torben Sigsgaard, Professor, Department of Public Health, Institute of Environmental and Occupational Medicine, University of Århus Vivi Schlünssen, Associate Professor, Department of Public Health, Institute of Environmental and Occupational Medicine, University of Århus Others:
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Alex Burdorf, professor, Department of Public Health, Erasmus MC, Rotterdam, The Netherlands. Jari Hakanen, Research Professor, PhD, Finnish Institute of Occupational Health, Helsinki, Finland. National Organizing Committee at NRCWE
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Paul‐Anker Lund, Senior consultant, Head of the Organizing Committee Lars L. Andersen, Professor, Head of the Scientific Committee Thomas Clausen, Senior Scientist Brian Knudsen, Chief Consultant Rikki Hørsted, Chief Consultant Kim Winding, Head of Secretariat Kirsten Rydahl, Communication officer (press and media contact) Mogens Henrik Sørensen, Web Coordinator Kirsten Jürgensen, Head of Services 5 PROGRAMME
Day 1 Monday 26st May 08:00‐10:00 Registration 10:00‐10:45 Conference Opening 10:45‐11:30 Keynote I
How much will interventions on physical and psychosocial factors at work contribute to working longer in good health? Alex Burdorf Coffee Break – Find the dialogue table and discuss Alex Burdorfs key note 11:30‐11:45 11:45‐12:30 12:30‐14:00 Keynote II
Wellbeing and psychosocial work environment Reiner Rugulies Lunch with Poster Session – 13.30 Optional activities at the meeting point 14:00‐15:30 Parallel Session 1 1A. Symposium.Theories on workplace innovation and and wellbeing
1B. The interplay between physical work environment and wellbeing at work 1C. Workplace interventions with wellbeing and health promotion
1D. Wellbeing and the management of ill health and disability at the workplace 15:30‐16:00 Coffee Break ‐ Optional elastic band exercises at the meeting point
16:00‐17:30 Parallel Session 2 2A The interplay between psychosocial work conditions and wellbeing at work 2B. Demographic changes (ageing) and wellbeing at work
2C. Symposium. Young Workers and Wellbeing at Work. Concepts for improving safety and wellbeing for young workers will be discussed based on state‐of‐the‐art research. 2D. Symposium. Workplace innovation and wellbeing: empirical results 18:30‐19:30 Reception. Copenhagen Town Hall
Day 2 Tuesday 27st May 07:15 08:30‐10:00 Walk or run around the lake – meet the guides at the meeting point
Parallel Session 3 3A. The interplay between physical work environment and wellbeing at work 3B. Gender and wellbeing at work
3C. Symposium. Wellbeing and chronic disease when staying longer at work: type 2 diabetes as model
3D. Symposium. Interaction between psychosocial and physical work environment on health and wellbeing at work Coffee Break
10:00‐10:15 10:15‐11:00 11:30‐11:45 Keynote III Integrated brain/body designs for improved wellbeing at work mc Schraefel Keynote IV
Well‐being at work: creating a positive work environment Boglárka Bóla Coffee Break
11:45‐13:15 Parallel Session 4 4A. Wellbeing and the management of ill health and disability at the workplace 4B. Workplace interventions with wellbeing and health promotion
4C. Symposium. Challenges in the prevention of work disability and in the management of return to work
4D. Symposium. Presentation by the travelling information team from the Danish Working Environment Information Centre Lunch and Poster session – 13:30 Optional activities at the meeting point 11:00‐11:30 13:15‐14:15 6 14:15‐15:00 16:00‐17:30 Keynote V NIOSH ‐ Total Worker Health, Anita Schill and Casey Chosewood Keynote VI
Wellbeing at Work ‐ All those little things that doesn't seem to matter, Pelle Guldborg Hansen Coffee Break – Find the dialogue tables and discuss the key notes or participate in staircase training
starting at the meeting point Parallel Session 5 5A. The role of leadership and management in wellbeing at work
5B. The interplay between psychosocial work conditions and wellbeing at work 5C. Special Symposium. Wellbeing strategies at Danish workplaces (Company presentations)
5D. Symposium. Active aging at work and strategic age management in SMEs 19:00 Conference Dinner Day 3 Wednesday 28st May 07:15 08:30‐10:00 Walk or run around the lake – meet the guides at the meeting point
Parallel Session 6 15:00‐15:45 15:45‐16:00 6A. Workplace interventions with wellbeing and health promotion
6B. The role of leadership and management in wellbeing at work
6C. Symposium. The birth, rise and success (or fall?) of an intervention project 6D. Measuring wellbeing at work
10:00‐10:15 Coffee Break 10:15‐11:30 Young Investigators Award
11:30‐11:45 Coffee Break – Find the dialogue table and discuss the Young Investigators presentations
11:45‐12:30 12:30‐13:30 Keynote VII Building work engagement: Research evidence and positive workplace interventions Jari Hakanen Lunch in the restaurant 13:30‐15:00 Parallel Session 7 7A. Workplace interventions with wellbeing and health promotion
7B. Measuring wellbeing at work
7C. Symposium. High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders. 7D. Symposium. From evidence‐based interventions to workplace practice 15:05‐15:15 Thank you and welcome in 2016
7 SESSION AND KEYNOTE PROGRAMME
Day 1 08:00‐10:00 10:00‐10:45 10:45‐12:30 10:45‐11:30 11:30‐11:45 11:45‐12:30 12:30‐14:00 14:00‐15:30 14:00‐15:30 14:00‐14:15 1 14:15‐14:30 2 14:30‐14:45 3 14:45‐15:00 4 14:00‐15:30 14:00‐14:15 5 14:15‐14:30 6 14:30‐14:45 7 14:45‐15:00 8 15:00‐15:15 9 15:15‐15:30 10 Monday 26st May Registration
Conference opening Keynote Session 1 Plenary Room Keynote I How much will interventions on physical and psychosocial factors at work contribute to working longer in good health? Alex Burdorf Coffee Break – Find the dialogue table and discuss the key note
Keynote II Wellbeing and psychosocial work environment Reiner Rugulies Lunch with Poster Session – 13:30 Optional activities at the meeting point Parallel Session 1 Parallel Session 1A Symposium. Theories on workplace innovation and and wellbeing. Chair: Frank Pot & Steven Dhondt Plenary Room Workplace Innovation: a connecting concept for organisational psychology and sociology Steven Dhondt The Importance of Organisational Level Decision Latitude for Wellbeing and Organisational Commitment
Frank Pot, Steven Dhondt, Karolus Kraan Sociotechnical theory of 21st century
Helge Hvid, Peter Hagedorn‐Rasmussen Strengthening growth and job creation through employee driven innovation ia Mulvad Reksten Parallel Session 1B 2 (I). The interplay between physical work environment and wellbeing at work Chair: Jens Peter Bonde & Henrik Kolstad Room 1 Reduced prevalence of respiratory symptoms explained by reduction in wood dust exposure ‐ results from two cross‐sectional studies 6 years apart Vivi Schlünssen, Gitte Jacobsen, Torben Sigsgaard, Inger Schaumburg Does introdution of LED‐lightning improve visual work environment?
Jesper Pihl‐Thingvad, Anne Lee, Helle Johannesen, Lars Brandt Lipid profile and work schedule: “Day vs. Shift” nursing staff
Ayman Fahim Noise and stress in open‐plan offices
Søren Peter Lund An intervention study of the acoustical environment’s effects on teachers’ well‐being Jesper Kristiansen, Søren Peter Lund, Roger Persson, Jørn Toftum, Per Møberg Nielsen, Rasmus Challi Exploring Workplace Issues for Plus Size People
Annabel Masson, Sue Hignett, Diane Gyi 8 14:00‐15:30 14:00‐14:15 11 14:15‐14:30 12 14:30‐14:45 13 14:45‐15:00 14 15:00‐15:15 15 15:15‐15:30 16 14:00‐15:30 14:00‐14:15 17 14:15‐14:30 18 14:30‐14:45 19 14:45‐15:00 20 15:30‐16:00 16:00‐17:30 16:00‐17:30 16:00‐16:15 21 16:15‐16:30 22 16:30‐16:45 23 16:45‐17:00 24 17:00‐17:15 25 17:15‐17:30 26 Parallel Session 1C 4 (I). Workplace interventions with wellbeing and health promotion Chair: Luisella Vigna & Sandra Brouwer Room 2 Healthy eating promotion at the workplace: the European programme FOOD (Fighting Obesity through Offer and Demand) Nolwenn Bertrand Stress and burnout prevention by short exercises at the work place: evaluation and further development of a preventative measure in the context of the German Federal Foreign Office's occupational health management Gregor Wittke Work and common mental disorders: Are expectancies more important than work satisfaction and work strain? Tone Langjordet Johnsen Evaluation of The Working Mind: An Intervention to Reduce Stigma and Increase Mental Health and Wellbeing in the Workplace Andrew C H Szeto, Keith S Dobson, Dorothy Luong, Terry Krupa, Bonnie Kirsh Implementation of Diageo's Wellbeing Strategy: the Challenges and Rewards Skeena Matwichuk Effectiveness of a workplace hearing loss prevention training intervention ‐ A pilot study Ravi Reddy, David Welch, Shanthi Ameratunga, Peter Thorne Parallel Session 1D 6 (I). Wellbeing and the management of ill health and disability at the workplace Chair: Cecile Boot & Emil Sundstrup Room 3 The interplay between physical and mental conditions on restrictions in activities at work Peter M Smith How work impairments and reduced work ability are associated with health care use in workers with musculoskeletal disorders, cardiovascular disorders or mental disorders. Kerstin Reeuwijk, Suzan Robroek, Leona Hakkaart, Alex Burdorf Burden of reduced work productivity among people with chronic knee pain: A systematic review
Maria Agaliotis Certifying Fitness for Work‐ The UK FitNote‐ trends and evidence of change Mark Gabbay, Chris Shiels, Jim Hillage Coffee Break – Optional elastic band exercises at the meeting point
Parallel Session 2 Parallel Session 2A 1 (I). The interplay between psychosocial work conditions and wellbeing at work Chair: Thomas Clausen & Jari Hakanen Plenary Room Psychosocial work environment, depressive symptoms and long‐term sickness absence. Results from the PAS study Reiner Rugulies, Ida EH Madsen, Pernille U Hjarsbech The well‐being of Icelandic bank employees during organisational changes ‐ the role of social support and empowering management Asta Snorradottir, Guðbjörg Linda Rafnsdöttir, Birgit Aust Stress, conflict and psychological distress at work: What is the role of positive mental health?
Kathryn M Page Do control and resources really protect from work intensification and job demands? Oscar Perez Zapata, Gloria Alvarez‐Hernandez Workplace health in small medium enterprises (SMEs). What public health support do SMEs really want?
Maxine Lily Holt, Susan Powell Recognition as a key category for young workers’ wellbeing at work – A sociological perspective
Corinna Sinkowicz 9 16:00‐17:30 16:00‐16:15 27 16:15‐16:30 28 16:30‐16:45 29 16:45‐17:00 30 17:00‐17:15 31 17:15‐17:30 32 16:00‐17:30 16:00‐16:15 33 16:15‐16:30 34 16:30‐16:45 35 16:45‐17:00 36 17:00‐17:15 37 17:15‐17:30 38 16:00‐17:30 16:00‐16:15 39 16:15‐16:30 40 16:30‐16:45 41 16:45‐17:00 42 17:00‐17:15 43 18:30‐19:30 Parallel Session 2B 5. Demographic changes (ageing) and wellbeing at work Chair: Mark Gabbay and Maria Agaliotis Room 1 The effect of the psychosocial work environment on older workers' retirement age; a longitative study of 1,898 older workers Sannie Vester Thorsen, Jakob Bue Bjørner Lisrel analysis of research framework of STREAM applied to early retirement Astrid de Wind, Goedele A Geuskens, Jan Fekke Ybema, Paulien M Bongers, Allard J van der Beek Is retirement good for your health? A systematic review of longitudinal studies Iris van der Heide, Rogier van Rijn, Suzan Robroek, Alex Burdorf, Karin Proper Health promotion in the workplace among sedentary workers aged 45 to 64 Mette Andresen, Katja Arnoldi Age management – facilitating action plans
Tiina Saarelma‐Thiel, Marjo Wallin, Titi Heikkilä Creation of International Federation on Ageing awareness in Africa
Omowunmi Rachael Gbadegesin Parallel Session 2C Symposium. Young Workers and Wellbeing at Work. Concepts for improving safety and wellbeing for young workers will be discussed based on state‐of‐the‐art research. Chair: Johan Hviid Andersen Room 2 Work environment and school dropout ‐ what are the effects of the psychosocial work environment?
Claus D Hansen Bullied at School – Bullied at Work
Lars Peter Andersen, Merete Labriola, Johan H Andersen, Thomas Lund, Claus D Hansen Mental health in childhood as risk indicator of labour market participation in young adulthood. A prospective birth cohort study Thomas Lund, Claus D Hansen, Johan Hviid Andersen, Merete Labriola Mediating effects of health on the association between negative life events in childhood on future labour market participation. A 7‐year follow‐up study Merete Labriola, Johan Hviid Andersen, Claus D Hansen, Thomas Lund Do family and individual characteristics affect the experience of physical and psychosocial work environment in Danish 20/21 year olds? Trine N Winding, Merete Labriola, Ellen A Nøhr, Johan Hviid Andersen Wellbeing and risk among young workers in the Danish retail, healthcare and metal industry
Pete Kines, Martha Ozmec, Mette Lykke Nielsen, Johnny Dyreborg Parallel Session 2D Symposium. Workplace innovation and wellbeing: Empirical results Chair: Frank Pot & Steven Dhondt Room 3 Measuring employee participation in European workers' and employers surveys: An example of European Working Conditions Survey and European Company Survey Greet Vermeylen, Agnes Parent‐Thirion, Gijs van Houten, Maurizio Curtarelli, Christine Aumayr, Karel Fric, Manuel Ortigao, Oscar Vargas Increasing the Quality of Working Life through Workplace Innovation: Results of a longitudinal research program in Flanders Geert van Hootegem, Lander Vermeerbergen Workplace innovation pays off for SMEs: the case of a Dutch region
Peter Oeij Analysing stress and resources factors to encourage social dialogue
Segolene Journoud Social innovation for wellbeing: PIQ & Lead professionalization model in Social Work education
Gyöngyvér Hervainé Szabö Reception at Copenhagen Town Hall
10 Day 2 07:15 08:30‐10:00 08:30‐10:00 08:30‐08:45 44 08:45‐09:00 45 09:00‐09:15 46 09:15‐09:30 47 09:30‐09:45 48 08:30‐10:00 08:30‐08:45 49 08:45‐09:00 50 09:00‐09:15 51 09:15‐09:30 52 09:30‐09:45 53 09:45‐10:00 54 08:30‐10:00 08:30‐10:00 55 Tuesday 27st May Walk or run around the lake – meet the guides at the meeting point
Parallel Session 3 Parallel Session 3A 2 (II). The interplay between physical work environment and wellbeing at work Chair: Pete Kines & Nils Fallentin Plenary Room Considering Bodily Wellbeing in Construction Work ‐ The Room Worker Agency Jeppe Zielinski Nguyen Ajslev Moving Bodies Iben Louise Karlsen Good work in a retail concession
Rob John Woollen Effect of Peer‐Based Low Back Pain Information
Torill Helene Tveito Effectiveness of a combined social and physical environmental intervention on need for recovery, physical activity, relaxation and work‐related outcomes in office employees Jennifer Coffeng, Ingrid Hendriksen, Saskia Duijts, Willem Van Mechelen, Cécile R Boot Parallel Session 3B 12. Gender and wellbeing at work Chair: Ingrid Schele & Peter Smith Room 1 A job analysis procedure for eldercare‐workers to assess their psychosocial work environment
Anette Fauerskov B Jørgensen, Louise Meinertz Jakobsen, Reiner Rugulies The Health of Nurses: Health Risk Factor Profiles of Australian Metropolitan Nurses Lin Perry Work related stress and eating behaviours in menopausal transition
Luisella Vigna, Diana Misaela Conti, Claudia Barberi, Gianna Agnelli, Luciano Riboldi Work related health and safety: Attention for the intersection between immigrant status, gender and occupational class Sarah Mousaid, Christophe Vanroelen Tabooing violence in the workplace and psychological wellbeing: is gender an issue? Steve Geoffrion, Nathalie Lanctôt, Stéphane Guay Childcare vouchers: an answer to stress prevention and a tool for work life balance Delphine Chilese‐Lemarinier Parallel Session 3C Symposium. Wellbeing and chronic disease when staying longer at work: type 2 diabetes as model Chair: Kjeld Poulsen & Alex Burdorf Room 2 Wellbeing and chronic disease when staying longer at work: type 2 diabetes as model Kjeld Poulsen, Morten Guld Nielsen, Finn Diderichsen, Alex Burdorf Finding the business case: a new role for the workplace in future public health? Morten Guld Nielsen The size and potential consequences of the problem cannot be underestimated Kjeld Poulsen How can public health research support companies with this new agenda? Finn Diderichsen Ill health and consequences for wellbeing and performance at work: When does it become important ?
Alex Burdorf 11 08:30‐10:00 08:30‐10:00 56 10:00‐10:15 10:15‐11:30 10:15‐11:00 11:00‐11:30 11:30‐11:45 11:45‐13:15 11:45‐13:15 11:45‐12:00 57 12:00‐12:15 58 12:15‐12:30 59 12:30‐12:45 60 12:45‐13:00 61 13:00‐13:15 62 11:45‐13:15 11:45‐12:00 63 12:00‐12:15 64 12:15‐12:30 65 12:30‐12:45 66 Parallel Session 3D Symposium. Interaction between psychosocial and physical work environment on health and wellbeing at work Chair: Thomas Clausen & Stein Knardahl Room 3 Interaction between psychosocial and physical work environment on health and wellbeing at work: towards an investigation of the work environment ‘as it really is’ Thomas Clausen, Stein Knardahl, Reiner Rugulies, Lars L Andersen Coffee Break
Keynote Session 2 Plenary Room Keynote III Integrated brain/body designs for improved wellbeing at work mc Schraefel Keynote IV
Well‐being at work: creating a positive work environment Boglárka Bóla Coffee Break
Parallel Session 4 Parallel Session 4A 6 (I). Wellbeing and the management of ill health and disability at the workplace Chair: Otto Melchior Poulsen & Lars Brandt Plenary Room Influence of poor health on exit from paid employment: A systematic review Rogier M van Rijn Health inequalities in maintaining paid employment; a life course perspective based on working life expectancy in the Netherlands Suzan JW Robroek, Marieke Jesse, Coos H Arts, Ferdy WJ Otten, Leo W Bil, Raymond G Brood, Alex Burdorf Work, Well‐being and Wealth: The Indirect Cost of Socioeconomic Health Inequalities for Canadian Society
Emile Tompa Effect of unhealthy behaviors on work ability: A prospective cohort study Nina Nevanperä, Jouko Remes, Jorma Seitsamo, Leila Hopsu, Leena Ala‐Mursula, Jaana Laitinen Workplace interventions for preventing work disability
Myrthe van Vilsteren Strength training reduces pain and prevents deterioration of work ability among slaughterhouse workers with chronic pain and work disability: single‐blind, randomized controlled trial Emil Sundstrup, Markus Due Jakobsen, Mikkel Brandt, Kenneth Jay, Roger Persson, Per Aagaard, Lars Andersen Parallel Session 4B 4 (II). Workplace interventions with wellbeing and health promotion Chair: Marie Birk Jørgensen & Torill Tveito Room 1 Workplace services and help‐seeking for negative emotional consequences of working with aggressive clients Jennifer M Hensel, Carolyn S Dewa The dignity of the nursing profession: a model and definition for implementing wellbeing at work
Alessandro Stievano, Rosaria Alvaro, Laura Sabatino, Gennaro Rocco Hospital performance review and Appraisal system in Southern Province, Sri Lanka: Development and Implementation of a framework and Evaluation for Productivity Lasantha Krishan Hirimuthugoda, Sunil Pushpakumara Wathudura, Hemachandra Edirimanna, Hasadari Pamoda Madarasinghe Effect of workplace ‐ versus home‐based physical exercise on pain in healthcare workers: study protocol for a single blinded cluster randomized controlled trial 12 12:45‐13:00 67 13:00‐13:15 68 11:45‐13:15 11:45‐12:00 69 12:00‐12:15 70 12:15‐12:30 71 12:30‐12:45 72 11:45‐13:15 11:45‐13:15 73 13:15‐14:15 14:15‐15:45 14:15‐15:00 15:00‐15:45 15:45‐16:00 16:00‐17:30 16:00‐17:30 16:00‐16:15 74 16:15‐16:30 75 Markus Due Jakobsen, Emil Sundstrup, Mikkel B Petersen, Anne Z Kristensen, Kenneth Jay, Reinhard Stelter, Ebbe Lavendt, Per Aagaard, Lars L Andersen Effects of a multifaceted implementation strategy on preventive behaviour and hand eczema in health care workers Esther Wilhelmina, Cornelia van der Meer How can a brief intervention contribute to coping with back pain? A focus group study about participants' experiences Eline Ree Parallel Session 4C Symposium. Challenges in the prevention of work disability and in the management of return to work Chair: Birgit Aust & Sandra Brouwer Room 2 Challenges in the prevention of work disability and in the management of return to work Birgit Aust, Ute Bültmann Effect and process evaluation of the Danish national return‐to‐work program Birgit Aust, Otto Melchior Poulsen, Maj Britt Dahl Nielsen, Jørgen Vinsløv Hansen, Reiner Rugulies, Glen Winzor Psychosocial factors, work disability and return‐to‐work in chronic diseases Sandra Brouwer, Ute Bültmann Increased Risk of Sickness Absence, Lower Rate of Return to Work, and Higher Risk of Unemployment and Disability Pensioning for Patients with Benign Thyroid diseases. A Danish Register‐based Cohort Study Mette Andersen Nexø, Torquil Watt, Jacob Pedersen, Steen Joop Bonnema, Laszlo Hegedüs, Åse Krogh Rasmussen, Ulla Feldt‐Rasmussen, Jakob Bue Bjørner Parallel Session 4D Symposium. Presentation by the travelling information team from the Danish Working Environment Information Centre Chair: Rikki Hørsted Room 3 Show and tell: How to improve wellbeing at work, informing the workplaces about scientific results and using group facilitation processes to demonstrate how to use them. Inge Larsen, Helle Torsbjerg Niewald, Christian Borg Lauritzen, Rikki Hørsted Lunch and Poster session – 13:30 Optional activities at the meeting point Keynote Session 3 Plenary Room Keynote V The Total Worker Health program Anita Schill and Casey Chosewood Keynote VI
Wellbeing at Work ‐ All those little things that doesn't seem to matter Pelle Guldborg Hansen Coffee Break ‐ Find the dialogue tables and discuss the key notes or participate in staircase training starting at the meeting point Parallel Session 5 Parallel Session 5A 3 (I). The role of leadership and management in wellbeing at work Chair: Heather Gibb & Sarah Hewko Plenary Room Well‐being at work: Theoretical perspectives from positive psychology to leadership studies
Vincent Grosjean A Discursive Approach for Assessing Occupational Risks at Work
Lisbeth Rydén 13 16:30‐16:45 76 16:45‐17:00 77 17:00‐17:15 78 17:15‐17:30 79 16:00‐17:30 16:00‐16:15 80 16:15‐16:30 81 16:30‐16:45 82 16:45‐17:00 83 17:00‐17:15 84 17:15‐17:30 85 16:00‐17:30 16:00‐16:15 86 16:15‐16:30 87 16:30‐16:45 88 16:45‐17:00 89 16:00‐17:30 16:00‐16:15 90 16:15‐16:30 91 16:30‐16:45 92 16:45‐17:00 93 19:00 Recognition for the follower as a result of perceived follower fit with implicit leader expectations?
Nina Mareen Junker, Rolf van Dick Supervisors experiences with the return‐to‐work process of hospital workers that have been absent from work due to a health problem ‐ a qualitative study Mette Jensen Stochkendahl, Cornelius Myburgh, Amanda E Young, Jan Hartvigsen Beyond the Intellect ‐ Communicating Core Values to Support Worker Wellbeing Robin M Nicholas Factors related to the retention of allied health professionals: A systematic review Sarah Jean Hewko, Nicole Wilson, Greta G Cummings Parallel Session 5B 1 (II). The interplay between psychosocial work conditions and wellbeing at work Chair: Christina Banks & Alessandro Stievano Room 1 Wellbeing at work research in Finland 2010‐2013 ‐ A Review
Jaana‐Piia Mäkiniemi, Nina Laine, Laura Bordi, Kirsi Heikkilä‐Tammi Overview of the Quality of Working Life in Malaysia: A cross‐Sectional Study Won Sun Chen, Jamaiyah Haniff, Ching Sin Siau, Wymen Seet The Relationship of Dispositional Resistance to Change and Emotional Exhaustion: Effects of Team‐Level Moderators Sarah Turgut, Karlheinz Sonntag, Alexandra Michel Dedication to creative work: Artists' work path and well being
Pia Maria Houni Presenteeism and Well‐Being ‐ a Panel Study
Kristian Skagen, Kjeld Møller Pedersen The influence of managers’ and colleagues’ absence on public employee absence Ann‐Kristina Løkke Møller Parallel Session 5C Special Session. Wellbeing strategies at Danish workplaces (Company presentations) Chair: Markus Due Jakobsen & Noortje Wiezer Room 2 Wellbeing at AXA Power ‐ The most healthy company in Denmark in 2013 Henrik Olsson Construction design guides Bente Grau‐Hansen Wellbeing interventions in the Construction Industry
Anette Bonde Novo Nordisk ‐ Exercise at Work
Jesper Rud Kirkegaard Parallel Session 5D Symposium. Active aging at work and strategic age management in SMEs Chair: Anita Richert‐Kaźmierska & Roland Kadefors Room 3 Active aging at work and strategic age management in SMEs
Anita Richert‐Kazmierska Costs and benefits of age management in the enterprise
Roland Kadefors Age management practices in SMEs in the Baltic Sea Region
Marjo Wallin Age management in SMEs ‐ the employees’ opinions
Anita Richert‐Kazmierska Conference dinner in the Plenary Room
14 Day 3 07:15 08:30‐10:00 08:30‐10:00 08:30‐08:45 94 08:45‐09:00 95 09:00‐09:15 96 09:15‐09:30 97 09:30‐09:45 98 09:45‐10:00 99 08:30‐10:00 08:30‐08:45 100 08:45‐09:00 101 09:00‐09:15 102 09:15‐09:30 103 09:30‐09:45 104 09:45:10:00 105 08:30‐10:00 08:30‐08:45 106 08:45‐09:00 107 09:00‐09:15 108 09:15‐09:30 109 Wednesday 28st May Walk or run around the lake – meet the guides at the meeting point
Parallel Session 6 Parallel Session 6A 4 (III). Workplace interventions with wellbeing and health promotion Chair: Emile Tompa & Mari‐Ann Flyvholm Plenary Room Effect of Peer‐Based Low Back Pain Information and Reassurance at the Workplace on Sick Leave: A Cluster Randomized Trial Magnus Odeen, C Ihlebæk, A Indahl, MEA Wormgoor, SA Lie, HR Eriksen Effectiveness of a workplace mindfulness‐based multi‐component intervention on lifestyle behavior
Jantien van Berkel, Karin Proper, Cécile Boot, Paulien Bongers, Allard van der Beek Effect of individually tailored bio‐psycho‐social workplace interventions on Chronic Musculoskeletal Pain, Stress and Work Ability Among Laboratory Technicians: Randomized Controlled Trial Kenneth Jay, Gisela Sjøgaard, Lars Louis Andersen Using sensors in the office to support knowledge workers with self‐management of well‐being
Saskia Koldijk, Mark Neerincx, Wessel Kraaij The effectiveness of a mobile health intervention (MORE Energy) on fatigue in airline pilots. Results of a randomized controlled trial Alwin Van Drongelen, Cécile R Boot, Hynek Hlobil, Tjabe Smid, Allard J van der Beek Enabling participation, health and well‐being of ageing workers: A Swedish research programme
Maria Albin Parallel Session 6B 3 (II). The role of leadership and management in wellbeing at work Chair: Robin Nicholas & Sandra Brouwer Room 1 The Effect of Authentic Leadership and Psychological Capital on Burnout Development, Mental Health, Occupational Satisfaction, and Turnover Intent of New Graduate Nurses In Their First Two Years of Practice Heather Kathleen Laschinger, Roberta Fida Health promoting leadership ‐ a structure to build capacity of health in a healthcare organization
Marcus Strömgren, Andrea Eriksson, Lotta Dellve Human resources managers' views on the Belgian Active Aging Plan
Bart Vriesacker A meta‐analysis on the relation between transformational leadership and employee well‐being
Sylvie Vincent‐Hoeper, Anna Heimann, Sabine Gregersen, Albert Nienhaus Health‐relevant leadership behavior: A comparison of leadership constructs Sylvie Vincent‐Hoeper, Sabine Gregersen, Albert Nienhaus Health‐ and development promoting leadership behavior: A new integrative approach Sylvie Vincent‐Hoeper Parallel Session 6C Symposium. The birth, rise and success (or fall?) of an intervention project Chair: Per Lindberg & Ingrid Anderzén Room 2 The birth, rise and success (or fall?) of an intervention project. GodA – a project set up to test a model of the prerequisites for a healthy workplace. Per Lindberg, Ingrid Anderzén, Susanne Gustafsson, Thomas Karlsson, Annika Strömberg What factors are important for well‐being at work?
Thomas Karlsson Is there a balance between factors of importance for wellbeing at work and the extent to which they are present at the workplace? Per Lindberg Is there a correlation between psychosocial work climate indicators and work‐related well‐being?
Ingrid Anderzén 15 08:30‐10:00 08:30‐08:45 110 08:45‐09:00 111 09:00‐09:15 112 09:15‐09:30 113 09:30‐09:45 114 09:45‐10:00 115 10:00‐10:15 10:15‐11:30 11:30‐11:45 11:45‐12:30 11:45‐12:30 12:30‐13:30 13:30‐15:00 13:30‐15:00 13:30‐13:45 116 13:45‐14:00 117 14:00‐14:15 118 14:15‐14:30 119 14:30‐14:45 120 13:30‐15:00 13:30‐13:45 121 Parallel Session 6D 13 (I). Measuring wellbeing at work Chair: Greet Vermeylen & Harri Virolainen Room 3 Measuring Wellbeing ‐ the Vitaliberty Integrated Corporate Health and Wellbeing Index (CHW‐Index / moove‐Index) Ulrich Schweiker, Nina Mareen Junker KivaQ ‐ How to get extremely high response rates in personnel questionnaires Ove Näsman, Guy Ahonen, Minna Nylund The biological correlates of burnout symptoms
Robert‐Paul Juster Work stress and physiological response: The role of Interleukin 6
Damiano Girardi, Alessandra Falco, Davide Carlino, Paula Benevene, Nicola Alberto De Carlo DOSES ‐ Danish observational study of eldercare work and musculoskeletal disorders. Design of a prospective workplace study among eldercare workers. Kristina Karstad, Anette Fauerskov B Jørgensen, Karen Søgaard, Reiner Rugulies, Andreas Holtermann The build environment can shape human behaviour and mental conditions Casper Holm Coffee Break
Young Investigators Award. Plenary room
Coffee Break – Find the dialogue table and discuss the Young Investigators presentations
Keynote Session 4 Plenary Room Keynote VII
Building work engagement: Research evidence and positive workplace interventions Jari Hakanen Lunch in the restaurant Parallel Session 7 Parallel Session 7A 4 (IV). Workplace interventions with wellbeing and health promotion Chair: Vincent Grosjean & Natalie Henke Plenary Room Growing Well Being at Work with the Well Being Tree
Noortje Wiezer, Jennifer Lunt, David Fishwick, Andrew Curran, Ed Robinson, Zofia Mockallo, Vincent Grosjean, Roger Persson, Lars L Andersen Applying What We Know To Create Healthy Workplaces
Cristina Banks Prevention package interventions for sectors at high risk of attrition and burnout Mari‐Ann Flyvholm, Louise Hardman Smith, Laura Veng Kvorning, Christina Madsen, Angelika Dziekanska The path from planning to evaluation. Conceptualizing organizational level interventions as a series of translations. Johan Simonsen Abildgaard, Karina M Nielsen Participation in health promotion programs among employees: preferences, barriers, and facilitators
Anne Rongen, Suzan Robroek, Alex Burdorf Parallel Session 7B 13 (II). Measuring wellbeing at work Chair: Bart Vriesacker & Steve Geoffrion Room 1 Trait negative affectivity: A predictor of burnout and secondary traumatic stress in nurses in WA
Desley Hegney 16 13:45‐14:00 122 14:00‐14:15 123 14:15‐14:30 124 14:30‐14:45 125 14:45‐15:00 126 13:30‐15:00 13:30‐13:45 127 13:45‐14:00 128 14:00‐14:15 129 13:30‐15:00 13:30‐13:45 130 13:45‐14:00 131 14:00‐14:15 132 14:15‐14:30 133 14:30‐14:45 134 15:05‐15:15 Organizational health of nurses in some health facilities of Rome and its Province Carlo Turci, Alessandro Stievano, Rosaria Alvaro, Gennaro Rocco Assess the Psychological Well‐Being among Nursing Faculty: Experience from Saudi Arabia
Nazik Zakari, Ghada K Almikhaini Wellbeing and some aspects of absence costs and employee turnover: A case of Slovenia Maja Klun, Janez Stare, Jernej Buzeti, Manica Danko A study on the moderating role of personality traits on the relationship between work and salivary cortisol
Annick Parent‐Lamarche, Alain Marchand Wellbeing at work and the development of a questionnaire
Thomas Karlsson, Per Lindberg, Erik Berntson Parallel Session 7C Symposium. High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders. Chair: Gisela Sjøgaard & Lars L. Andersen Room 2 State of the art on work‐related musculoskeletal disorders: Prevalence in specific job groups and effect of workplace interventions with physical exercise Lars L Andersen Motivation and barriers for compliance to high‐intensity physical exercise at the workplace: When intervention meets organisation Thomas Bredahl Causal relationship between high‐intensity muscle training and long lasting pain relief: Physiological mechanisms Gisela Sjøgaard Parallel Session 7D Symposium. From evidence‐based interventions to workplace practice Chair: Marie Birk Jørgensen Room 3 Intervention Mapping for Developing a Workplace Intervention among Nurses' Aides Targeting Low Back Pain Charlotte Rasmussen, Andreas Holtermann, Karen Søgaard, Marie Birk Jørgensen Audit of Management Systems and Employee Support (AMSES) in needs assesment and intervention ‐
examples from a participatory intervention in the industrial sector Christian Dyrlund Wåhlin‐Jacobsen, Louise Nøhr Henriksen, Caroline Stordal Christiansen, Nidhi Gupta, Andreas Holtermann A Quantitative Evaluation Framework to measure Implementation of a Multi‐faceted Intervention to Prevent Low Back Pain among Nurses' Aides Linnea Ferm, Charlotte Diana Nørregaard Rasmussen, Marie Birk Jørgensen Normalizing health and work environment initiatives into workplace routines for nursing assistants
Anne Konring Larsen, Janni Bach, Helene Højbjerg Johansen, Marie Birk Jørgensen Framing health literacy into the workplace ‐ means and perspective of a preventive intervention
Anne Konring Larsen, Janni Bach, Helene Højbjerg Johansen, Morten Hulvej Rod, Marie Birk Jørgensen Thank you and welcome in 2016
17 KEYNOTE PLENARY LECTURES I II III IV V VI VII How much will interventions on physical and psychosocial factors at work contribute to working longer in good health? Alex Burdorf Wellbeing and psychosocial work environment
Reiner Rugulies Integrated brain/body designs for improved wellbeing at work
mc Schraefel Well‐being at work: creating a positive work environment Boglárka Bóla NIOSH ‐ Total Worker Health Anita Schill and Casey Chosewood Wellbeing at Work ‐ All those little things that doesn't seem to matter
Pelle Guldborg Hansen Building work engagement: Research evidence and positive workplace interventions Jari Hakanen PARALLEL ORAL SESSIONS AND SYMPOSIA (Symposia marked with gray) 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Workplace Innovation: a connecting concept for organisational psychology and sociology Steven Dhondt Importance of Organisational Level Decision Latitude for Wellbeing and Organisational Commitment
Frank Pot, Steven Dhondt, Karolus Kraan Sociotechnical theory of 21st century Helge Hvid, Peter Hagedorn‐Rasmussen Strengthening growth and job creation through employee driven innovation
Pia Mulvad Reksten Reduced prevalence of respiratory symptoms explained by reduction in wood dust exposure ‐ results from two cross‐sectional studies 6 years apart Vivi Schlünssen, Gitte Jacobsen, Torben Sigsgaard, Inger Schaumburg Does introdution of LED‐lightning improve visual work environment?
Jesper Pihl‐Thingvad, Anne Lee, Helle Johannesen, Lars Brandt Lipid profile and work schedule: “Day vs. Shift” nursing staff
Ayman Fahim Noise and stress in open‐plan offices Søren Peter Lund An intervention study of the acoustical environment’s effects on teachers’ well‐being Jesper Kristiansen, Søren Peter Lund, Roger Persson, Jørn Toftum, Per Møberg Nielsen, Rasmus Challi Exploring Workplace Issues for Plus Size People
Annabel Masson, Sue Hignett, Diane Gyi Healthy eating promotion at the workplace: the European programme FOOD (Fighting Obesity through Offer and Demand) Nolwenn Bertrand Stress and burnout prevention by short exercises at the work place: evaluation and further development of a preventative measure in the context of the German Federal Foreign Office's occupational health management Gregor Wittke Work and common mental disorders: Are expectancies more important than work satisfaction and work strain?
Tone Langjordet Johnsen Evaluation of The Working Mind: An Intervention to Reduce Stigma and Increase Mental Health and Wellbeing in the Workplace Andrew C H Szeto, Keith S Dobson, Dorothy Luong, Terry Krupa, Bonnie Kirsh Implementation of Diageo's Wellbeing Strategy: the Challenges and Rewards
Skeena Matwichuk 18 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 Effectiveness of a workplace hearing loss prevention training intervention ‐ A pilot study Ravi Reddy, David Welch, Shanthi Ameratunga, Peter Thorne The interplay between physical and mental conditions on restrictions in activities at work Peter M Smith How work impairments and reduced work ability are associated with health care use in workers with musculoskeletal disorders, cardiovascular disorders or mental disorders. Kerstin Reeuwijk, Suzan Robroek, Leona Hakkaart, Alex Burdorf Burden of reduced work productivity among people with chronic knee pain: A systematic review Maria Agaliotis Certifying Fitness for Work‐ The UK FitNote‐ trends and evidence of change
Mark Gabbay, Chris Shiels, Jim Hillage Psychosocial work environment, depressive symptoms and long‐term sickness absence. Results from the PAS study
Reiner Rugulies, Ida EH Madsen, Pernille U Hjarsbech The well‐being of Icelandic bank employees during organisational changes ‐ the role of social support and empowering management Asta Snorradottir, Guðbjörg Linda Rafnsdöttir, Birgit Aust Stress, conflict and psychological distress at work: What is the role of positive mental health? Kathryn M Page Do control and resources really protect from work intensification and job demands? Oscar Perez Zapata, Gloria Alvarez‐Hernandez Workplace health in small medium enterprises (SMEs). What public health support do SMEs really want?
Maxine Lily Holt, Susan Powell Recognition as a key category for young workers’ wellbeing at work – A sociological perspective Corinna Sinkowicz The effect of the psychosocial work environment on older workers' retirement age; a longitative study of 1898 older workers Sannie Vester Thorsen, Jakob Bue Bjørner Lisrel analysis of research framework of STREAM applied to early retirement
Astrid de Wind, Goedele A Geuskens, Jan Fekke Ybema, Paulien M Bongers, Allard J van der Beek Is retirement good for your health? A systematic review of longitudinal studies
Iris van der Heide, Rogier van Rijn, Suzan Robroek, Alex Burdorf, Karin Proper Health promotion in the workplace among among sedentary workers aged 45 to 64 Mette Andresen, Katja Arnoldi Age management – facilitating action plans
Tiina Saarelma‐Thiel, Marjo Wallin, Titi Heikkilä Creation og International Federation of Ageing in Africa
Omowunmi Rachael Gbadegesin Work environment and school dropout ‐ what are the effects of the psychosocial work environment?
Claus D Hansen Bullied at School – Bullied at Work Lars Peter Andersen, Merete Labriola, Johan H Andersen, Thomas Lund, Claus D Hansen Mental health in childhood as risk indicator of labour market participation in young adulthood. A prospective birth cohort study Thomas Lund, Claus D Hansen, Johan Hviid Andersen, Merete Labriola Mediating effects of health on the association between negative life events in childhood on future labour market participation. A 7‐year follow‐up study Merete Labriola, Johan Hviid Andersen, Claus D Hansen, Thomas Lund Do family and individual characteristics affect the experience of physical and psychosocial work environment in Danish 20/21 year olds? Trine N Winding, Merete Labriola, Ellen A Nøhr, Johan H Andersen Wellbeing and risk among young workers in the Danish retail, healthcare and metal industry Pete Kines, Martha Ozmec, Mette Lykke Nielsen, Johnny Dyreborg Measuring employee participation in European workers' and employers surveys:An example of European Working Conditions Survey and European Company Survey Greet Vermeylen, Agnes Parent‐Thirion, Gijs van Houten, Maurizio Curtarelli, Christine Aumayr, Karel Fric, Manuel Ortigao, Oscar Vargas Increasing the Quality of Working Life through Workplace Innovation Results of a longitudinal research program in Flanders Geert van Hootegem, Lander Vermeerbergen 19 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 Workplace innovation pays off for SMEs: the case of a Dutch region
Peter Oeij Analysing stress and resources factors to encourage social dialogue
Segolene Journoud Social innovation for wellbeing: PIQ & Lead professionalization model in Social Work education
Gyöngyvér Hervainé Szabö Considering Bodily Wellbeing in Construction Work ‐ The Room Worker Agency
Jeppe Zielinski Nguyen Ajslev Moving Bodies Iben Louise Karlsen Good work in a retail concession Rob John Woollen Effect of Peer‐Based Low Back Pain Information
Torill Helene Tveito Effectiveness of a combined social and physical environmental intervention on need for recovery, physical activity, relaxation and work‐related outcomes in office employees. Jennifer Coffeng, Ingrid Hendriksen, Saskia Duijts, Willem Van Mechelen, Cécile R Boot A job analysis procedure for eldercare‐workers to assess their psychosocial work environment Anette Fauerskov B Jørgensen, Louise Meinertz Jakobsen, Reiner Rugulies The Health of Nurses: Health Risk Factor Profiles of Australian Metropolitan Nurses Lin Perry Work related stress and eating behaviours in menopausal transition
Luisella Vigna, Diana Misaela Conti, Claudia Barberi, Gianna Agnelli, Luciano Riboldi Work related health and safety: attention for the intersection between immigrant status, gender and occupational class Sarah Mousaid, Christophe Vanroelen Tabooing violence in the workplace and psychological wellbeing : is gender an issue? Steve Geoffrion, Nathalie Lanctôt, Stéphane Guay Childcare vouchers: an answer to stress prevention and a tool for work life balance Delphine Chilese‐Lemarinier Wellbeing and chronic disease when staying longer at work: type 2 diabetes as model Kjeld Poulsen, Morten Guld Nielsen, Finn Diderichsen, Alex Burdorf Finding the business case: a new role for the workplace in future public health? Morten Guld Nielsen
56 57 58 59 60 61 62 63 The size and potential consequences of the problem cannot be underestimated Kjeld Poulsen How can public health research support companies with this new agenda? Finn Diderichsen Ill health and consequences for wellbeing and performance at work: When does it become important ? Alex Burdorf Interaction between psychosocial and physical work environment on health and wellbeing at work: towards an investigation of the work environment ‘as it really is’. Thomas Clausen, Stein Knardahl, Reiner Rugulies, Lars L Andersen Influence of poor health on exit from paid employment: a systematic review
Rogier M van Rijn Health inequalities in maintaining paid employment; a life course perspective based on working life expectancy in the Netherlands Suzan JW Robroek, Marieke Jesse, Coos H Arts, Ferdy WJ Otten, Leo W Bil, Raymond G Brood, Alex Burdorf Work, Well‐being and Wealth: The Indirect Cost of Socioeconomic Health Inequalities for Canadian Society
Emile Tompa Effect of unhealthy behaviors on work ability: A prospective cohort study
Nina Nevanperä, Jouko Remes, Jorma Seitsamo, Leila Hopsu, Leena Ala‐Mursula, Jaana Laitinen Workplace interventions for preventing work disability
Myrthe van Vilsteren Strength training reduces pain and prevents deterioration of work ability among slaughterhouse workers with chronic pain and work disability: single‐blind, randomized controlled trial Emil Sundstrup, Markus Due Jakobsen, Mikkel Brandt, Kenneth Jay, Roger Persson, Per Aagaard, Lars Andersen Workplace services and help‐seeking for negative emotional consequences of working with aggressive clients Jennifer M Hensel, Carolyn S Dewa 20 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 The dignity of the nursing profession: a model and definition for implementing wellbeing at work Alessandro Stievano, Rosaria Alvaro, Laura Sabatino, Gennaro Rocco Hospital performance review and Appraisal system in Southern Province, Sri Lanka: Development and Implementation of a framework and Evaluation for Productivity Lasantha Krishan Hirimuthugoda, Sunil Pushpakumara Wathudura, Hemachandra Edirimanna, Hasadari Pamoda Madarasinghe Effect of workplace‐ versus home‐based physical exercise on pain in healthcare workers: study protocol for a single blinded cluster randomized controlled trial Markus Due Jakobsen, Emil Sundstrup, Mikkel B Petersen, Anne Z Kristensen, Kenneth Jay, Reinhard Stelter, Ebbe Lavendt, Per Aagaard, Lars L Andersen Effects of a multifaceted implementation strategy on preventive behaviour and hand eczema in health care workers Esther Wilhelmina Cornelia van der Meer How can a brief intervention contribute to coping with back pain? A focus group study about participants' experiences Eline Ree Challenges in the prevention of work disability and in the management of return to work Birgit Aust, Ute Bültmann Effect and process evaluation of the Danish national return‐to‐work program
Birgit Aust, Otto Melchior Poulsen, Maj Britt Dahl Nielsen, Jørgen Vinsløv Hansen, Reiner Rugulies, Glen Winzor Psychosocial factors, work disability and return‐to‐work in chronic diseases
Sandra Brouwer, Ute Bültmann Increased Risk of Sickness Absence, Lower Rate of Return to Work, and Higher Risk of Unemployment and Disability Pensioning for Patients with Benign Thyroid diseases. A Danish Register‐based Cohort Study Mette Andersen Nexø, Torquil Watt, Jacob Pedersen, Steen Joop Bonnema, Laszlo Hegedüs, Åse Krogh Rasmussen, Ulla Feldt‐Rasmussen, Jakob Bue Bjørner Show and tell: How to improve wellbeing at work, informing the workplaces about scientific results and using group facilitation processes to demonstrate how to use them. Inge Larsen, Helle Torsbjerg Niewald, Christian Borg Lauritzen, Rikki Hørsted Well‐being at work : theoretical perspectives from positive psychology to leadership studies Vincent Grosjean A Discursive Approach for Assessing Occupational Risks at Work
Lisbeth Rydén Recognition for the follower as a result of perceived follower fit with implicit leader expectations? Nina Mareen Junker, Rolf van Dick Supervisors experiences with the return‐to‐work process of hospital workers that have been absent from work due to a health problem ‐ a qualitative study. Mette Jensen Stochkendahl, Cornelius Myburgh, Amanda E Young, Jan Hartvigsen Beyond the Intellect Communicating Core Values to Support Worker Wellbeing
Robin M Nicholas Factors related to the retention of allied health professionals: A systematic review Sarah Jean Hewko, Nicole Wilson, Greta G Cummings Wellbeing at work research in Finland 2010 ‐ 2013 ‐ A Review
Jaana‐Piia Mäkiniemi, Nina Laine, Laura Bordi, Kirsi Heikkilä‐Tammi Overview of the Quality of Working Life in Malaysia: A cross‐Sectional Study
Won Sun Chen, Jamaiyah Haniff, Ching Sin Siau, Wymen Seet The Relationship of Dispositional Resistance to Change and Emotional Exhaustion: Effects of Team‐Level Moderators Sarah Turgut, Karlheinz Sonntag, Alexandra Michel Dedication to creative work: Artists' work path and well being
Pia Maria Houni Presenteeism and Well‐Being ‐ a Panel Study
Kristian Skagen, Kjeld Møller Pedersen The influence of managers’ and colleagues’ absence on public employee absence Ann‐Kristina Løkke Møller Wellbeing at AXA Power ‐ The most healthy company in Denmark in 2013
Henrik Olsson Construction design guides Bente Grau‐Hansen 21 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 Femern Belt ‐ Wellbeing interventions in the Construction Industry
Anette Bonde Novo Nordisk ‐ Exercise at Work Jesper Rud Kirkegaard Active aging at work and strategic age management in SMEs
Anita Richert‐Kazmierska Costs and benefits of age management in the enterprise
Roland Kadefors Age management practices in SMEs in the Baltic Sea Region
Marjo Wallin Age management in SMEs ‐ the employees opinions
Anita Richert‐Kazmierska Effect of Peer‐Based Low Back Pain Information and Reassurance at the Workplace on Sick Leave: A Cluster Randomized Trial Magnus Odeen, C Ihlebæk, A Indahl, Mea Wormgoor, SA Lie, HR Eriksen Effectiveness of a workplace mindfulness‐based multi‐component intervention on lifestyle behavior
Jantien van Berkel, Karin Proper, Cécile Boot, Paulien Bongers, Allard van der Beek Effect of individually tailored bio‐psycho‐social workplace interventions on Chronic Musculoskeletal Pain, Stress and Work Ability Among Laboratory Technicians: Randomized Controlled Trial Kenneth Jay, Gisela Sjøgaard, Lars Louis Andersen Using sensors in the office to support knowledge workers with self‐management of well‐being Saskia Koldijk, Mark Neerincx, Wessel Kraaij The effectiveness of a mobile health intervention (MORE Energy) on fatigue in airline pilots. Results of a randomized controlled trial. Alwin Van Drongelen, Cécile R Boot, Hynek Hlobil, Tjabe Smid, Allard J van der Beek Enabling participation, health and well‐being of ageing workers: A Swedish research programme Maria Albin The Effect of Authentic Leadership and Psychological Capital on Burnout Development, Mental Health, Occupational Satisfaction, and Turnover Intent of New Graduate Nurses In Their First Two Years of Practice Heather Kathleen Laschinger, Roberta Fida Health promoting leadership ‐ a structure to build capacity of health in a healthcare organization Marcus Strömgren, Andrea Eriksson, Lotta Dellve Human resources managers' views on the Belgian Active Aging Plan
Bart Vriesacker A meta‐analysis on the relation between transformational leadership and employee well‐being Sylvie Vincent‐Hoeper, Anna Heimann, Sabine Gregersen, Albert Nienhaus Health‐relevant leadership behavior: A comparison of leadership constructs
Sylvie Vincent-Hoeper, Sabine Gregersen, Albert Nienhaus
105 106 107 108 109 110 111 112 113 Health‐ and development promoting leadership behavior: A new integrative approach Sylvie Vincent‐Hoeper The birth, rise and success (or fall?) of an intervention project. GodA – a project set up to test a model of the prerequisites for a healthy workplace. Per Lindberg, Ingrid Anderzén, Susanne Gustafsson, Thomas Karlsson, Annika Strömberg What factors are important for well‐being at work?
Thomas Karlsson Is there a balance between factors of importance for wellbeing at work and the extent to which they are present at the workplace? Per Lindberg Is there a correlation between psychosocial work climate indicators and work‐related well‐being? Ingrid Anderzén Measuring Wellbeing ‐ the Vitaliberty Integrated Corporate Health and Wellbeing Index (CHW‐Index / moove‐
Index) Ulrich Schweiker, Nina Mareen Junker KivaQ ‐ How to get extremely high response rates in personnel questionnaires
Ove Näsman, Guy Ahonen, Minna Nylund The biological correlates of burnout symptoms
Robert‐Paul Juster Work stress and physiological response: The role of Interleukin 6
Damiano Girardi, Alessandra Falco, Davide Carlino, Paula Benevene, Nicola Alberto De Carlo 22 114 115 116 117 118 119 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 DOSES ‐ Danish observational study of eldercare work and musculoskeletal disorders. Design of a prospective workplace study among eldercare workers. Kristina Karstad, Anette Fauerskov B Jørgensen, Karen Søgaard, Reiner Rugulies, Andreas Holtermann The build environment can shape human behaviour and mental conditions.
Casper Holm Growing Well Being at Work with the Well Being Tree
Noortje Wiezer, Jennifer Lunt, David Fishwick, Andrew Curran, Ed Robinson, Zofia Mockallo, Vincent Grosjean, Roger Persson, Lars L Andersen Applying What We Know To Create Healthy Workplaces
Cristina Banks Prevention package interventions for sectors at high risk of attrition and burnout Mari‐Ann Flyvholm, Louise Hardman Smith, Laura Veng Kvorning, Christina Madsen, Angelika Dziekanska The path from planning to evaluation. Conceptualizing organizational level interventions as a series of translations.
Johan Simonsen Abildgaard, Karina Nielsen, Karina Nielsen Participation in health promotion programs among employees: preferences, barriers, and facilitators
Anne Rongen, Suzan Robroek, Alex Burdorf Trait negative affectivity: a predictor of burnout and secondary traumatic stress in nurses in WA. Desley Hegney Organizational health of nurses in some health facilities of Rome and its Province Carlo Turci, Alessandro Stievano, Rosaria Alvaro, Gennaro Rocco Assess the Psychological Well‐Being among Nursing Faculty: Experience from Saudi Arabia Nazik Zakari, Ghada K Almikhaini Wellbeing and some aspects of absence costs and employee turnover: a case of Slovenia Maja Klun, Janez Stare, Jernej Buzeti, Manica Danko A study on the moderating role of personality traits on the relationship between work and salivary cortisol
Annick Parent‐Lamarche, Alain Marchand Wellbeing at work and the development of a questionnaire
Thomas Karlsson, Per Lindberg, Erik Berntson State of the art on work‐related musculoskeletal disorders: Prevalence in specific job groups and effect of workplace interventions with physical Lars L Andersen Motivation and barriers for compliance to high‐intensity physical exercise at the workplace: When intervention meets organisation Thomas Bredahl Causal relationship between high‐intensity muscle training and long lasting pain relief: Physiological mechanisms
Gisela Sjøgaard Intervention Mapping for Developing a Workplace Intervention among Nurses' Aides Targeting Low Back Pain
Charlotte Rasmussen, Andreas Holtermann, Karen Søgaard, Marie Birk Jørgensen Audit of Management Systems and Employee Support (AMSES) in needs assesment and intervention ‐ examples from a participatory intervention in the industrial sector Christian Dyrlund Wåhlin‐Jacobsen, Louise Nøhr Henriksen, Caroline Stordal Christiansen, Nidhi Gupta, Andreas Holtermann A Quantitative Evaluation Framework to measure Implementation of a Multi‐faceted Intervention to Prevent Low Back Pain among Nurses' Aides Linnea Ferm, Charlotte Diana Nørregaard Rasmussen, Marie Birk Jørgensen Normalizing health and work environment initiatives into workplace routines for nursing assistants
Anne Konring Larsen, Janni Bach, Helene Højbjerg Johansen, Marie Birk Jørgensen Framing health literacy into the workplace ‐ means and perspective of a preventive intervention Anne Konring Larsen, Janni Bach, Helene Højbjerg Johansen, Morten Hulvej Rod, Marie Birk Jørgensen 23 POSTERS 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 Structural and Intermediary Determinants of Social Inequalities in the Subjective Well‐being of the European Working Population. A Relational Approach Deborah De Moortel, Christophe Vanroelen Does stress at work comply with pregnancy?
Ann Dyreborg Larsen, Harald Hannerz, Carsten Obel, Vivi Schlünssen, Mette Juhl, Ane Marie Thulstrup, Berit Hvass Christensen, Jens Peter Bonde, Karin Sørig Hougaard Level and Predictors of chronic Stress in nursing students: Depression, physical symptoms and pathological eating Christoph Augner Who cares about physiotherapists, psychologists or social workers? Well‐being scores of non‐
medical/non‐nursing hospital staff and the interplay of satisfaction with different dimensions of the psychosocial work environment and working conditions Birgit Susanne Lehner, Holger Pfaff, Lena Ansmann, Christoph Kowalski What influences job satisfaction for staff supporting patients using insulin pumps in the community?
Lin Perry, Janet S Dunbabin, Katherine S Steinbeck, Julia M Lowe, Helen Phelan The interrelationships between individual, contextual and processual constructs and stress and wellbeing among psychologists Ingrid Schéle, Esther Hauer, Stefan Holmström, Erik Lundkvist, Andreas Stenling, Daniel Eriksson Sörman, Susanne Tafvelin The influence of local company measures on employees’ work ability and work engagement to support older workers to continue working Laudry van der Meer Assessing stakeholders' views and practices on the prevention and management of sexual harassment against migrant domestic workers: The case of Greece Maria Papadakaki, Lina Pelekidou, Nikoleta Ratsika, Maria Papanikolaou, Joannes Chliaoutakis Meta‐analysis of risk factors for secondary traumatic stress disorder in exposed professionals Jennifer M Hensel, Carlos Ruiz, Caitlin Finney, Carolyn S Dewa Are Electronic Medical Records Affecting Worker Wellbeing in our Medical Residents? Lisle Hites Psychological and social work factors as predictors of mental distress and positive affect: a prospective study Live Bakke Finne, Jan Olav Christensen, Stein Knardahl Subjective Health Complaints and Self‐Rated Health: Are Expectancies More Important Than Socioeconomic Status and Workload? Eline Ree Look after your lungs: dusting off the facts about bakery hazards
Jill Margaret Joyce Work‐related Musculoskeletal Disorders among Central Sterile Supply Staff In reference To Physical and Psychosocial Factors at Work Mohamed El‐Helaly El‐Helaly, Hanan H Balkhy Are hypertensive women at particular risk of ischaemic heart disease from physically demanding work?
Karen Allesøe, Andreas Holtermann, Mette Aadahl, Eleanor Boyle, Karen Søgaard Can dynamic light improve melatonin production and quality of sleep?
Tina Damgaard Thomsen, Jette West Larsen, Jakob Markvardt, Hanne Irene Jensen Expression of the novel hormone irisin in cold temperature working environments Masanori Ohta, Yasumasa Eguchi, Yoshimasa Konno, Hiroshi Yamato Lung Functions Among Traffic and Non‐Traffic Police Officers in Galle Division, Sri Lanka Lasantha Krishan Hirimuthugoda, Hemachandra Edirimanna A multi‐wav follow‐up study of sedentary work and ischemic heart disease
Simone Visbjerg Møller Authentic Leadership, Creative Climate and Followers’ Innovativeness
Zofia Mockallo Charisma and leadership: New challenges for psychiatry
Guillaume Fond Correlation between ethical behaviour in organization and absenteeism
Janez Stare, Jernej Buzeti, Manica Danko, Maja Klun 24 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 Confidence in the back ‐ and the work. A cluster‐randomized controlled trial of an educational‐based workplace intervention Pernille Frederiksen, Aage Indahl, Tom Bendix Lasting Effects of Workplace Strength Training for Neck/Shoulder/Arm Pain among Laboratory Technicians: Natural Experiment with 3‐Year Follow‐Up Peter Mortensen1, Anders I. Larsen1, Mette K. Zebis2, Mogens T. Pedersen3, Gisela Sjøgaard4, Lars L. Andersen5 Truck drivers' work environment and possibilities for workplace interventions
Charlotte Ahlgren Særvoll, Birgit Aust, Andreas Benjamin Christensen, Simone Visbjerg, Andreas Holtermann, Anne Helene Garde Obesity and metabolic syndrome prevention: promotion of a healthy lifestyle among health care workers of a major hospital of Northern Italy Luisella Vigna, Alessandro Romano, Claudia Barberi, Diana Misaela Conti, Gianna Maria Agnelli, Luciano Riboldi Health promoting actions in an engineering factory: evaluation of the serum 25‐OH in a group of shift workers Luisella Vigna, Valentina Belluigi, Alessandro Romano, Amedea Silvia Tirelli, Luciano Riboldi Collaborative care for common mental disorder in the workplace
Eva Rothermund, Reinhold Kilian, Bernhard Reiter, Dorothea Mayer, Michael Hölzer, Monika Annemarie Rieger, Harald Gündel How to design a workplace‐based intervention to improve psychological wellbeing and work ability among elementary school teachers? Preliminary results from the BALANCE‐trial Signe Ravn Andersen, Andreas Benjamin Christensen, Hanne Würtzen, Anne Helene Gaarde, Reiner Rugulies, Vilhelm Borg, Glen Winzor, Jesper Kristiansen Effectiveness of a worksite mindfulness‐related multi‐component health promotion intervention on work engagement and mental health: results of a randomized controlled trial Jantien Van Berkel, Cécile Boot, Karin I Proper, Paulien M Bongers, Allard J van der Beek Strengths of employees 55+ in opinion of managers from SME sector
Anita Richert‐Kazmierska, Katarzyna Stankiewicz Promoting Employment Success through Workplace Accommodations Following Traumatic Brain Injury and Electrical Injury Mary Stergiou‐Kita, Elizabth Mansfield, Angela Colantonio, Vicki Kristman, Manuel Gomez, David Cassidy, Bonnie Kirsh, Joel Moody Supporting the capability to 'Lead the Self' through Resilience training for leaders in aged care Heather Gibb A framework for resilience. The line between individual and organisational resilience Rob John Woollen Tools for healthy workplaces in low‐resource settings. An example from the Pacific Islands. Katja Siefken Effects of organic food conversion in public food service on employee wellbeing and job‐satisfaction: development and pilot‐testing of a web‐based questionnaire Nina Nørgaard Sørensen Promoting a Culture of Safety for New Nurses in a Hostile Work Environment
Josiane Hickson Measuring and developing wellbeing at work with a co‐creation and positive approach Jaana‐Piia Mäkiniemi, Kirsi Heikkilä‐Tammi Holistic work wellbeing measurement
Harri Virolainen Salutogenic health and work experience factors among primary care workers in Sweden Ingemar Andersson Exclusion from the labour market – a major challenge
Johanne Bratbo Linking worker wellbeing to resident quality of care: A case study of teambuilding in aged care Heather Gibb Horsens Regional Hospital, Central Denmark Region ‐ winner of the Working Environment Prize 2013 in the category occupational injuries. Helle Marker, Henning Nellebjerg Rasmussen 25 44 45 46 47 48 49 50 51 52 ”Get moving” is an ergonomic campaign targeted against inconveniences and strains in hope of changing conduct among users of IT‐workstations Jane Hoffmann, Niels Peter Sørensen, Lene Keylan Objectively Measured Sitting Time and Low Back Pain: A Cross‐Sectional Investigation of Blue‐Collar Workers in the NOMAD Study Nidhi Gupta, Caroline Stordal Christiansen, Isabella Gomes Carneiro, Christiana Hanisch, Mette Korshøj1, Andreas Holtermann Sitting time among office workers: Who sits how much and when?
Stine Kloster, Ida Høgstedt Danquah, Janne Schurmann Tolstrup When intervention meets organisation. Motivation and barriers for High‐Intensity physical exercise at the workplace. Thomas Bredahl Campaign: From stress to wellbeing
Malene Markussen, Rikki Hørsted Campaign: Prevent workplace bullying
Christer Bøgh Andersen, Rikki Hørsted Campaign: Prevent workplace violence
Christer Bøgh Andersen, Rikki Hørsted Campaign: Sound organizational changes – Ensuring employee wellbeing during restructuring Malene Markussen, Rikki Hørsted Campaign: Job and Body Niels Geisle, Rikki Hørsted ABSTRACT BOOK WORD CLOUD
26 ABSTRACTS
ORAL PRESENTATIONS
KEYNOTE I
How much will interventions on physical and psychosocial factors at
work contribute to working longer in good health?
Alex Burdorf
Department of Public Health, Erasmus MC, Rotterdam, The Netherlands
Many countries are developing policies and strategies to encourage workers to remain at work longer. It has been shown in several studies that strenuous working conditions may play a role in premature exit form paid employment, either through direct effects on work ability or through indirect effects whereby work causes ill health. In this presentation the available evidence will be reviewed as to how physical and psychosocial factors influence work ability and wellbeing and ultimately loss of capabilities to perform paid employment, expressed by working life expectancy. A health impact assessment based on a cause‐elimination approach is conducted to estimate the potential improvement in working life expectancy by complete elimination of the negative impact of strenuous physical and psychosocial factors at work on health of the workforce. Subsequently, it is analysed how much of this theoretical benefit can be realised by existing intervention programmes. This approach will give insight into the relative importance of several working conditions and whether existing intervention programmes will be able to sufficiently contribute to promoting worker longer in good able. Challenges for research and policy makers will be discussed how to achieve this ambition without increasing existing socio‐economic health inequalities. Biography Alex Burdorf is professor at Erasmus MC Rotterdam, responsible for the research programme “Determinants of Population Health” with research on health and work performance and participation, including work ability, working life expectancy, productivity at work, and workplace health promotion. KEYNOTE II
Wellbeing and psychosocial work environment
Reiner Rugulies
National Research Centre for the Working Environment (NRCWE), Copenhagen, Denmark
In my presentation, I will reflect on two of the core themes of this conference, well‐being and psychosocial work environment. The presentation will address three questions: 1. What is wellbeing? 2. What is the psychosocial work environment? 3. Are these two topics related to each other? I will show that both well‐being and psychosocial work environment are broad and complex topics that are understood very differently in different academic disciplines. Although this makes interdisciplinary research sometimes quite complicated, this broadness and complexity is not a 27 weakness, but an appropriate reflection of the nature of these two topics. Regarding the relation of wellbeing and psychosocial work environment, the focus in my presentation will be on whether and to what extent the psychosocial work environment affects health and wellbeing. This includes an overview of the international literature and a presentation of recent results from our own research at NRCWE. Biography Reiner Rugulies, PhD, MSc, MPH, is Professor of Psychosocial Work Environment Research at the National Research Centre for the Working Environment, Copenhagen, Denmark. He also holds Adjunct Professorships at both the Department of Public Health and the Department of Psychology at the University of Copenhagen, Denmark. His main research interests are the social and psychological determinants of health and illness. Parallel session 1A
1
Workplace Innovation: a connecting concept for organisational
psychology and sociology
Steven Dhondt
TNO University of Leuven
In recent national and European policies, workplace innovation is seen as a driving force for innovation in companies as well as for improving wellbeing. The question is then what drives this workplace innovation? In organisational psychology, the answer lies in combining competencies, capabilities and intentions of the individual worker. The innovation drive comes from coordinating efforts to support the learning and self‐efficacy of employees (Ajzen, 1991), or is based on the capabilities of employees (Sen, 1985), or sides on supportive communication between employees to achieve task integration, so‐called relational coordination (Hoffer Gittell et al., 2012). Influencing expectations, norms and control helps to direct the right behaviour. In organisational sociology and business administration, the emphasis is on the work context. The right behaviour is achieved by streamlining production processes and restructuring the control function within organisations (De Sitter, 1995; De Sitter et al., 1997; Kuipers et al., 2010). These two traditions have rarely been combined. The demand‐control‐support model (Karasek and Theorell, 1990) could be a start. The policy to support workplace innovation can indeed profit from a better integration of the two perspectives. In this paper, we will show how to further combine these traditions. Our main work will be to further this integration by theoretical development. Several examples of how both approaches can profit from one another are developed to support this work. The new framework helps to give work psychology a better business foundation and organisational sociology a better understanding of the individual worker. Governmental programmes or other initiatives to support companies developing workplace innovation can profit from this new connection. 28 2
The Importance of Organisational Level Decision Latitude for Wellbeing
and Organisational Commitment
Frank Pot1, Steven Dhondt2, Karolus Kraan3
1
Radboud University & TNO, The Netherlands, 2TNO University of Leuven, 3TNO, The Netherlands
Employee participation is central to national and European workplace innovation programmes to achieve both organisational performance and wellbeing at work. Examples are the national programmes in Finland, Germany and Belgium, and on the European level Employee Driven Innovation (EDI) and the European Workplace Innovation Network (EUWIN). This paper focusses on ‘participation in the workplace’ with reference to socio technical systems design theory (De Sitter) and action regulation theory (Hacker). The aim is to extend the control‐support dimensions of Karasek and Theorell’s ‘job demands‐control‐support model’. This is done firstly by taking support as a second control dimension (Are you able to generate support from your colleagues and supervisor?) and secondly by distinguishing three control dimensions: ‘job autonomy’, ‘functional support’ and (the extra/new dimension) ‘organisational level decision latitude’ (e.g. shop floor consultancy on process improvements, targets, division of labour, workmates). Measures and data were derived from the European Working Conditions Survey 2010 in which new questions (compared to 2005 and before) had been included that allowed for the measurement of the new dimension. Our sample comprised 2,048 employees from medium‐ and large‐sized Western European workplaces. The analyses related the three control dimensions to ‘subjective wellbeing’ and ‘organisational commitment’. Functional support and organisational level decision latitude showed stronger relations with the outcome variables than job autonomy. Also, several interactions were revealed, such as a three‐way, positive interaction of all job control dimensions. The paper concludes that organisational level decision latitude matters and recommends differentiation and extension of currently used job control dimensions in research designs as well as in workplace innovation projects. 3
Sociotechnical theory of 21st century
Helge Hvid, Peter Hagedorn-Rasmussen
Roskilde University
Sociotechnical theory has in decades had a positive influence on wellbeing at work. We have taken the first preparatory steps for the writing of a textbook on Sociotechnical theory, which refers to current forms of work and management theories. We present a full synopsis at the conference. Here we only present the main features: Three tracks in sociotechnical theory are identified, all of which are challenged by current developments in work: 1. The design‐oriented track, which was where socio‐technic started (Trist, Bamforth, Emery, Thorsrud). Yet the design‐oriented approach has a position as opponent to neo‐Tayloristic work systems. Further the design‐oriented approach must deal with the wave of new standards in daily work. Also the development of ‘boundaryless’ working conditions are a challenge for the design‐oriented track. Participatory design and agile production systems are examples of new socio‐technical inspired design principles. 2. The motivation oriented track, which can be traced back to Hackman and Oldhamʹs work. 29 Focus here is on self‐realization and social support to create intrinsic motivation, which makes work satisfying and creates high performance. This track is grounded in an essential understanding of human nature, which is challenged by newer theories about social construction of meaning, and recently ʹjob craftingʹ. 3. Dialogue and Democracy, emphasized by Gustavsen. The aim here is to create space, time and procedures for employees and managers to express wishes and visions and create their own sociotechnical systems. Direct democracy is developed, unfolding itself in dialogue processes at work. This approach goes along, but can also be in conflict with modern forms of distributed leadership. These three perspectives are brought together by short case descriptions. Finally, established knowledge about the effect of sociotechnical work systems on health, learning, innovation and productivity is presented. 4
Strengthening growth and job creation through employee driven
innovation
Pia Mulvad Reksten
Danish Confederation of Trade Unions
The national innovation programmes and policies implemented often overlook and miss the potential of integrating the ideas, competencies and experienced based knowledge of employees – including the non‐academic employees. Innovation is to a wide extent still perceived as something driven by a limited group of academic experts, researchers or managers. In real life, innovation is much more versatile. That is what employee driven innovation (EDI) tries to capture. In other words, employee driven innovation is a bottom‐up instead of a top‐down process. In the context of employee driven innovation, conceiving ideas and implementing ideas and value creation based on ideas do not rest with a limited team of experts, but are based on systematic involvement of all specialist groups. From narrow focus on highly educated employees, scientific, technical and managerial staff to a broader focus on shop floor workers, clerical workers, care workers, metal workers, first line supervisors etc. Moreover, studies indicate that employee driven innovation has a positive impact on the company’s total profit performance. And the involvement of skilled and unskilled workers can stimulate and support the company’s development of new products and processes. Hence – employee driven inno‐
vation plays an important part in underpinning the competitiveness of firms. Furthermore, studies show that EDI has other positive effects on the performance of the firm such as improved job satis‐
faction and reduced sickness absence. Therefore companies, regions and nations need to focus more strongly on how to empower workers and make their contribution to innovation more visible/acknow‐
ledged. The presentation will take a closer look at some of the challenges in connection with strengthening EDI. The presentation will address questions such as: How can national innovation policies enable and underpin workplace innovation and employee driven innovation? What are the methods, tools and mindsets companies and workplaces may use in order to involve employees in the innovation process? What are the role of trade unions in underpinning workplace and employee driven innovation in companies and workplaces etc? 30 Parallel session 1B
2 (I). The interplay between physical work environment and wellbeing at work
5
Reduced prevalence of respiratory symptoms explained by reduction in
wood dust exposure - results from two cross-sectional studies 6 years
apart
Vivi Schlünssen1, Gitte Jacobsen2, Torben Sigsgaard3, Inger Schaumburg4
1
Department of Occupational Medicine, Aarhus University Hospital, Aarhus, Denmark, 2Danish Ramazzini
Centre, Department of Occupational Medicine, Regional Hospital Herning, 3Department of Public Health,
Section for Environment, Occupation and Health, Danish Ramazzini Centre, Aarhus University, 4The National
Research Centre for the Working Environment, Copenhagen, Denmark
Objectives: The association between occupational exposure to wood dust and respiratory diseases is well documented, but few studies have evaluated the impact of decreased exposure on health outcome. This study aimed to investigate whether a decline in wood dust exposure between two cross sectional studies performed in 1997‐98 and 2003‐4 have had any impact on the prevalence of respiratory symptoms among woodworkers in a well‐defined geographical area. Methods: 2,032 woodworkers from 54 plants in study 1 and 1,889 woodworkers from 52 plants in study 2 returned a questionnaire on respiratory disorders and symptoms, employment and smoking habits. Individual wood dust exposure was assessed from 2 study specific job exposure matrices based on task, factory size and personal passive dust measurements (2,217 in study 1 and 1,355 in study 2). Results: The GM (GSD) concentration of inhalable dust was 0.9 mg/m3 (2.1) and 0.6 mg/m3 (1.6) in study 1 and study 2 respectively. In study 2, the prevalence of self‐reported asthma were higher and the prevalence of respiratory symptoms were lower compared to study 1. In adjusted logistic regression analyses wood dust exposure explained the differences in prevalence of coughing, chronic bronchitis and nasal symptoms between study 1 and study 2, while no effect was found for asthma. Conclusions: A decline in wood dust exposure may explain the decline in most respiratory symptoms, but could not explain the difference in self‐reported asthma. 6
Does introdution of LED-lightning improve visual work environment?
Jesper Pihl-Thingvad1, Anne Lee2, Helle Johannesen2, Lars Brandt1
1
Department of Occupational and Environmental Medicine, Odense University Hospital, 2Institute of Public
Health, University of Southern Denmark
Background: It is well established; the quality of lighting is an important factor in work environment, and good visual environment is important for physical and psycho‐social wellbeing at work. Some work tasks are more visual demanding than others. Working at computer screens, footages and videos calls for good quality of lighting with sufficient illumination without flicker, glare and blinding. A project was performed in two workplaces with different visual demands with the objectives of accounting for an eventual reduction of energy use and cost by introducing LED (light‐emitting diode) technology and adverse or positive effect on visual work environment. 31 Aim: The purpose of this study was to evaluate the effect of introducing LED‐lightning in terms of an improvement of the visual work environment and reduction of visual strain symptoms. Methods and materials: The study was performed as an ethnographic case study in two locations where installation of LED lighting was planned. Data was collected before and after the installation of LED‐lighting and with a follow up after one year. Data was obtained by observation of the working environment, interviews and a questionnaire including questions on perceived quality of workplace lighting, visual ergonomics eye symptoms and psychosocial work environment. The participants were 3‐5 employees at a municipal office and 15 employees at an X‐ray hospital department. A third municipal office maintaining the existing lighting was used as a control case. Results: Based on observations and interviews the concept of visual comfort was articulated as the participants experienced a better visual quality and comfort and less eye strain after installation of LED‐lightning. A finding supported by results from the questionnaire data which although based on a small number indicated reduced eye symptoms in the two workplaces with LED‐lightning as opposed to a slight increase in the control case without LED installation. 7
Lipid profile and work schedule: “Day vs. Shift” nursing staff
Ayman Fahim
Faculty of Medicine, Suez Canal University, Ismailia, Egypt
Background: Working irregular hours, including evening and night shifts have been found to be associated with disturbances of lipids. Aim: The aim was to assess the effect of shift working on serum lipids profile. Subjects and methods: A total of 221 female nurses with at least 1 year of work experience were included in this study. Two groups of nurses were compared, the 1st group (shift nurses) working at emergency departments and intensive care units and the 2nd group (day nurses) working at out‐
patient clinics of the corresponding hospitals. All studied nurses were subjected to a self‐administered questionnaire (working conditions, smoking habits, diet, level of physical activity, etc.), and lipid profile estimation (total cholesterol, triglyceride and HDL and LDL). Relation between serum lipids and shift work was expressed as odds ratio (OR) with (95 % CI). Logistic regression model was used to adjust the effects of different variables. Results were considered significant if p‐value < 0.05. Results: The studied nurses (age between 22 and 54 years old), consisted of 81 (36.7 %) shift nurses and 140 (63.3 %) non‐shift (day) nurses. High levels of total cholesterol (>200 mg/dl) and LDL (>130 mg/dl) were significantly (p < 0.05) prevalent in shift nurses irrespective of age. There is no statistically significant differences in the serum levels of triglyceride, HDL‐C, between shift nurses and non‐shift nurses. Adjusted OR for the effect of shift working on high serum total cholesterol and LDL‐C level was 2.11(95 % CI: 1.33–3.37) and 1.71(95 % CI: 1.11–2.71), respectively. Conclusions: This study showed that high serum total cholesterol and LDL levels were more common in shift nurses than in non‐shift nurses after adjustment of confounders. There was no difference in the prevalence of HDL‐C, and triglyceride, between the 2 groups. Shift work is a risk factor for lipid profile disturbances. 32 8
Noise and stress in open-plan offices
Søren Peter Lund
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Noise in open‐plan offices may reduce the employees’ well‐being and performance. Aim: To determine: 1. Can working in open‐plan offices at normal backgrounds noise levels decrease the outcome of objective performance measurements, increase acute physiological stress responses or mental fatigue after work? 2. Is there any difference in the responses of employees with greater than in employees with less self‐reported disturbance from noise? Methods: 56 study participants in two groups were recruited among employees normally working in open‐plan offices. One day they were exposed to simulated office noise (Leq~55 dB(A)), and one day they were exposed to the sounds from the other participants in the experiment (Leq~50 dB(A)). On both days questionnaire responses (acceptance of noise and indoor climate, subjective symptoms including headache, concentration, and workability) were collected, and assessments of performance in office‐like task, physiological stress responses (heart rate, heart rate variability, and hormone levels). Development of mental fatigue was investigated by applying the two‐back test (TBT) and the sustained‐attention‐to‐response test (SART). The results were compared between two groups according to the rating of noise disturbance during normal workdays (disturbed by the noise 50 % of the work time or more versus 25 % or less) Results: The participants assessed the sound level, their noise acceptance, their concentration and work ability more negatively on days with noise. However, the subjective assessments and symptoms were not confirmed by decreased performance in the simulated office tasks, the measurements of stress responses, nor the outcomes of the cognitive tests. Further, there was no difference in the outcomes from the groups with more or less sensitivity to noise, but a slight reduction in performance in TBT in the group with higher sensitivity to noise was evident. Conclusion: There was a divergence between subjective assessments and objectively measured parameters. However, the study does not support the hypothesis that the moderate noise levels (Leq<55 dB(A)) in open‐plan offices causes an increase physiological stress responses. It seems possible that the negative subjective experience reported to working in noise may be a psychological reaction to occasional overload of the working memory in tasks demanding a high degree of concentration. 33 9
An intervention study of the acoustical environment’s effects on
teachers’ well-being
Jesper Kristiansen1, Søren Peter Lund1, Roger Persson2, Jørn Toftum3, Per Møberg Nielsen4, Rasmus Challi5
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Department of
Psychology, Lund University, Sweden, 3International Centre for Indoor Environment and Energy, Technical
University of Denmark, 4Akustik Aps, 5Danish Centre of Educational Environment
Background: The reverberation time (RT) is measure of how fast a sound disappears after sound‐
emission has stopped. It is expressed as the time it takes for the sound level to decrease 60 dB. In previous studies associations have been found between classroom RT and development of mental fatigue during the workday, low job satisfaction, and expressions of interest in quitting the job among teachers. In this study we investigated the association between RT and well‐being. Aim: To reduce the RT in selected school classrooms and to evaluate the hypothesis that a reduction in the RT will increase work‐related well‐being among teachers. Methods: Two schools in the city of Aarhus were recruited for the study. In the intervention school, 16 of 31 classrooms were acoustically refurbished during the summer 2012. In the control school, the refurbishment took place in two steps: In the first step, 13 classrooms (of 36) were “sham” refurbished in the summer 2012. In the next step, performed during the Christmas holiday in 2012, the 13 rooms as well as additional 9 classrooms were refurbished to meet the same acoustical conditions as the refurbished rooms in the intervention school (“full” intervention). Well‐
being and other outcomes were evaluated by questionnaires sent out to all teachers, including teachers working in classrooms not affected by refurbishments. The outcomes included disturbance due to classroom noise, social climate in the class, job satisfaction, work engagement (UWES‐9), fatigue after work (SOFI‐20), need for recovery, stress, cognitive stress (COPSOQ), and voice problems. Questionnaires were dispatched in 6 rounds: Two rounds before refurbishments (baseline), 2 rounds after the “sham” intervention in the control school (and “full” intervention in the intervention school), and finally 2 rounds after “full” interventions in both schools. Results: In the intervention school, RT changed from 0.57 s to 0.40 s in the refurbished classrooms. In the control school, RT changed from 0.67 s to 0.55 s (after the “sham” intervention), and next to 0.44 s (after the “final” intervention). Sound levels during teaching fell significantly between baseline and after the “full” intervention, while the “sham” intervention” had no effect on sound levels. The effects of the intervention on the teachers’ well‐being is currently being analysed, and the results will be presented at the Conference. 34 10
Exploring Workplace Issues for Plus Size People
Annabel Masson, Sue Hignett, Diane Gyi
Loughborough Design School, Loughborough University Loughborough
Background: Currently, in the UK over 60 % of adults are overweight or obese. The UK has one of the highest levels of obesity in the world (after the USA and Mexico). The traditional approach to address rising levels of obesity has been to focus on public health interventions, for example nutrition, eating behaviours and activity levels. Despite this, obesity levels are continuing to climb and overweight and obesity within the working population are increasingly recognised as a challenge. Plus size individuals often face inequalities at work leaving them vulnerable to stigmatisation, unfair treatment and impaired quality of life. Inclusive workplace design may reduce physical discomfort and emotional trauma as well as having a positive impact on indirect costs associated with obesity such as loss of productivity due to sick leave or workplace accidents. In order to achieve this, evidence‐based guidance for the working environment (e.g. office chairs, desks, toilets), clothing (e.g. uniforms and personal protective equipment), workspaces (e.g. door widths, gangways) and transport (e.g. cars, trains, buses) is urgently required. Aim: To support workplace inclusion for plus size and super plus size individuals by (1) developing a human factors/ergonomics (HFE) model of workplace issues relating to body size and shape and (2) making recommendations (including design requirements) as an employer’s toolkit to support more inclusive, healthier and safer working environments. This paper will report a scoping study to explore and describe workplace issues relating to body size and shape. Method: An online questionnaire distributed to plus size working aged adults (employed, self‐
employed or working from home) via social networks and industry contacts to explore:  Self‐reported physical capabilities and limitations  Appropriateness of workspace layout (fit, comfort, restrictions) and environmental factors  Team and organisational behaviour impacting on plus size working individuals Results: Thematic analysis using NVivo10 to map issues for further exploration. 35 Parallel session 1C
4 (I). Workplace interventions with wellbeing and health promotion
11
Healthy eating promotion at the workplace: the European programme
FOOD (Fighting Obesity through Offer and Demand)
Nolwenn Bertrand
Edenred
Background and aim: Designated by the WHO as one of the greatest public health challenge of our century, obesity is responsible for 10–13 % of deaths in the European region. Companies are an important setting and information channel for promoting health to their employees. The 2005 study Food at Work from the ILO points out that employees, who have access to healthy eating, increase their productivity by up to 20 %. The European programme FOOD promotes healthy eating habits towards employees. The two main objectives are to improve: 1. nutritional habits of employees by giving them the keys to act 2. nutritional quality of the food on offer in restaurants. Method: In 2008, Edenred proposed to Public Health Authorities as well as Nutritionists and Universities to join the project as partners in Belgium, the Czech Republic, France, Italy, Spain and Sweden. To meet its objectives, the project followed a five‐step methodology: 1. inventory of existing programmes was followed by a quantitative questionnaire (52,000 employees and 5,000 restaurants) and a qualitative study (60 interviews in restaurants) 2. recommendations were made by the partners, subsequent to the results and analysis of the first step 3. adapted tools were developed and piloted in the restaurants and the companies 4. pilots were evaluated 5. following the evaluation, the tools were adapted and best practices disseminated. Results: The 102 communication tools reached around 4.2 million employees and 352,000 restaurants, showing interest and need from the target groups. A network of restaurants applying the FOOD recommendations has been created, thus connecting the offer and the demand sides of balanced nutrition. Conclusion: After the project period and thanks to its good results, the partners have decided to continue the actions under a long‐term programme. The Slovak Republic and Portugal already joined the Consortium, and more countries are expected. 36 12
Stress and burnout prevention by short exercises at the work place:
evaluation and further development of a preventative measure in the
context of the German Federal Foreign Office's occupational health
management
Gregor Wittke
Auswärtiges Amt Gesundheitsdienst Psychosoziale Beratungsstelle / Ref. 106-9
Topic: The Foreign Service, which requires its staff to move on a rotational basis to postings around the world, has its own specific stressors and resources. The aim of the project is to develop preventative measures which have a positive effect and also reach the staff abroad as well as to implement them within the Federal Foreign Office’s (FFO) occupational health management. Methods: 133 “exercise multiplier” workshops were carried out, each with 15‐20 staff members from all branches at the head quarters in Berlin, age groups and departments. Data on effective training methods and effects were gathered and analyzed. Based on the results, as a first measure, the training concept was revised and improved. As a second measure a computer based concept that could also reach staff abroad was developed. It aims at reducing stress at work and increase well being by promoting exercises at the desk. The “exercise multiplier” programme is now integrated as a part of the larger workplace health promotion. Results: Changes in the original concept lead to improvement in participants’ happiness with the training and better transfer to the workplace. Indicators for a beginning change in the FFO culture at work related to the workshops were observed, and successful training components were transferred to a computer‐based format. Conclusions: Implementing the concept of short exercise breaks and spreading it via multipliers has an effect on personal well‐being at work. The effect was increased by adapting some components of the training to the staff’s needs. A transfer to a computer based version is possible. The computer‐based version and first experiences will be presented. 13
Work and common mental disorders: Are expectancies more important
than work satisfaction and work strain?
Tone Langjordet Johnsen
Vestfold Hospitals Trust, Clinic for Physical and Rehabilitation Medicine (Kysthospitalet). Stress, health and
rehabilitation, Uni Health, Uni Research.
Background: Common mental disorders (CMD) are some of the most frequent reasons for sick leave and disability pensions. There may be much to gain, both from an individual and a societal perspective, from interventions aimed at preventing CMD. Thus, it is important to explore early predictors for CMD to be able to develop effective interventions. According to The Cognitive Activation Theory of Stress (CATS) learned response outcome expectancies are important contributors to health. Individual differences in the expectancy and ability to cope with workplace and general life demands may be important for how the work strain influence the health of the employees. Thus, high levels of positive response outcome expectancies (coping), and low levels of negative response outcome expectancies (hopelessness) and no response outcome expectancies (helplessness) might make 37 it more likely for employees to manage the consequences of an adverse work environment. Objective: The objective of this study is to investigate the relative effect of work satisfaction, work strain and response outcome expectancies (as defined in CATS) on CMD in Norwegian municipal employees. Method: A survey was carried out among 1,746 municipal employees (mean age 44.2 SD=11.5, 81 % female). The data was collected as part of a randomized controlled study to assess effect on sick‐leave from a workplace intervention. Only baseline data was used in this cross‐sectional study. The outcome variables were anxiety and depression; and job satisfaction, work strain, and response outcome expectancies were independent variables. Multiple logistic regression analysis with anxiety and depression as outcome were conducted. Results: Almost all responding employees had answered the items about anxiety and depression, thus 1,721 respondents were included in the analyses. Fifteen percent reported anxiety during the last month, 24 % reported depression, and 11 % reported both anxiety and depression. Of the employees with anxiety, sixty‐seven percent reported a little, 26 % some, and 7 % severe anxiety. Seventy percent of the employees with depression reported a little, 21 % some, and 9 % severe depression. No and negative response outcome expectancies and perceived high mental work strain were associated with anxiety and depression. The associations were small, although statistically significant. 14
Evaluation of The Working Mind: An Intervention to Reduce Stigma
and Increase Mental Health and Wellbeing in the Workplace
Andrew C H Szeto1, Keith S Dobson1, Dorothy Luong1, Terry Krupa2, Bonnie Kirsh1
1
University of Calgary & Mental Health Commission of Canada, 2Queens University & Mental Health
Commission of Canada
Background: Programs aimed at increasing mental health and wellbeing of employees is prevalent. Benefits for these programs include increased worker productivity and decreased costs associated with disability claims and may also pave the way for less stressful work environments and more supportive organizational cultures. Interventions to reduce the stigma of mental illness are comparatively rarer but also have many benefits. Possible benefits of reducing stigma in the workplace include creating a workplace environment conductive for employees to seek help if they are experiencing a mental illness and to create a context for communication about work issues. Aim: The Opening Minds Initiative of the Mental Health Commission of Canada has created a workplace program called The Working Mind (TWM) that incorporates components aimed at reducing stigma and enhancing employee mental health. This program was adapted from the evidence‐based program developed by the Canadian Department of National Defence called Road to Mental Readiness (R2MR). The main component of both TWM and R2MR is the Mental Health Continuum Model (MHCM) that employs a 4 colour system (green, yellow, orange, and red) with associated behavioural indicators to describe the range of (good to poor) mental health statuses. Method: In Phase 1, using a train‐the‐trainer model, over 50 facilitators from 5 organizations were taught to facilitate TWM workshops. Phase 2 involves facilitators presenting TWM workshops to other employees in their organizations. Pre, post, and follow‐up questionnaires assessed stigmatizing attitudes, knowledge, resiliency, and psychological wellbeing during Phase 1. Interviews were also 38 conducted with trainers to gauge the utility and impact of the program. Similarly, questionnaires and interviews will be conducted in the upcoming Phase 2. Results: Phase 1 results indicate that trainers believed TWM is a valuable program and should positively impact mental health culture for organizations involved in Phase 2 training. As well, trainers believed the program created awareness of the stigma issues surrounding mental illness. Conclusion: TWM is a unique mental health and wellbeing program in how it conceptualizes mental health and incorporates anti‐stigma components. Preliminary results indicate TWM is a well‐received program offering practical skills and a different way of viewing mental health. Phase 2 evaluations will shed light on the viability of the TWM as it is implemented in the various organizations. 15
Implementation of Diageo's Wellbeing Strategy: the Challenges and
Rewards
Skeena Matwichuk
Diageo plc, United Kingdom
The BE WELL, LIVE WELL, WORK WELL strategy was launched in 2011 by Diageo, a global manufacturer of premium alcoholic drinks for its workforce of nearly 7000 employees across almost 60 sites in the United Kingdom (UK) and Republic of Ireland (ROI). This followed the merger of the 2 distinct in‐house occupational health teams in the UK and ROI and the appointment of a Health and Wellbeing Advisor for the region. The strategy was developed to improve employee health and wellbeing and thus support the business performance ambition by:  Empowering employees to take responsibility for their own health by creating multiple platforms to communicate health information.  Supporting compliance in relation to work‐related stress risk assessment.  Implementing a consistent approach to health promotion through the use of the Scottish Centre for Healthy Working Lives’ health promotion model as well as the introduction of new initiatives including the Walk for Wellbeing annual pedometer challenge and the Great Diageo Weight Off weight management programme.  Improving the collection and use of metrics to demonstrate the impact of health interventions. Despite various challenges such as resourcing, diverse cultural and business needs, and an ever changing environment, progress has been made in further embedding wellbeing as a business priority and an integral part of Diageo culture. Achievements include increased compliance and increased employee engagement with wellbeing, for example nearly 10% of employees participate annually in the Walk for Wellbeing. Undoubtedly, the strategy and organizational interventions such as wellbeing risk assessment, Walk for Wellbeing and the Great Diageo Weight Off have been beneficial not just for individual employees but also for the business. However, in a rapidly changing and demanding business environment increased agility and creativity are required to ensure effective engagement with employees and business leaders in relation to wellbeing. 39 16
Effectiveness of a workplace hearing loss prevention training
intervention - A pilot study
Ravi Reddy, David Welch, Shanthi Ameratunga, Peter Thorne
University of Auckland
Background: Noise induced hearing loss (NIHL) is a common and debilitating condition resulting in human and economic consequences that regrettably could have been easily prevented. Hearing protection devices (HPDs) are used together with engineering and administrative controls to minimize noise exposure and to prevent hearing loss. However, incorrect and inconsistent use of HPDs compromises their effectiveness in preventing hearing loss. Aim: The aim of the current study was to develop, pilot and evaluate a training intervention guided by theoretical constructs and based on an ecological model for health promotion. The ecological model for health promotion was used as a planning model where factors exist and interact at different levels (intrapersonal, interpersonal, organisational) to influence HPD use behaviour. Method: We developed and piloted a 30‐minute interactive workplace training program which included components discussing the science of sound, mechanisms of hearing, hearing loss caused by occupational noise exposure, consequences of hearing loss, and hearing loss prevention strategies. This was achieved by illustrations, audio and visual demonstrations, discussions and the use of workplace noise source examples. A five measures (supports, barriers, knowledge, attitude, behaviour) questionnaire was administered to 53 workers immediately before the training, after one week and at two months. Results: The results suggest that the training intervention was effective at producing improvements in knowledge, attitudes and hearing protection behaviour in workers. In addition, supports to hearing protection use increased and barriers decreased over time. Supports to HPD use subscales, ‘safety culture’ and ‘behaviour motivation’ improved significantly post‐intervention. The study also demonstrated that the training intervention was effective in positively influencing HPD use factors at different levels of the ecological model. Conclusion: The positive influence of workmates (interpersonal) and employers (organisational level) may have helped promote a safe workplace culture that motivates hearing protection behaviour in the long‐term. The findings of this study suggests that training interventions need to focus on different levels of influence and personal and environmental factors using ecological models to promote HPD use amongst workers. 40 Parallel session 1D
6 (I). Wellbeing and the management of ill health and disability at the workplace
17
The interplay between physical and mental conditions on restrictions in
activities at work
Peter M. Smith
School of Public Health and Preventive Medicine, Monash University
Background: An ageing labour market coupled with an elevated prevalence of mental health conditions has led to increased interest in better understanding of the interplay between chronic mental and physical conditions on restrictions in activities at work. Aim: To examine the impact of physical and mental conditions in restrictions in activities at work. And to examine if the impact of combinations of physical and mental conditions are greater than the impact of these conditions in isolation (i.e. synergistic effects). Method: A secondary analysis of five cross‐sectional cycles of the Canadian Community Health Survey (2003, 2005, 2007, 2009, 2010). We examined the relationship between five medically diagnosed physical conditions (arthritis, blood pressure, back pain, migraines, diabetes and heart disease) as well as medically diagnosed mood disorders (including depression); and the likelihood of reporting activity restrictions at work. We also examined if there were biological interactions (synergistic effects) when both physical and mental conditions were present. The presence of biological interactions was determined using the synergy index. Models were adjusted for various individual, occupational and geographic covariates. Results: We found that all conditions were associated with an increased risk of activity restrictions at work. Arthritis, back problems and mood disorders had the strongest relationships with activity restrictions among both men and women (OR greater than 3.0 in all cases). We observed no biological interactions when physical conditions were present in combination with mood disorders, on activity restrictions at work. For every combination of conditions, the lower bound of the synergy index crossed one. No differences in the impact of conditions on activity restrictions, or the impact of combinations of conditions on activity restrictions, were observed for men compared to women, although women were more likely to report activity restrictions at work. Conclusion: While both physical and mental chronic conditions are associated with an increased likelihood of restriction in activity at work, the combination of physical and mental conditions does not result in an increased risk of activity restriction, beyond the effects of these conditions in isolation (i.e. no synergistic effects). 41 18
How work impairments and reduced work ability are associated with
health care use in workers with musculoskeletal disorders,
cardiovascular disorders or mental disorders.
Kerstin Reeuwijk1, Suzan Robroek1, Leona Hakkaart2, Alex Burdorf1
1
Department of Public Health, Erasmus University Medical Center Rotterdam, the Netherlands, 2Institute of
Health Policy and Management (iBMG), Institute for Medical Technology Assessment, Erasmus University, The
Netherlands
Background: Health care use and subsequent costs are rising in Western countries. Although some studies have identified the influence of work‐related risk factors for increased health care use, the importance of work impairments due to health problems and the work ability on health care use have barely been studied. Aim: The aim of this study was to explore how work impairments and work ability are associated with health care use by workers with musculoskeletal disorders (MSD), cardiovascular disorders (CVD), or mental disorders (MD). Methods: In this cross‐sectional study, subjects with MSD (n=2,074), CVD (n=714), and MD (n=443) were selected among health care workers in 12 Dutch organizations. Using an online questionnaire, data were collected on individual characteristics, health behaviors, work impairments, work ability, and consultation of a general practitioner (GP), physiotherapist, specialist, or psychologist in the past year. Univariate and multivariate logistic regression analyses were performed to explore the associations of work impairments and work ability with health care use. Results: Lower work ability was associated with a higher likelihood of consulting any health care provider among workers with common disorders (OR=1.05‐1.45). Among workers with MSD, work impairments increased the likelihood of consulting a GP (OR=1.55), specialist (OR=2.05), and physical therapist (OR=1.98). Among workers with CVD work impairments increased the likelihood of consulting a specialist (OR=1.94) and physical therapist (OR=2.73). Among workers with MD, work impairments increased the likelihood of consulting a specialist (OR=1.79) and psychologist (OR=1.82).Conclusion: Work impairments and reduced work ability were associated with health care use among workers with MSD, CVD, or MD. These findings suggest that addressing work‐related problems in workers with common disorders may contribute in reducing health care needs. 19
Burden of reduced work productivity among people with chronic knee
pain: A systematic review
Maria Agaliotis
University of Sydney, Australia
Abstract/objective: The aims of this systematic review were to determine the prevalence of reduced work productivity among people with chronic knee pain as well as specifically categorised determinants of work productivity losses into individual, disease and work‐related factors, conduct an evaluation of study methodological quality and present a best‐evidence synthesis. Methods: We searched the literature using combinations of key words such as: knee pain, knee osteoarthritis, absenteeism (days taken off work) and presenteeism (reduced productivity while at 42 work) for observational studies published in English. Methodological quality appraisal and a best‐
evidence synthesis was used to pool the study findings. Results: The studies were conducted exclusively in high income countries of North America, Western Europe and Hong Kong. Seven of the 17 (41 %) included studies reported a 12‐month absenteeism prevalence ranging from 5 % to 22 %. Only two studies evaluated presenteeism prevalence and reported a range from 66 % to 71 %. Using best‐evidence synthesis: three high quality cohort studies and three cross‐sectional studies provided strong evidence that knee pain or knee osteoarthritis was associated with absenteeism; two high quality cross‐sectional studies and one cohort study provided limited evidence for an association with presenteeism; one cross‐sectional study provided limited evidence for an association between age, high job demands and low co‐worker support and absenteeism among nurses with knee pain. No studies examined individual or work‐related factors associated with presenteeism. Conclusion: A number of studies indicated that chronic knee pain or knee osteoarthritis is associated with absenteeism. However, data are lacking regarding presenteeism and individual or work‐related risk factors for reduced work productivity among older workers with chronic knee pain. SYSTEMATIC REVIEW REGISTRATION NUMBER: PROSPERO registry number: CRD42013004137. 20
Certifying Fitness for Work - The UK FitNote- trends and evidence of
change
Mark Gabbay1, Chris Shiels1, Jim Hillage2
1
University of Liverpool, 2Institute of Employment Studies, Brighton, UK
Introduction: The UK sicknote used for nearly a century, was replaced with the new universal Fitnote in 2010. This emphasises work capacity rather than incapacity. It links to the welfare reform programme in the UK, and is intended to shift the emphasis onto the benefits of good work for health, and facilitate return to work after episodes of ill‐health, in an effort to reduce the burden of long‐term work incapacity. Objectives: To identify diagnostic, patient, general practitioner (GP) and practice factors associated with length of certified sickness episodes. Design: (i) Cross‐sectional analysis of factors associated with fit note episode duration outcomes (ii) Analysis of long‐term sickness certification ‘before and after’ introduction of a new medical statement (fit note). Setting: 68 general practices in eight regions of England, Wales and Scotland. Participants: Patients receiving at least one fit note in 12‐month data collection period. Main outcome measures: Certified sickness absence episodes: > 3 weeks, > 6 weeks, > 12 weeks. Results: Information on 79,815 fit notes issued to 33,768 patients by 744 GPs, was collected. 35 % (27,292/79,509) of fit notes were issued for a mild‐moderate mental disorder (M‐MMD). 42,402 patient sickness episodes were identified. M‐MMD episodes accounted for 31 % (13,253/42,290) of all episodes. 43 18 % (7,619/42,222) of all certified sickness episodes exceeded 12 weeks in duration. Diagnostic category of episode, male patients, older patient age, higher social deprivation and certifying GP partner status were significantly associated with the >3 week, > 6 week and > 12 outcomes. Inclusion of ‘may be fit’ advice in the episode, and the deprivation status of the practice, increased the likelihood of the episode being > 3 weeks and > 6 weeks. ‘May be fit’ advice was negatively associated with the > 12 week outcome. The data from 7 practices contributing this time and 10 years ago suggest that periods of absence may be falling overall (relative risk >12 weeks absence 0.65) but the proportion related to M‐MMD is rising (26 % to 38 %). Conclusions: In the context of a rapidly changing legislative environment, the study used the largest sickness certification database constructed in the UK to date to enhance the evidence base relating to factors contributing to long‐term work incapacity. It also identified additional data items that may need to be collected in order to increase the power of predictive models. Parallel session 2A
1 (I). The interplay between psychosocial work conditions and wellbeing at work
21
Psychosocial work environment, depressive symptoms and long-term
sickness absence. Results from the PAS study
Reiner Rugulies, Ida EH Madsen, Pernille U Hjarsbech
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: It is controversially debated whether adverse psychosocial working conditions can contribute to the onset of depressive symptoms. Further, little is known whether the psychosocial work environment plays a role in the risk of long‐term sickness absence (LTSA) of employees with depressive symptoms. Aim: In the study “Psychosocial Work Environment and Psychological Health” (PAS), we examined a) whether specific social work environment factors predict onset of treatment with psychopharmaceuti‐
cals, and b) whether the psychosocial work environment affects the risk of LTSA among employees with depressive symptoms. Method: Research aim a) was examined among 22,458 responders from four Danish representative work environment cohorts, 2,582 social and health care workers, and 3,247 employees performing different types of person‐related work. Survey data was linked with a register on purchase of psychopharmaceuticals. Research aim b) was examined among 6,985 employees in eldercare and 1,034 employees with depressive symptoms from a sample of the Danish workforce. Survey data was linked with register data on payments of sickness absence benefits. All data was analyzed with epidemiological statistical methods, mainly Cox proportional hazard regression and Poisson regression. Results: Exposure to work‐related violence and to high emotional demands at work predicted risk of antidepressant treatment. Employees performing person‐related work were at higher risk of 44 antidepressant treatment than employees from other occupational sectors. This was partly explained by high levels of emotional demands in person‐related work. However, an analysis with newly educated eldercare workers showed an increased prevalence of antidepressant treatment compared to the general workforce even before participants entered eldercare work. Thus, the increased risk of psychological health problems in specific occupational groups may be due to both an effect of adverse psychosocial working conditions and a selection effect. Depressive symptoms strongly predicted LTSA. In one study, none of the four examined psychosocial work environment factors, leadership quality, predictability, work pace and quantitative demands, modified this strong association. In another study, however, a high level of organizational justice was associated with a reduced risk of LTSA among male employees with depressive symptoms. Among female employees with depressive symptoms, high organizational justice did not show a protective effect. Conclusion: Reducing work‐related violence and emotional demands at work may help to reduce risk of depression in the workforce. A high level of organizational justice may help to reduce LTSA among male employees with depressive symptoms. 22
The well-being of Icelandic bank employees during organisational
changes - the role of social support and empowering management
Asta Snorradottir1,2, Guðbjörg Linda Rafnsdöttir2, Birgit Aust3
1
Administration of Occupational Safety and Health, Research and Health Department, Reykjavík, Iceland,
University of Iceland, Faculty of Social and Human Sciences, Reykjavík, Iceland, 3The National Research
Centre for the Working Environment, Copenhagen, Denmark
2
Background: In 2008, Icelandicʹs three main banks all went bankrupt, but were saved by the govern‐
ment. This means that overnight the Iceland banks went from being international financial organisations to national saving banks. For employees it meant major organisational changes, including downsizing and restructuring. Aim: The aim is to explore the role of social support and empowering management for the well‐being of bank employees during major organisational changes. Method: This is the study is based on a mixed method approach. Quantitative data was collected among bank employees in the year 2009. Multivariate regression analysis was conducted to assess factors associated with psychological distress. In 2013, interviews with 20 bankers were conducted. Employees were asked to talk about changes in their psychosocial work environment and if and how it affected their well‐being. Interviews were transcribed and thematically analysed. Results: The regression analysis of bank employees showed that working in a downsized department, being transferred to a different department and salary reduction all related to higher psychological distress. The associations between downsizing, restructuring and distress were reduced somewhat by adding job demands, job control and empowering leadership to the model, however, adding social support had little effect on these associations. Nevertheless the interviews show that employees value social support in the workplace from both co‐workers and immediate supervisors. Social support is mentioned as the most important factor in the workplace to overcome many of the stressors from organisational changes. In particular the support of immediate supervisors emerges as important in reducing stress and strain among employees during organisational changes. Employees therefore 45 perceived supervisorʹs support as a form of empowering management. Conclusion: During organizational changes it is particularly important to focus on a good psychosocial work environment, including empowering management and social support from supervisors and colleagues. 23
Stress, conflict and psychological distress at work: What is the role of
positive mental health?
Kathryn M Page
University of Melbourne, Australia
Exposure to workplace stress and conflict is associated with an increased risk of developing mental health problems. Research in this area has identified a range of variables that moderate the relationship between workplace stress and mental ill health, but there has been little focus on the potential for positive mental health to attenuate this relationship. Using two waves of matched data from a population‐level sample of older, working Australian adults (n=3,291), we found that positive mental health buffered the impact of stress and conflict on psychological distress – as a general indicator of mental health problems ‐ but only for those with the highest levels of positive mental health. People with high levels of positive mental health were most protected from conflict or stress at work, while those with low levels of positive mental health experienced the highest levels of distress following conflict or stress at work. To improve workplace mental health an integrated approach is required, which involves both preventing work stress and promoting mental health in the workplace. 24
Do control and resources really protect from work intensification and
job demands?
Oscar Perez Zapata, Gloria Alvarez-Hernández
Universidad Carlos III de Madrid, Spain
From the beginning of the 90s work intensification evidence is accumulating across Europe. Work intensity (i.e. effort at work) can be linked to long work hours, job demands, work stress and burnout; however its more sociological roots can be specifically related to determinants of job demands. Focusing on work intensity can be a step towards a more interdisciplinary account of work stress; and simultaneously a call for an increased focus on job demands’ independent effect on health beyond traditional models (i.e. demands‐control‐social support) and renovated models (e.g. demands‐
resources). Our objective is a better understanding of the independent effect of work intensity/job demands on health and a better account of control/resources influence. Research is based on the last four waves of Spanish Working Conditions Surveys (1999‐2011). We use logistic models for psychological and general health controlling for all available working conditions and confounders. First, we confirm that work intensity/job demands has become the most important factor to account for psychological/general health since 2006 in Spain (leaving behind more traditional risk factors). Second, we find that the influence of job demands on health cannot be adequately compensated through additional control/resources in general and more specifically that a low work intensity/job demands (a 46 generalized passive or relaxed position) protects health more than high work intensity with resources (a generalized active position). Third, our results suggest that only a very unrealistic account of resources (available only for 1.38 % of the Spanish workforce) is able to compensate fully the health impact of high work intensity/job demands. Finally, we also find that what can be generally called resources do have complex (non‐linear) relations with work intensity/job demands, and that some frequently framed as positive/protective factors for health can have an ambiguous impact on health: feeling to have a useful job, being able to distribute breaks or having autonomy over rythms at work can simultaneously be protective factors and risk factors with non‐linear influences. This adds to the growing literature suggesting the need to reduce work intensity and job demands ‐
independently of control/resources dimensions, if we want to protect health. From a more interdisciplinary point of view, it can also be linked with postestructuralist and Critical Management Studies literature that challenge the definition and real level of control after the current trends towards self‐management and self‐control. 25
Workplace health in small medium enterprises (SMEs). What public
health support do SMEs really want?
Maxine Lily Holt, Susan Powell
Manchester Metropolitan University, United Kingdom
Aims: Health and wellbeing in the workplace is a concept that is understood as a fundamental business case for a productive, happy and healthy workforce. The workplace is also a setting where knowledge and skills about health can be disseminated to improve employee health and well‐being. This paper aims to identify the main health and wellbeing needs of SMEs in a UK locality and what support public health can offer SMEs. Design/method: The research adopted a Health Needs Assessment approach (HNA) using purposive and opportunity sampling methods. The SMEs varied in size and type of business and 92 telephone interviews, using semi‐structured questions, were used to collect data. This research resulted in qualitative data using thematic analysis. Results: Two key themes emerged from the study. Acute seasonal sickness was the most pressing reason for employee absence from work (viruses, flu, seasonal disorders) for the SMEs in this research. This accumulated to the theme of sickness presenteeism. This research highlighted that employees will present at work with acute illness that requires rest is easily, transmitted to other employees and most likely will take longer to recover from, as cross infection and re‐infection occurs. Conclusions: This present paper provides issues, which are specific to a UK locality but which may be relavent to SMEs in other localities. In particular, the pressing problem of sickness absence and sickness presenteeism related to seasonal illness and the effects these have on SMEs. Public health preventative services such as the provision of flu vaccines may be one way of supporting SMEs with acute seasonal episodes of illness. 47 26
Recognition as a key category for young workers’ wellbeing at work –
A sociological perspective
Corinna Sinkowicz
Federal Institute for Occupational Safety and Health, Germany
Aims: Measures to strengthen older workers’ workability should be inserted at young ages because an individual’s work‐orientation that has been developed at early stages of working life has an important impact on further interpretation and action of work. In this context, the impact of young employees’ work‐related stress on their wellbeing at work is of great interest. On this account, this paper aims to analyse the needs of young employees and presents their specific problems arising from the work organisation in subjectivised working context. Methods: The applied methods are qualitative interviews with 14 young employees, aged 25 to 35 in subjectivised working contexts. The conducted interviews were semi‐structured and based on an interview guide. Evaluation of data was done in accordance with Grounded Theory. Results: The analysis shows that work‐related stress can be understood as a problem of action. When the person concerned cannot see its own behaviour as subjectively meaningful, it cannot be motivated for action. With reference to a relational strain concept, it could be observed that recognition of employees’ personality is a crucial category for young employees’ wellbeing at work. To overcome the problem of action, young employees apply different coping strategies. They vary from ignorance and different forms of fighting for recognition up to isolation. Conclusion: The observed lack of recognition among young employees results in work‐related stress that endangers wellbeing at work. To tackle this problem, enterprises have to recognise their young employees as persons. Recognition cannot only be based on appreciation for efforts and contributions; it should take into account the individuals’ whole personality that might include feelings of helplessness or exhaustion. Parallel session 2B
5. Demographic changes (ageing) and wellbeing at work
27
The effect of the psychosocial work environment on older workers'
retirement age; a longitative study of 1,898 older workers
Sannie Vester Thorsen, Jakob Bue Bjørner
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: The governments in Europe have decided to increase the retirement age of older workers during the next decades. The method of increasing the standard pension eligibility age and making the access to early retirement benefits more restrictive has been shown to work. However, less is known about how the psychosocial work environment influences older workersʹ voluntary decision to retire. Aim: The aim of the study was to evaluate the association between the psychosocial work environment 48 and early retirement in a longitudinal study. Methods: Respondents from the DANES 2008‐study that were employed and eligible for early retirement pension were followed for four years in national registers. We used Cox proportional hazard regression to analyze the probability of early retirement. Responders were included at 60 and excluded at 65, i.e. the period where they were eligible for early retirement pension. Our analyses were controlled for gender, health, workability, smoking, cohabitation, socio‐economic status, and physical strain in the job. Results: Low job satisfaction (hazard ratio HR= 3.18), low possibilities for development (HR=2.21), low recognition from management (HR=1.89), age discrimination (HR= 1.82), low influence (HR=1.54), low justice (HR=1.54), and lack of priority to job satisfaction from management (HR=1.51) were significant predictors of early retirement. Role clarity, work planning by management, and predictability were borderline significant. Work pace, quantitative demands, emotional demands, role conflicts, trust in management, social community at work, and trust between colleagues were not significantly associated with early retirement. Conclusion: Low job satisfaction had the strongest association with early retirement in this study. The study suggests that improving the psychosocial work environment, in particular possibilities for development and recognition from management, could increase the retirement age for older workers. 28
Lisrel analysis of research framework of STREAM applied to early
retirement
Astrid de Wind1, Goedele A Geuskens2, Jan Fekke Ybema2, Paulien M Bongers2, Allard J van der Beek1
1
Department of Public and Occupational Health, the EMGO+ Institute for Health and Care Research, VU
University Medical Center, Amsterdam, 2Netherlands Organisation for Applied Scientific Research TNO,
Hoofddorp, The Netherlands
Background: Due to the ageing of the population, there is a need that workers prolong their working life. However, in the Netherlands, as in many countries, still many employees leave the workforce before the official retirement age of 65. According to the research framework of the Study on Transitions in Employment, Ability and Motivation (STREAM), determinants in the domains health, job characteristics, skills and knowledge, and social and financial factors influence the transition from work to (non‐disability) early retirement through three central explanatory variables, i.e. the motivation, ability, and opportunity to work. Aim: This study aims to investigate whether data of STREAM indeed support this model and whether it could be improved. Methods: Employees aged 58 to 62 years (N=1,862), who participated in the first three waves of STREAM were selected. The research framework of STREAM was tested and optimized with structural equation modeling using LISREL. Determinants were measured at baseline, central explanatory variables after one year and early retirement after two years. Results: Testing the research framework of STREAM resulted in a model with good model fit. Variables reflecting the domains health, job characteristics, skills and knowledge, and social and financial factors were significantly related with the ability, motivation and/or opportunity to work (significant β’s ranging from 0.05 to 0.31). Subsequently, lower work ability (β=‐0.13) and lower social support to continue working (β=‐0.24) (opportunity) significantly predicted early retirement, whereas work engagement (motivation) and age discrimination (opportunity) did not. The model could be 49 improved by adding direct effects of physical health, physical demands, job demands, having a partner, attitude of the partner and financial situation on early retirement in the model. Conclusions: The research framework of STREAM is partly supported by the data. The prolongation of working life might be promoted by interventions increasing the ability and opportunity to work. 29
Is retirement good for your health? A systematic review of longitudinal
studies
Iris van der Heide1, Rogier van Rijn2, Suzan Robroek2, Alex Burdorf2, Karin Proper3
1
National Institute for Public Health and the Environment, 2Department of Public Health, Erasmus MC,
University Medical Center Rotterdam, The Netherlands, 3National Institute for Public Health and the
Environment and Department of Public and Occupational Health, VU University Medical Center, Amsterdam
Background: Several studies regarding the effect of retirement on physical as well as mental health have been performed, but evidence is not unambiguous. Aim: The aim of this review is to systematically summarise the literature on the health effects of retirement, describing differences in terms of voluntary, involuntary and regulatory retirement and between blue‐collar and white‐collar workers. Methods: A search for longitudinal studies was performed in several electronic databases and reference lists of the selected studies were checked for relevant studies. The methodological quality of the studies was rated by pairs of authors independently based on 14 predefined criteria that distinguished between informativeness and validity/precision. The collected data from the included studies was pooled when possible, that is in case of enough homogeneity and if data was available from more than 3 studies. Pooling was done by calculating the mean differences (SD) based on percentages and the effect sizes (mean difference/SD). 95 % confidence intervals around the mean differences were calculated based on t‐distributions. If pooling was not possible, evidence from all included studies was summarised by using a best evidence synthesis consisting of three levels, based on results from both high and low quality studies. Results: Twenty longitudinal studies were included, of which eleven were of high quality. For mental health, there was not enough data to perform a meta‐analysis (< 3 studies). Strong evidence was found for a beneficial effect of retirement on mental health. As to the type of retirement and job characteristics of the sample, most studies did not present sufficient information. For general health, the pooled mean difference for poor perceived health was 0.14 % (95 % CI: ‐3.39 to 3.67) with an effect‐size of 0.04. The pooled mean difference for good perceived health was 4.17 % (95 % CI: ‐0.76 to 9.10) with an effect size of 0.88.Few studies examined differences between blue‐ and white‐collar workers and between voluntary, involuntary and regulatory retirement in terms of the effect of retirement on the health outcomes. Conclusions: More longitudinal research on the health effects of retirement is recommended, including potentially influencing factors, such as work characteristics and characteristics of retirement.
50 30
Health promotion in the workplace among sedentary workers aged 45
to 64
Mette Andresen, Katja Arnoldi
University College Sjælland, Dep. of Occupational and Physiotherapy and Research and Innovation, Næstved,
Denmark
This presentation focusses on the Danish contribution to the EU project PROGRESS 2wards Healthy Ageing (www.progresshealthyageing.eu). A unique model of health promotion intervention in the workplace was developed. The model was based on a combination of ʺthe democratic health paradigmeʺ (Jensen BB et al, 2009) and ʺmotivational interviewʺ (Jørgensen K F et al, 2009). This intervention among 18 sedentary workers aged 45‐64 years sought to investigate employees resources, concrete visions and wishes for lifestyle changes rather than providing them with information on healthy lifestyle and predefined exercises etc. Therefore, a 12‐week tailored program was initiated by focus group interviews exploring employees experiences of physical activity, healthy dieting and social support as well as how they described their needs, motivation and suggestions for changes in these areas. The overall aim for the intervention was ‐ based on the results from the interviews ‐ to empower the employees to take action and strengthen their self efficacy. For data collection, baseline and follow up focus group interviews as well as a modified IPAQ questionnaire were conducted. The model for the intervention, the content of the intervention, the results and an overall economic calculation of this way of working with health promotion will be presented. 31
Age management – facilitating action plans
Tiina Saarelma-Thiel1, Marjo Wallin 1, Titi Heikkilä2
1
Finnish Institute of Occupational Health, Helsinki, Finland, 2Representative from the City of Helsinki
Background: Demographic changes are very pronounced in the municipal sector in Finland, where the labour force is older and more feminine than in any other sectors. The largest municipality in Finland is the City of Helsinki, which has strived to become the most age‐friendly workplace in Finland. The European Commission awarded their age management programme in 2012. To disseminate strategic age management to each of the 35 departments, the Helsinki City Board requested action plans for retirement and age management from each of the departments. The Finnish Institute of Occupational Health was consulted in this process. Aim: To facilitate the actor group (HR‐staff, Age‐management‐network) to accomplish their action plans. The facilitation methods: 1. an orientating lecture was held for HR‐managers about age and work life and possibilities to manage age‐related issues. 2. assignments were done during workshops. Topics were 1) diagnosis of age challenges according to the wellbeing data and, 2) solutions for these age challenges. 3. two workshops were held for Age‐management‐network. During the first session, age‐related challenges were spelled out and solutions were collaboratively brainstormed. In the second session, initial departmental action plans were scrutinized critically in order to develop them further. Thematic think tanks were utilized in order to tune‐up mutually solutions, and to facilitate potential collaboration. 4. tools and instructions were given for standardizing the planning process, as well as a platform 51 (Digium) for collecting the plans of each department. 5. as background material were suggested a) data of the wellbeing of the staff (e.g. age structure, staff report, well‐being analysis, competence survey, sick‐leave) and b) prospect for the department (e.g. changes in economy, work processes, competencies or customers). Results: Results were the retirement scenarios and age management action plans of various age groups for each department and a summary of all these plans given for the City Board. The managerial practices to be improved were competence development, work ability, recruiting, performance appraisal and intergenerational collaboration. Conclusion: The executive order for action plans raised age awareness in the departments, which in turn facilitated dissemination of age management practices throughout large organization. Networking and sharing best practices within departments is encouraged also in the implementation phase of the action plans. 32
Creation of international federation on ageing awareness in Africa
Omowunmi Rachael Gbadegesin
Federal Neuropsychiatric Hospital, Yaba, Lagos, Nigeria
Ageing is a natural phenomenon. But there is a problem with how this phenomenon could be defined. Chronological age is the simpled, most comparable, and most widely used of age. It is relevant for policy making as the basis of “retirement age” and “pensionable age”, and it is an indicator of health, functional capacity, labour force participation, life cycle stage and income (Ronland, 1991). Chronological age also defines cohort membership and determines the historical context of people’s lives (Elder, 1978). Nevertheless, ageing is a multi‐dimensional process, Maddox and Willey (1976) argue, for example, that ageing denotes the biological capacity for survival, the psychological capacity for the fulfillment of social roles. The existence of such dimensions together with idiosyncratic and cultural differences in the rate of progress along them, diminish the usefulness of chronological age as an explanatory variable. In the light of the above, it is difficult to set a single limit for all population since no chronological age can be universally acceptable, since it cannot encompass the biological, physiological, and psychological aspect of ageing (Jorge, 1991). It is also difficult to set age limit for all populations, because they differ considerably. For example, the relative number of persons reaching the age of 75 may be small in one society and large in another. Cultural factors also may influence the relative importance of groups of persons carrying out different types of activities at different ages. Others point out the differential effect of genetics and environmental factors on the ageing process (Jorge, 1991).Although, recent years have brought substantial progress in research on ageing as a process that begins at birth, many unknown factors remain. Fortunately, demographers have a les complex task, in that they can use a simple chronological classification, as the mandatory retirement age. 52 Parallel session 2C
Symposium. Young Workers and Wellbeing at Work
33
Work environment and school dropout - what are the effects of the
psychosocial work environment?
Claus D. Hansen
Foca - collaboration between Central Denmark Region, Department of public health at Aarhus University,
Department of Sociology and Social Work at Aalborg University and Department of Occupational Medicine at
Herning Hospital, Denmark
‐‐‐ 34
Bullied at School – Bullied at Work
Lars Peter Andersen, Merete Labriola, Johan Hviid Andersen, Thomas Lund, Claus D. Hansen
Foca - collaboration between Central Denmark Region, Department of public health at Aarhus University,
Department of Sociology and Social Work at Aalborg University and Department of Occupational Medicine at
Herning Hospital, Denmark
Aim: To identify risk factors measured at the age of 15/16 for being bullied at the age of 17/18 either at work or at school. Furthermore, the study examined the associations between victimization at the ages of 14–15 years and victimization later at the ages of 17–18 years (in higher education or the workplace).
Methods: Questionnaire data were collected in 2004 and in 2007 from 2,181 adolescents, born in the western part of Denmark, and individual and societal level risk factors for being bullied were analyzed using logistic regression analysis. Results: Several risk factors for being bullied at school were found: being obese, low self‐assessment of class position, over‐protective parents, low self‐esteem, low sense of coherence and low socioeconomic status. Being overweight, smoking, low self‐assessment of class position, low sense of coherence, and low socioeconomic status were risk factors for being bullied at work. However, most associations between risk factors in 2004 and being bullied in 2007 disappeared when adjusted for being bullied in 2004. Conclusion: Our results stress the importance of early prevention of bullying in schools. 35
Mental health in childhood as risk indicator of labour market
participation in young adulthood. A prospective birth cohort study
Thomas Lund, Claus D. Hansen, Johan Hviid Andersen, Merete Labriola
Foca - collaboration between Central Denmark Region, Department of public health at Aarhus University,
Department of Sociology and Social Work at Aalborg University and Department of Occupational Medicine at
Herning Hospital, Denmark
Objective: The aim of this study was to investigate if mental health status in childhood determines future labour market participation, and to identify if effects varied across gender and social strata. 53 Methods: Of a cohort of 3,681 born in 1989 in the county of Ringkjoebing, Denmark, 3,058 (83 %) completed a questionnaire in 2004. They were followed in a register on social benefits for 12 months in 2010‐2011. Logistic regression was used to investigate associations between mental health in childhood measured with The Centre for Epidemiological Studies Depression Scale for Children (CES‐DC) and future labour market participation, taking into account effects of socio‐economic position, school performance, educational plans and vocational expectations. Results: A total of 17.1 % (19.9 % males, 14.4 % females) received social benefits for at least 4 weeks during follow‐up. Girls scored significantly lower on mental health than boys did. Labour market participation in early adulthood decreased with poor mental health in childhood, but only for boys: Boys with a baseline CES‐DC score in the lowest quartile had a 70 % excess risk of low labour market participation after 7 years of follow‐up. The association persisted when taking into account socio‐
economic position, but became borderline significant when adjusting for school performance, educational plans and vocational expectations. The negative effect was even across social strata. Conclusions: Despite girls scoring significantly lower on mental health than boys, the effects on future labour market participation was only present among boys. The effect of poor mental health on future labour market participation did not vary across social strata. 36
Mediating effects of health on the association between negative life
events in childhood on future labour market participation. A 7-year
follow-up study
Merete Labriola, Johan Hviid Andersen, Claus D. Hansen, Thomas Lund
Foca - collaboration between Central Denmark Region, Department of public health at Aarhus University,
Department of Sociology and Social Work at Aalborg University and Department of Occupational Medicine at
Herning Hospital, Denmark
Objective: The aim of this study was to investigate if effects of multiple negative life events in childhood on future labour market participation were mediated through 3 measures of mental, general, and psychosomatic health. Methods: Of a cohort of 3,681 born in 1989 in the county of Ringkjoebing, Denmark, 3,058 (83 %) completed a questionnaire in 2004. They were followed in a register on social benefits for 12 months in 2010‐2011. Logistic regression analyses were used to investigate associations between negative life events in early childhood and future labour market participation at age 21‐22. Sobel‐Goodman test for mediating effects was used to determine, if part of the effects were mediated through mental, general and psychosomatic health at age 14/15. Results: Labour market participation decreased with increase in negative life events, especially for females. However, for females, only a small proportion of this effect was mediated through health: 1 % through psychosomatic symptoms, 4 % through general self‐rated health, and 4 % through mental health. For males, a larger proportion of the effects were mediated through health: 1 % through psychosomatic symptoms, 8 % through general self‐rated health, and 14 % through mental health. Conclusions: Information on childhood conditions may increase the understanding of determinants of labour market participation for young adults. Only a small proportion of the negative effects of childhood adversities were mediated through health among females. For males, the results suggest 54 that childhood adversities affect especially mental health to a degree where it threatens future labour market status. 37
Do family and individual characteristics affect the experience of
physical and psychosocial work environment in Danish 20/21 year
olds?
Trine N. Winding1, Merete Labriola1, Ellen A. Nøhr2, Johan Hviid Andersen1
1
Foca - collaboration between Central Denmark Region, Department of public health at Aarhus University,
Department of Sociology and Social Work at Aalborg University and Department of Occupational Medicine at
Herning Hospital, Denmark, 2Odense University Hospital, Denmark
Objectives: To describe the work environment of Danish 20/21 year olds and to investigate the influence of family socioeconomic background or individual characteristics at age 14/15 on later experience of physical and psychosocial work environment. Methods: The study population consisted of 695 young people with primary work affiliation at age 20/21 who were derived from a prospective youth cohort. Outcome information from the questionnaire in 2010 consisted of six questions about psychosocial work environment and two questions about physical work environment. Exposure information about school performance, vulnerability, health and parental socioeconomic status was derived from the questionnaire in 2004 and from registers. Results: Overall, the psychosocial work environment of the young people was good, but they experienced more repetitive movements and hard physical work than older workers. Individual as well as family factors in late childhood all together only had limited impact on how young people report later work environment. Low self‐esteem at age 14/15 was associated with experiencing high demands, low trust and low fairness at work. In girls low self‐esteem and low sense of meaningfulness were associated with experiencing low influence at work. Low parental socioeconomic status was associated with poor physical work environment. Conclusions: This study showed a social gradient in experiencing poor physical work environment at age 20/21. The psychosocial work environment in young people was on average good, but it seems that vulnerable young people need special intention in order to prevent them from being selected into psychosocial demanding job functions later in life. 38
Wellbeing and risk among young workers in the Danish retail,
healthcare and metal industry
Pete Kines1, Martha Ozmec1, Mette Lykke Nielsen2, Johnny Dyreborg1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark,
Learning and Philosophy, Aalborg University, Campus Copenhagen, Denmark
2
Department of
Background: International and national (Denmark) studies reveal that young workers aged 18‐24 years have a 40 % greater risk of injury at work compared to workers over age 24. The present study examines work‐related risk factors and young workers’ attitudes and approaches towards safety in 55 retail, health care and the metal industry. This presentation will examine whether young workers’ understanding of injury risk, wellbeing at work and work‐related risk factors differ from their older colleagues’ understanding, in each of these three sectors. Methods: A comparative study of young (aged 18‐24) and older (age over 24) workers in 22 companies from three sectors (retail, health care and metal industry), using a mixed methods approach with 66 semi‐structured interviews, and with 1238 questionnaire respondents (274 of which are aged 18‐24). Results: Young workers do not think of their work as being particularly dangerous, and they treat risks as a normal part of their work. As with the older workers, the young workers have a great degree of satisfaction with their work, reflected in e.g. a sense of community with their work colleagues. Young workers have a more positive evaluation of the ‘work tone/atmosphere’ with their work colleagues than do their older colleagues, and they would to a greater degree than the older workers encourage a friend to seek work at their workplace. On the other hand, the young workers have a greater risk of occupational injury in all three sectors. Accidents/injuries and exposure to injury risks stand in contrast to the young workers’ own perceptions of risks at work and the work place. Young workers to a lesser degree than older workers consider their own safety when they begin a work task, and consider to a greater degree that accidents are a normal part of their daily work. If they take chances at work, even though there is a risk of being injured, they do it to greater degree than older workers, as they perceive that they can do their work better and faster. Conclusion: The study sheds light on the dilemma whereby young workers have a greater risk of occupational injury than their older colleagues, yet they perceive their work conditions more positively than the older workers, and are less proactive towards safety promotion. Parallel session 2D
9. Workplace innovation and wellbeing: empirical results
39
Measuring employee participation in European workers' and
employers' surveys: An example of European Working Conditions
Survey and European Company Survey
Greet Vermeylen, Agnes Parent-Thirion, Gijs van Houten, Maurizio Curtarelli, Christine Aumayr, Karel Fric,
Manuel Ortigao, Oscar Vargas
Eurofound, Dublin, Ireland
Employee participation is an important element of workplace innovation. This paper looks at how employee participation is measured in both a European workers’ and employers’ survey. First, it will expand upon the way both the European Working Conditions Survey (2010) and the European Company Survey (2013) are conceptualising direct and indirect employee participation. It will look at how these surveys explore the opportunities open to employees in workplaces across Europe to participate in decision‐making, either in the context of their job or in relation to wider organisational issues affecting their work. 56 It will furthermore go deeper into outcomes at individual level (quality of work, based on European Working Conditions Survey) and company level (performance, innovation, human resource outcomes, based on the European Company Survey). It will explore how employee involvement is a key component of work organisation, relating to other dimensions such as physical working conditions and work intensity. This is based on analysis carried out for Eurofound by Gallie and Zhou (2013). Two dimensions of employee involvement are covered: task discretion – or the influence that employees can exercise over their immediate work tasks – and organisational participation – or the influence that employees have over work organisation. While in the EU28 as a whole, both surveys show the relatively limited opportunities for employees to participate in decision‐making, the findings point to the clear benefits for employees in working in organisations that give greater scope for their involvement. Indeed, employee involvement has been shown to have a positive effect on employee motivation and psychological wellbeing, critical elements in fostering enhanced work performance and company productivity. 40
Increasing the Quality of Working Life through Workplace Innovation:
Results of a longitudinal research program in Flanders
Geert van Hootegem, Lander Vermeerbergen
KU Leuven Centrum voor Sociologisch Onderzoek
The quality of working life was decreasing in Europe between 1995 and 2005 (Greenan e.a., 2013). In addition, an increase in job complexity, job intensity and physical strain is observed (Greenan e.a., 2013). In the past six years, an organisational intervention program is established in Flanders. This program aims to enhance organisational performance and increase the quality of working life. Quality of working life is related with well‐being at work (Kompier e.a, 2009). Furthermore, this program changes organisational structures to order‐based and horizontal structures by applying the Modern Sociotechnical System Theory (De Sitter, 2000). The intervention program is accompanied by a research program that conducts longitudinal data. In addition, job characteristics and organisational characteristics were simultaneously and twice (before and after the intervention) gathered by an organisational audit and an employee survey. As a result, information about possible changes in the quality of working life can be explained by the influence of the intervention on jobs and organisation characteristics. This conference paper describes the longitudinal and multilevel methodology that is used in this research program. Furthermore, this conference paper analyses quantitative differences in the quality of working life due to organisational interventions. 57 41
Workplace innovation pays off for SMEs: the case of a Dutch region
Peter Oeij
TNO Innovation for Life
Recently, regional innovation programmes on workplace innovation are popping up in various parts of the Netherlands. These programmes focus on economic stimulation other that just technological innovation, and they concentrate on SMEs. The particular programme studied in this contribution, ‘My Company 2.0’, concerns a workplace innovation project in the region of Utrecht, in the centre of the Netherlands. It appears that participating companies benefit from this initiative as it enhances their innovation capabilities and the competitiveness. Between 2009 and 2013 the project has been executed to strengthen the workplace innovation capacity of SMEs. The participating companies were asked to fill in a questionnaire on the workplace innovation capacity of the company at two moments: at the beginning (T0) and at the end of the project (T1). The workplace innovation capacity was measured with questions about the organization (responds on changing demands in the environment), labor (employee flexibility), strategy (innovation with other companies) and market (improvement or renewal of products/services). We divided the companies (n=103) into two groups, namely companies that implemented an intervention and companies that did not. We found that the companies that received an intervention during the project had a significantly higher score with regard to the workplace innovation capacity at T1 compared to T0. The companies in which no intervention took place had a small (not significant) decrease in workplace innovation capacity between the baseline‐ (T0) and the post‐test (T1). We also compared the data with data from a national reference population. It appeared that the companies in our study scored higher in workplace innovation capacity at both measurements (T0 and T1) than the reference population. 42
Analysing stress and resources factors to encourage social dialogue
Segolene Journoud
ANACT
In France with the episode of suicides at work and its media coverage, the subject of psychosocial risk (PSR) has invaded the concerns of many stakeholdersʹ businesses, consultants and safety experts. If models of stress at work are well established, it is recognized that addressing this issue in the workplace is complex. For the experts in charge to support companies efforts, the question is not only a point of available knowledge to understand, but the ways to engage this knowledge in various contexts of work. To do so, intervention models have to be chosen accordingly with their ability to be well adapted to the enterprise context and their ability to allow a real dialogue between the various stakeholders and partners who have legitimacy to talk about work. Finally, it is important that this approach describes the work as anything but a ʺriskʺ, but allows to build an action based on work experienced subjectively as a global entity, being both the opportunity of resources mobilization, as well as a source of excessive stress on mental health. This communication is to present an innovative model for intervention designed by ANACT that allows to highlight the ʺstress factorsʺ and ʺresource factorsʺ present in all work situations. Such a mapping of the factors involved in work situations encourages a dialogue in between different partners and their mobilization to consider the appropriate action in order to promote well being at work. This approach will be presented through its use in an 58 intervention in a large French banking company that wanted to provide a qualitative diagnosis of occupational stress, by involving the social partners and employees. This intervention, conducted from September 2010 to December 2013, has a strong mobilization of actors and an action plan worth being deployed 43
Social innovation for wellbeing: PIQ & Lead professionalization model
in Social Work education
Gyöngyvér Hervainé Szabó
Kodolanyi Janos University of Applied Sciences, Hungary
In Hungary SW jobs are least prestige and less well paid among social science professionals. In 2009 KJUAS introduced a new program for social work bachelor students: Instead of concentrating only at professional knowledge (mainly collected from sociology, psychology, legal and social work), it was decided to introduce a new professional model based on SSME – focused on a new science ‐ Service Science Management and Engineering. We chose the approach, because it is more capable for students to understand challenges by new technologies, it is more suitable for understanding interactions and interventions in human behaviour of clients, care personnel and institutions with focus on new management capabilities for innovation and quality with technology and process development we can renew the whole profession. SSME was developed by IBM: Social service economy, consumer behaviour, leadership and management; service core: Service innovation, service design, service operation, business process modelling, service engineering, quality management; strategic management, service marketing and enterprise system. The PIQ & Lead model™ is aimed to educate professionals in 180⁰ (LLL model), along profession centered capabilities by different level of expertise, innovation and quality, leadership: Group and self‐leadership, enterprise capabilities, assessment and development ‐ all are integrated into curricula, instruction system, international mobility and field practice. Social work students start from understanding social problems, well‐being of clients and social workers, and start quests for innovative solutions and human development. Methods and techniques of quality management, innovation management is built in every day subjects. They understand social work quality and innovation as a service concept, social service quality as quality for organisation performance, quality as performance for clients, quality and innovation for social work service employees, and finally quality as service concept from the side of local community, owners. Well‐being of SW professionals in SSME approach built in working for well‐
managed organisations, well‐designed services, well‐trained professionals as community of practice, for properly managed interactions and behaviour, and appreciative and participative culture for managing public policy programs. Methods of Appreciative inquiry, Personal Balance Score Card and others are very good for training all professionals, not only social workers. Results for pilot program are very good, student portfolios are rich with projects, wellbeing of students and professionals approved by developing community of practice. 59 Parallel session 3A
2 (II). The interplay between physical work environment and wellbeing at work
44
Considering Bodily Wellbeing in Construction Work - The Room Worker
Agency
Jeppe Zielinski Nguyen Ajslev
Roskilde University, Roskilde and Byggeriets Arbejdsmiljøbus, Copenhagen Denmark
Background: Sociology, psychology, health research and philosophy of knowledge have all for long been concerned with the meaning of context vs. subjective and/or biological factors. In a qualitative case study investigating sociological perspectives on physical strain and musculoskeletal disorders(MSD) among workers in the construction industry, we have shed light on a discrepancy between the construction workers’ self‐positionings in relation to taking physical wellbeing into account in work, and on the other hand, their expectations to the social context’s recognition of such agency. The workers’ negative expectations to the social context means that construction workers fear job insecurity and social marginalization as the consequences of actively seeking to take their physical wellbeing into account, thus questioning the power of the individual agency as a resource for furthering physical wellbeing in physically straining work. Aim: In this contribution, I have two aims: 1. to present a methodological way of quantitatively investigating discrepancy between expectancy to the social and organizational context, and the self‐positionings presented by the individual workers reproducing the social context 2. to discuss how the results of this investigation can be a potential area for increasing awareness of bodily wellbeing as a collective concern and changing the social acceptance of construction workers taking care of their bodily wellbeing in work. Methods: The analysis presented in this contribution is conducted on the basis of qualitative case studies among a number of construction gangs, employing short observations and interviews as means of empirical production. Based on these empirical productions, a survey was developed and has been used to gather answers among approximately 500 construction workers. The survey was completed in late 2013. Results: The quantitative analysis seems to underpin and clarify the qualitative perspectives, and poses interesting perspectives on construction workers opportunities for taking physical wellbeing into consideration when performing their work. Conclusion: Discrepancies between expectations to the social and organizational context, and the self‐
positionings presented by workers pose a potential for increased collective action in relation to physically straining work. 60 45
Moving Bodies
Iben Louise Karlsen
The National Research Centre for the Working Environment, Copenhagen, Denmark
Approaches to reducing accidents at work and improve the general work environment are often sector specific or designed for a certain company. In an anthropological case study of a large multinational manufacturing company, the company designs its own safety initiatives. On one hand this approach seems like a logical way to start, and perhaps the easiest way for the company to approach the field, yet at the same time it seems somewhat one‐dimensional considering the rapid change of jobs. In this presentation I describe ‘moveable bodies’, and the fact that the workers I meet at in the production company have a long history of working across different sectors and in many different companies. They carry with them, in their bodies, a history of that previous work, which gives them their experience and strengths, but also their bodily infirmities (weaknesses). The current challenges the production company where the workers are temporally employed need to be understood in light of these previous exposures. The body moves across sectors, in and out of employments, across our clear distinction of work and spare time, and methodically and in terms of preventions we only get part of the picture if we limed our research, understandings and interventions to certain sectors, companies and working hours – there is a need to look at and understand the worker not as a clean slate, carrying out a job, but as a ‘moving body’. 46
Good work in a retail concession
Rob John Woollen
Peninsula College of Medicine and Dentistry, Rightway Wellbeing Ltd
Although there is much rhetoric about positive work environments, and the concept of good work, the majority of assessments of workplaces concentrate on the presence or absence of stressors. This presentation reports on a study comprised of semi‐structured interviews with tutors in a college of further education – a sector with lower than average wellbeing ‐ with the aim of understanding how work has the potential to positively affect their wellbeing. Grounded Theory analysis of the data highlights the factors and interactions between factors in the workplace that can both enhance the positive experience of work and provide a buffer against negative factors. A model is presented showing these relationships. The categories of “Nature of the Role”, “Others” and “Individual Behaviours” act both with and independently of the central category of “Woerdh”. Predominantly relating to the euadaimonic perspective on wellbeing, woerdh comprises internal and external values attributed to both the individual and the role they perform. Woerdh occupies a position as both a dimension of wellbeing in its own right, and performs moderating and mediating functions in the impact of other factors. The results of this study highlight the role‐specific nature of employee wellbeing and provide insight into the specific mechanisms through which it may be maintained and improved in the further education sector. 61 47
Effect of Peer-Based Low Back Pain Information
Torill Helene Tveito
Department of Public and Occupational Health, VU University Medical Center, Amsterdam
Aim: To evaluate whether information and reassurance about low back pain (LBP) given to employees at the workplace could reduce sick leave. Methods: A cluster randomized controlled trial with 135 work units of about 3,500 employees in two Norwegian municipalities, randomized into two intervention groups; Education and peer support (EPS) (n = 45 units), education and ‘‘peer support and access to an outpatient clinic’’ (EPSOC) (n = 48 units), and a control group (n = 42 units). Both interventions consisted of educational meetings based on a ‘‘non‐injury model’’ and a ‘‘peer adviser’’ appointed by colleagues. Employees in the EPSOC group had access to an outpatient clinic for medical examination and further education. The control group received no intervention. Main outcome was sick leave from municipal records. Secondary outcomes were pain, pain related fear of movement, coping, and beliefs about LBP from 1,746 employees (response rate about 50 %). Results: EPS reduced sick leave by 7 % and EPSOC reduced sick leave by 4 % during the intervention year, while sick leave in the control group was increased by 7 % during the same period. Overall, Rate Ratios (RR) were statistically significant for EPSOC (RR = .84 (C.I = 0.71–.99) but not EPS (RR = .92 (C.I = 0.78–1.09)) in a mixed Poisson regression analysis. Faulty beliefs about LBP were reduced in both intervention groups. Conclusion: Educational meetings, combined with peer support and access to an outpatient clinic, were effective in reducing sick leave in public sector employees. 48
Effectiveness of a combined social and physical environmental
intervention on need for recovery, physical activity, relaxation and
work-related outcomes in office employees.
Jennifer Coffeng1, Ingrid Hendriksen1, Saskia Duijts2, Willem Van Mechelen2, Cécile R Boot2
1
TNO Quality of Life, 2VU University Medical Center, EMGO Institute for Health and Care Research,
Department of Public and Occupational Health
Background: Employees at risk for developing health problems have a high need for recovery (NFR) from work. NFR is described as the need to recuperate and unwind from work‐induced effort. Physical activity and relaxation are helpful in decreasing the NFR. Aim: To investigate the effectiveness of a combined social and physical environmental intervention and the effectiveness of both separate interventions. Method: 412 office employees of a financial service provider participated in this 2X2 factorial design study with four research groups: 1. combined social environmental intervention group 2. social environmental intervention group only 3. physical environmental intervention group only 4. control group. 62 The social environmental intervention consisted of Group Motivational Interviewing (GMI) by teamleaders. The physical environmental intervention consisted of environmental modifications (e.g. table tennis, sitting balls). Data on the outcomes were obtained with questionnaires at baseline, 6 months and 12 months follow‐up and effects were analysed with multilevel analyses. Results: In all intervention groups, NFR decreased non‐significantly. In the combined environmental intervention group (n=92), exhaustion, contextual performance, vigorous physical activities and dedication decreased, and small breaks at work and active commuting increased. The social environmental intervention group (n=118) showed a reduction in exhaustion, sedentary time at work and an increase in task performance, small breaks at work and leisure activities. In the physical environmental intervention group (n=96), stair climbing at work, active commuting and absorption increased, and sedentary time at work decreased. Conclusion: The interventions showed small but significant effects on exhaustion, contextual performance, dedication, task performance, absorption, small breaks, active commuting, stair climbing, sedentary time at work and leisure activities. The interventions did not significantly affect the primary outcome NFR. Therefore, we do not recommend to implement the current interventions. Parallel session 3B
12. Gender and wellbeing at work
49
A job analysis procedure for eldercare-workers to assess their
psychosocial work environment
Anette Fauerskov B Jørgensen, Louise Meinertz Jakobsen, Reiner Rugulies
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Several studies have shown that care‐workers are at an increased risk of ill‐health and long‐term sickness absence. In this study, we developed an observational instrument for eldercare workers to assess their psychosocial work environment. This instrument can increase awareness of psychosocial hazards among eldercare workers and enable strategies for preventing work‐related health problems. Aim: The aim of this instrument is to provide eldercare workers with an applicable approach to assess two important dimensions of their psychosocial work environment: barriers at work and emotion work. The instrument is based on Action Regulation Theory and is a revised version of the RHIA‐VERA‐
KABA‐instrument (RVK), a psychological work analysis procedure. With this instrument eldercare workers can identify work barriers that potentially cause stress reactions (factors that interrupt or impede work). Further, the instrument is a guidance tool to examine both positive aspects of emotion work (opportunities for socializing and communicating, opportunities for providing emotional care on a satisfying level) and negative aspects of emotion work (events that require care‐workers to handle situations of e.g. aggressive behavior, grief or harassment without the possibility for self‐protection or to handle the situation on a satisfying level). 63 Method: In a research project that used the RVK‐method in Danish eldercare homes, we revised the RVK‐instrument and developed a manual to guide eldercare workers through an observational procedure and a following job analysis. From March to May 2014 the manual will be tested by eldercare workers, followed up by focus‐group interviews. The main objective of the focus group interviews is to examine the comprehensibility and manageability of the instrument and to get recommendations for adjustments. Results: At the conference we will present a draft of the instrument together with preliminary results from the field tests and the focus group interviews. 50
The Health of Nurses: Health Risk Factor Profiles of Australian
Metropolitan Nurses
Lin Perry
University of Newcastle and University of Technology Sydney, Australia
Background: Global shortages combined with, in Australia and first world countries, an ageing demographic profile make the health of nurses a workforce priority. Compared to the Australian population nurses are a predominantly female working‐age cohort, largely graduate, socio‐
economically advantaged with high health literacy. However, little Australian data are available to inform workforce and occupational health planning, nurses are a poorly targeted group (Author, year) and hence there is limited opportunity to target organizational health promotion for this workforce. Aim: To identify modifiable behavioural risk factors for future ill health and injury amongst working nurses, to inform future health promotion interventions. Method: An anonymous paper‐based survey compiling validated tools and questions addressing demographic and occupational details; family and medical history; current medications, smoking status, alcohol intake, nutritional intake, activity and exercise, stress and coping, mood state and self‐
perceived health was delivered to nurses of two inner‐city Sydney acute hospitals at their workplace. Additionally physiological measurements were undertaken at dedicated ward‐based data collection ‘clinics’. Results: 1,215 surveys were distributed; 382 (31.4 %) returned. Respondents were 89.5 % female; 45.3 % and 24.4 % aged 40 and 50 years of age and older, respectively; 79.3 % worked full time, 46.7 % worked night shifts; 23.6 % spoke a language other than English at home. Where possible responses were compared to the population‐based Australian Health Survey, demonstrating both similarities and differences. Some results were surprising, from a literate and advantaged group; for example, smoking and binge‐drinking rates, diet quality. Reports of stress‐
related symptoms were cause for concern, in rates of common mental disorders, sleep problems, disordered eating and non‐specific ill‐health symptoms. Standard health metrices such as body mass index, blood pressure and blood glucose monitoring and uptake of health behaviours such as routine screening offered opportunities for health improvement. Conclusion: This was a small survey in two metropolitan sites; statewide roll‐out is in progress. Metropolitan nurses in acute hospitals are probably disproportionately advantaged; representative data are required. Nurses’ role, confidence and credibility in population health promotion may be 64 undermined by their own behavioural practices. Topics with potential to improve nurses’ health were identified for future intervention. Enhanced attention to nurses’ health may safeguard the future health of this essential workforce and support their health promotion role for the Australian community. 51
Work related stress and eating behaviours in menopausal transition
Luisella Vigna, Diana Misaela Conti, Claudia Barberi, Gianna Agnelli, Luciano Riboldi
U.O. Medicina del Lavoro 1, Clinica del Lavoro L. Devoto, Fondazione IRCCS Ca’ Granda Ospedale Maggiore
Policlinico, Milano, Italy
Menopause represents a “window of vulnerability” in women’s life. This transition comprehends many changes: physical, metabolical and psychological too. It could, also, cause difficulties at work and the most problematic symptoms are poor concentration, tiredness, poor memory, feeling low depressed and lowered confidence. Moreover food became, often, a practical easy and fast solution to manage negative emotions. The aim is to explore a possible relation between menopause transition, eating disorders and work related stress in an Italian sample. To 40 overweight/obese female workers aged 48 to 54 years admitted to the “Obesity and Work” outpatients clinic, three psychological questionnaires were administered: Beck Depression Inventory (BDI): a 21‐item self‐report questionnaire for measuring depression severity (cut off are 9 for minimal, 18 for mild, 29 moderate and 63 for severe depression); Binge Eating Scale (BES): a 16‐item questionnaire used to assess the presence of binge eating disorders ( score ranges from 0 to 46 and cut off is 17, score between 0 and 17 could indicate emotional eating); Job Content Questionnaire (JCQ) : an instrument used to measure the content of a respondent’s work task (scales are: Decision Latitude, Psychological Demand and Social Support and they are used to measure job related stress). Furthermore a questionnaire to investigate eating habits was administered. Anthropometric evaluation and biochemical blood examinations were done. The women were divided into two groups and treated for four months with hypo‐caloric balanced diet or diet plus nutraceutical product for menopausal disturbances. At enrolment, all women complained about concentration lack, tiredness, poor memory, depressed mood, lowered self‐esteem and difficulties with colleagues and masters together with important emotional eating. Four months later, women treated with diet plus nutraceutic showed a lower level of depression and emotional eating behaviour. The perception of work environment improved too, in particular the “Social Support” dimension was higher than before the treatment. No improvement was recorded in the diet group. Some women found the menopause transition very difficult especially at work, where physical changes, worries and psychological strain converge getting more difficult to face it. Anxiety, tiredness and depression could find an easy and practical solution in food that became a damaging way of self‐
help. For this reason employers and healthcare physicians should be aware of this “window of vulnerability” and try to find out strategies together with women in order to support them. 65 52
Work related health and safety: attention for the intersection between
immigrant status, gender and occupational class
Sarah Mousaid, Christophe Vanroelen
Vrije Universiteit Brussel, Brussels, Belgium
Background: Today the labour market in Western countries tends to segmentation into primary jobs with a high quality of work (QOW) and secondary jobs where the QOW is worse. Women and immigrants are more often employed in secondary jobs. Besides we expect that gender and immigrant status intersect and that female immigrants encounter a double disadvantage in terms of the QOW. Consequently we expect them to have higher work‐related health and safety risks (WHSR). Nevertheless, heterogeneity exists in the immigrant group. A better labour market position is expected for immigrants from high income, core countries compared to immigrants from low income (semi‐) periphery countries. Aim: The existence of the double disadvantage (immigrant status and gender) is not often investigated in health research, but may be of particular interest for the study of WHSR among immigrants. This study will assess how different immigrant groups (core/(semi‐)periphery) and natives differ in terms of WHSR, with special attention for the intersection between immigrant group and gender. We will assess how these relations are manifested in both labour market segments (primary/secondary). Further we will study the effect of QOW on this relation. Methods: The study uses pooled data from the European social survey 2004 and 2010. For the purpose of this study our sample was restricted to the EU‐15 countries and respondents of working age (16‐65 years). Immigrants are divided into two background groups the (semi‐)periphery and the core and compared to natives. Additionally the research population is further stratified by gender and by labour market segment. Analyses are performed through descriptive statistics and adjusted logistic regression. Results: In the primary labour market we find an increased WHSR for (semi‐)periphery immigrants compared to natives among women. Further we found that (semi‐)periphery men had less risk than native men in the primary labour market. In the secondary labour market we have found an increased WHSR for (semi‐)periphery women compared to their native counterparts. Core immigrants working in the secondary labour market seemed to have a higher WHSR compared to native men, working in the same segment. In a further stage this study will investigate how the QOW affects these relations. Conclusions: This research shows the disadvantage of (semi‐)periphery immigrant women concerning WHSR. This disadvantage is independent of the labour market segment wherein these women are working. 66 53
Tabooing violence in the workplace and psychological wellbeing: is
gender an issue?
Steve Geoffrion, Nathalie Lanctôt, Stéphane Guay
Université de Montreál, Canada
Background: Care workers and law enforcers are exposed to aggressive behaviors of their clientele. However, many care workers trivialize their exposure to violence in the workplace by arguing that it is inherent to their job (MacDonald & Sirotich, 2001). Instead of reporting being a victim of workplace violence, care workers tend to justify their client’s aggressive behaviors in order to preserve the thera‐
peutic bond or the team’s moral (Svendrup‐Phillips, 2003). Police and law enforcement officers are reluctant to report any emotional or psychological distress given the insular nature of the law enforcement subculture and organizational ambivalence to address problems relating to stress and trauma in officers (Pascarella, 2013). Aim: The goal of this study was to assess the impact of tabooing violence in the workplace on psychological wellbeing. Moreover, the impact of tabooing was compared between female and male workers and between care workers and law enforcers. Method: The findings are based on a convenient survey conducted among 377 workers (204 women) from two distinctive fields: care workers and law enforcers. All respondents have reported being either a victim or a witness of a violent act in the last year. Individual and contextual factors (sex, age, work environment, exposure to violence in the workplace, aggression minimization training, support from colleagues and supervisors, ‘zero tolerance’ management policy and safe environment) including perception of trivialization of violence in the workplace, were used to predict psychological wellbeing in linear regression models. Analyses were conducted separately for women and men. Results: When focus is put on female workers, frequency of direct victimization and tabooing of violence were positive predictors of psychological negative consequences while colleagues’ support was a negative predictor. As for male workers, results show a different scenario: tabooing is not a significant predictor. Instead, thinking that violence is normal in the workplace was a negative predictor of psychological negative consequences. Physical consequences following an assault, frequency of direct victimization and age remained significant positive predictors of psychological negative consequences. Conclusion: Tabooing violence in the workplace increases negative psychological consequences of violence victimization for women. As for men, thinking that violence is “part of the job” reduces negative psychological consequences after being shaken by a violent act. When working in a work environment where one has to be prepared to manage violent behaviors, perceptions about violence play a significant role in psychological consequences. Services offered to workers in order to cope with violence should then consider gender issues. 67 54
Childcare vouchers: an answer to stress prevention and a tool for work
life balance
Delphine Chilese-Lemarinier
Edenred, Belgium
Background: The increasing number of women in the workforce and an aging population imply that more and more employees are shouldering the responsibility of one or more dependents. Unfortunately, the lack of childcare facilities affects negatively parents’ employment opportunities with consequences on their earnings, productivity or absenteeism. Aim: If well‐designed and targeted, public measures supporting workplace initiatives can:  increase resources available for childcare  help ensure that provision is responsive to needs of working parents  encourage greater labour force participation of women  improve visibility, recognition and working conditions of caregivers. Based on studies from the EU as well as international organisations or national institutes, some innovative and practical solutions have been designed to meet employees’ needs. Among them, services vouchers have proved to be efficient tools facilitating the implementation of social policy. Method: Childcare vouchers system enables employers to contribute to employees’ childcare costs. The system operates on the basis of very simple principles: the companies buy the vouchers to an issuer. Then they distribute them to their employees who can use vouchers at their face value in affiliated networks such as nurseries or “personal nannies”, which then are redeemed to the issuer. Results: More and more governments have already implemented such system which has proved to be very effective and successful: organizations gain in productivity and well‐being. Public institutions grant social subsidies with better fund control, it guarantees the destination of the allocation, and creates jobs. It turns informal economy into a formal activity providing tax revenue for the State. It improves employees’ quality of life with a greater purchasing power. Vouchers provide them financial support which makes childcare more affordable. Conclusion: For instance, as from 2005 in France and since 1989 in the U.K., the ability to use vouchers for various kinds of childcare, including care of school age children, makes them more useful to a larger group of parents and provides greater flexibility than some other types of support, such as a workplace nursery. Some vouchers schemes have also been implemented at a local level. For instance, since 2010 such childcare services are also accessible to parents returning to work in the Lombardia region (Italy) through the use of the conciliation voucher (system supported by the European Social Fund). 68 Parallel session 3C
Symposium. Wellbeing and chronic disease when staying longer at work: type 2 diabetes
as model
55
Symposium description: Wellbeing and chronic disease when staying
longer at work: type 2 diabetes as model
Kjeld Poulsen1, Morten Guld Nielsen2, Finn Diderichsen3, Alex Burdorf4
1
Steno Health Promotion Center Steno Diabetes Center, 2EHS Projects & Development, Novo Nordisk, 3Social
Medicine, Department of Public Health, University of Copenhagen, Denamrk, 4Department of Public Health,
Erasmus University Medical Center Rotterdam, the Netherlands
1.
2.
3.
4.
Finding the business case: a new role for the workplace in future public health? The size and potential consequences of the problem cannot be underestimated How can public health research support companies with this new agenda? Ill health and consequences for wellbeing and performance at work: When does it become important? The symposium will look at certain of the health and wellbeing challenges which accrue when, as is the case in most high‐income countries, extending the age of retirement. Employees’ health when aged 65 to 68 is not comparable to when they were twenty years younger and employers will, therefore, face a new situation in which an increasing proportion of the workforce than has been the case will have chronic health problems such as diabetes, cardio‐vascular and musculoskeletal problems. These will, in turn, have a negative influence on mental health, productivity and sickness absence. In the symposium we will use the diabetes epidemic as a model for working with these very common non‐communicable disease problems. Morten Guld Nielsen 1. The first presentation takes a company perspective on future challenges in health and wellbeing. After decades of experience with occupational health, Novo Nordisk is now employing a much more diverse view on health and wellbeing for their workers. Here we will focus on the importance of looking at health in a broader and more holistic perspective. The first aspect of this derives from integrating our physical and mental health promotion engagement more closely with our environmental and climate initiatives. Furthermore, the aim is to develop an extended collaboration, on the basis of this broad health concept, with the community where the factory is placed. From an employer perspective such a new model cannot just be driven by a further expected reduction of sickness absenteeism. We need, therefore, a new business model if both society and enterprises shall be able to optimise the potential gain that lies in this approach. One point is to listen to the true needs of the main parties and to open up for facilitating extensive developmental experimentation. This involves support from research that must be multidisciplinary and cover sufficiently long time spans. This presentation will give an idea of how Novo Nordisk looks at the future and which demands it makes for occupational and public health research. Kjeld Poulsen 2. The second presentation uses the Danish National Diabetes Register to look at the incidence of diabetes and its distribution between job groups in the whole country. We have also analysed former cohorts of Danish bus drivers and health care workers to follow‐up on the consequences of factors in the working environment, health and lifestyle. We used multiple Cox and logistic regression analyses for the follow‐up. We found that there are considerable variations in the ten year diabetes incidence among the international main job categories (ISCO). The largest difference was between the 201,509 69 workers in elementary occupations that had a risk of 2.26 (95% CL: 2.19‐2.33) compared with the reference group of Professionals. The results from the cohorts showed that lifestyle, in particular, has an enormous impact on many of the traditional occupational diseases, with obesity and lack of physical activity being the major etiological factors for type 2 diabetes. Perceived work‐life factors only contributed with a minor effect. Since modern working life has become increasingly sedentary and obesogenic, it is also diabetogenic. However, these factors are widely distributed, not just in the working environment, but in all parts of our lives. Because of the high prevalence of diabetes – no matter where it is caused – it will influence the health and wellbeing of the senior workforce in ways and magnitudes hitherto not seen. Some of the challenges are, therefore, to research and develop new ways to make work health promoting. This is especially relevant for the part of the workforce that has not obtained any benefit from the abundance of existing lifestyle campaigns, and because it provides a substantial overlap with the vulnerable groups which have traditionally been the concern of occupational health research. Finn Diderichsen 3. The third presentation takes a public health perspective on how to utilise the newest research on the burden of disease to estimate the unexploited potential to increase the participation and productivity of the working population. How would public health be able to influence workability in new ways and how should society muster its resources to ensure that the prevention of disease and the postponement of its consequences are optimised, at the same time that people are being compelled to be active in the labour market for longer. How and where can we make a win‐win situation between workplaces and society, now that we know how much lifestyle diseases will matter in the future? Alex Burdorf 4. In longitudinal studies the time‐varying interaction between working conditions, onset and aggravation of disease, and consequences for sustained employability is difficult to disentangle. How long does it take before strenuous working conditions lead to ill health? When do consequences of ill health for work participation become visible? How fast do workers with ill health adjust their work and work environment in order to remain productive? The line of the last presentation will be: a. Should we focus on classical measures of association (HR, OR etc.) or take a lifecourse perspective. b. Introduction of working life expectancy as measure and working years lost as gap measure. c. Illustration with research on disability in the Swedish construction industry. d. Cconsiderations for future research, such as need to model exit from paid employment but also re‐entry, human capital or friction cost methods for societal consequences, working life expectancy relative to life expectancy etc.With the audience we would like to discuss this broader interpretation of wellbeing at work and how we can organise in the future to be able to support effective solutions for workplaces and society. 70 Parallel session 3D
Symposium. Interaction between psychosocial and physical work environment on health
and wellbeing at work
56
Interaction between psychosocial and physical work environment on
health and wellbeing at work: towards an investigation of the work
environment ‘as it really is’
Thomas Clausen1, Stein Knardahl2, Reiner Rugulies1, Lars L Andersen1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2National Institute of
Occupational Health, Norway
When workers go to work they are simultaneously exposed to physical and psychosocial challenges and these combined exposures are likely to have an impact in their health and wellbeing. Much research has been conducted on (i) the impact of physical exposures during work on health and on (ii) the contribution of psychosocial work environment exposures on the health and wellbeing of individuals. However, little, if any, research has been conducted on the interaction between physical and psychosocial work environment exposures in predicting outcomes pertaining to health, wellbeing and productivity of individuals. The aim of this symposium is to present state‐of‐the art knowledge on this topic. First, we will present a conceptual framework for understanding the interrelatedness of psychosocial and physical work environment exposures and how this interrelatedness may be of importance for understanding work‐
related outcomes, such as productivity, wellbeing and sickness absence. Second, evidence from research will be presented. The aim of the symposium is to move forward integrated research in the simultaneous effects of physical and psychosocial work exposures to move work environment research closer to the actual work‐lives of working people. The symposium will start with a presentation by Stein Knardahl, who discusses the interrelatedness of physical and psychosocial factors with particular emphasis on how exposures in the psychosocial work environment may affect risk for musculoskeletal disorders, e.g. in the low‐back or the neck‐ and shoulder region. In the second presentation Reiner Rugulies will present results from a meta‐analysis on the impact of exposures in the psychosocial work environment on the onset of muculoskeletal disorders in specific body‐regions. This metaanalysis inspired a new prospective study on the association psychosocial work environment and risk of onset of low‐back pain in eldercare workers that took potential cofounding by the physical work environment and reporting bias into account. This study will also be presented in the symposium. In the third presentation Lars L. Andersen will present new results from the Healthcare Worker Cohort on the prognosis for recovery from musculoskeletal pain among healthcare workers in relation to different psychosocial and physical work exposures. Finally, Thomas Clausen will present results from new studies investigating whether exposures in the physical and psychosocial work environment jointly predicts outcomes related to sickness absence, productivity and organizational commitment. These results will contribute towards deepening our understanding on the interplay between psychosocial and physical work environment exposures in predicting wellbeing of employees. 71 KEYNOTE III
Integrated brain/body designs for improved wellbeing at work
mc Schraefel
University of Southampton, Hampshire, UK
We know, globally, our cultural practices at home and at work have become increasingly sedentary. Our technology has likewise developed to support and reinforce these practices from ergonomic workstations at the workplace to networked video games at home. This sedentarism and its adverse health consequences are likewise becoming acknowledged in effects to GDP, from lost time at work due to chronic pain and stress, decreasing cognitive performance and increased costs to healthcare systems for lifestyle diseases, which show a major and growing impact on our future workforce. There is, consequently, growing interest in interactive technology research to see how mobile and pervasive technology can be designed to address the body in a positive way. There are over 3000 smartphone apps in the health area. But what are the parameters of such designs? The current species are mainly informational, behaviour nudging or activity logs. These tools leave open questions like: are these kinds of tools effective? Are they optimal or even sufficient for their task? How evaluate them? And in particular, is the space for interactive technology intervention broader than what is mostly self‐
monitoring of behaviour change? In this keynote, Iʹll review a four part framework we have developed to help explore in a principled way this wellbeing performance design space. From the talk, participants will have a set of parameters from which to explore new opportunities for intervention and new challenges for design and evaluation to support moving us culturally from homo sedentarius to homo praesignis or perhaps homo laetabilis. Biography Professor mc Schraefel, ph.d., cscs, c.eng, f.bcs is a Professor of Computer Science and Human Performance at the University of Southampton in the UK where she is the deputy head of the Agents Interaction and Complexity Group and directs the Human Performance Design Lab, and where she holds a joint Royal Academy of Engineering / Microsoft Research Chair in Innovation Creativity and Discovery. Her work is focused on interrogating both where and how internet based, interactive technology can be designed to enhance wellbeing. One of the projects she leads is the five year ReFresh project from the Engineering and Physical Sciences Research Council in the UK to consider how interactive technology may be situated in the work environment to cue physical and cognitive performance benefit, as well as help inform better environments for workplace wellbeing.
72 KEYNOTE IV
Well-being at work: creating a positive work environment
Boglárka Bóla
Prevention and Research Unit European Agency for Safety and Health at Work Biography: Ms Boglárka Bóla joined the European Agency for Safety and Health at Work in 2006 as a Network Manager for pre‐accession supporting candidate countries. She took up new duties at the Agency’s Prevention and Research Unit as a Project Manager a year ago to work on a project on Older workers delegated to the Agency by the European Parliament. Within the Older workers project she is responsible for rehabilitation and return‐to‐work. Before joining the Agency she coordinated PHARE national programmes in Hungary. Ms Boglárka Bóla holds a Master’s degree in Economic Science in European Economic and Public Affaris from the University College Dublin, Dublin European Institute, Ireland. Parallel session 4A
6 (I). Wellbeing and the management of ill health and disability at the workplace
57
Influence of poor health on exit from paid employment: a systematic
review
Rogier M van Rijn
Department of Public Health, Erasmus MC, University Medical Center Rotterdam, Rotterdam, The Netherlands
Background: In most Western countries a higher and prolonged labour force participation throughout a worker’s life is necessary to safeguard the social and economic realities of an aging society. In order to achieve this ambition, governments are developing policies to stimulate labour force participation. The success of the developed policies depends on better understanding of the relationship between the impact of health on labour force participation. In order to understand and quantify the importance of different health measures on labour market exit pathways, the literature needs to be synthesised. Aim: To provide a systematic literature review on associations between poor health and exit from paid employment through disability pension, unemployment, and early retirement and to estimate the magnitude of these associations using meta‐analyses. Methods: MEDLINE and EMBASE databases were searched for longitudinal studies on the relationship between health measures and exit from paid employment. Studies were included if they fulfil all of the following criteria: 1. a health measure was described 2. exit from paid employment was defined as receiving disability pension, unemployment or early retirement 73 3. the association between health and exit from paid employment was expressed in an odds ratio (OR), relative risk (RR) or hazard ratio (HR), or sufficient raw data was available to calculate associations 4. a longitudinal study design was used 5. the study had to involve a non‐patient population 6. the article was published in a peer reviewed scientific journal written in English. Heterogeneity of the included studies was determined using I2 statistics. Due to the observed heterogeneity a random‐effects models was conducted to estimate the pooled effects. Results: In total, 29 studies were included. Self‐perceived poor health was a risk factor for transition into disability pension (RR 3.61; 95 %CI 2.44, 5.35), unemployment (RR1.44; 95 %CI 1.26, 1.65), and early retirement (RR 1.27; 95 %CI 1.17, 1.38). Workers with mental health problems had an increased likelihood for transition into disability pension (RR 1.80; 95 %CI 1.41, 2.31) or unemployment (RR 1.61; 95 %CI 1.29, 2.01). Chronic disease was a risk factor for transition into disability pension (RR 2.11; 95 %CI 1.90, 2.33) or unemployment (RR 1.31; 95 %CI 1.14, 1.50), but not for early retirement. Conclusion: This meta‐analysis showed that poor health, particularly self‐perceived health, is a risk factor for exit from paid employment through disability pension, unemployment and, to a lesser extent, early retirement. To increase sustained employability, it should be considered to implement workplace interventions that promote good health. 58
Health inequalities in maintaining paid employment; a life course
perspective based on working life expectancy in the Netherlands
Suzan J.W. Robroek1, Marieke Jesse2, Coos H. Arts3, Ferdy W.J. Otten3, Leo W. Bil2, Raymond G. Brood2,
Alex Burdorf1
1
Department of Public Health, Erasmus MC, University Medical Center Rotterdam, Rotterdam, The
Netherlands, 2Mercer Marsh Benefits, Amstelveen, the Netherlands, 3Statistics Netherlands, Heerlen, The
Netherlands
Background: The concept of working life expectancy (WLE) can provide insight into the long‐term consequences of ill health on labour force participation. Aim: This study aims to estimate the WLE stratified by sex and education, and describes the working time lost through several routes of exit from paid employment and the influence of ill health in the Dutch population. Methods: In a representative sample of the Dutch population (N=15,152), the relation between ill health and labour force exit was studied using Cox proportional hazards analyses. WLE estimates applied on information of the Dutch population between age 25 and 65 (N=2,107,802) of which Statistics Netherlands ascertained employment status monthly from the period 2001‐2010. Yearly age‐, gender, and education‐dependent transition probabilities of states of labour force (non‐)participation were calculated. WLE was estimated by using Sullivan lifetables and subsequently compared with a Sullivan lifetable using transition probabilities after full elimination of ill health, using population attributable fractions, to calculate the loss in WLE due to ill health. Results: At age 25, lower educated men and women are expected to spend respectively 29.6 and 24.3 years in paid employment. Men and women with a high education have respectively 3.3 and 10.0 years 74 higher WLE at age 25. Most of the working time is lost due to leaving the workforce into no income, unemployment, disability benefits and early retirement. The loss in WLE due to self‐perceived poor or moderate health ranged between 20 weeks (men, high education) and 154 weeks (women, low education). Conclusions: WLE differs substantially between educational groups. Ill health is a determinant of working time lost, particularly among workers with a low educational level. Programmes to tackle determinants of ill health and to support those with ill health to remain at work are needed, particularly among workers with a low educational level. 59
Work, Well-being and Wealth: The Indirect Cost of Socioeconomic
Health Inequalities for Canadian Society
Emile Tompa
Institute for Work & Health, Canada
Aim: This study draws on a methodology developed by the lead author for the Public Health Agency of Canada to estimate the indirect cost of socioeconomic health inequalities for Canadian Society. The framing question for the study is: How much of a reduction in indirect health costs might be achieved if individuals in lower socioeconomic quintiles had the same health as the highest quintile? Method: The indirect health costs considered in this study are of two forms: 1) loss of market output due to lower labour‐market participation and productivity associated with poor health, and 2) loss of health‐related quality of life associated with compromised social role functioning and the reduced intrinsic value of health. Regression modeling analysis was undertaken to estimate the impact of health status on labour‐market earnings for each quintile at baseline. Data on Health Utility Index values and mortality/life expectancy by socioeconomic quintile, age group and gender were used to identify baseline morbidity and mortality levels. Cost of reduced work and well‐being were estimated for Canadian society for calendar year 2007. Results: Our estimate for calendar year 2007 of the indirect costs of socioeconomic status related health inequalities associated with paid labour‐force activity is $5.4 billion, which is approximately 0.4 % of GDP. Our estimate of the indirect costs associated with morbidity is $57.7 billion, or 3.77 % of GDP. Our estimate for premature mortality is $97.3 billion, or 6.36% of GDP. Conclusions: The total value of work and well‐being losses associated with socioeconomic health inequalities in Canada in 2007 is $160.4 billion, or 10.14 % of GDP. This value is comparable to a similar study by Mackenbach and colleagues that estimated a similar loss for Europe. Many indirect costs are not captured in our analysis, so the identified values are likely a conservative estimate of the true burden to Canadian society. Overall, the study substantially advances the measurement of the indirect costs of socioeconomic health inequalities. The findings have important implications for the provision of social supports to mitigate socioeconomic health inequalities. 75 60
Effect of unhealthy behaviors on work ability: A prospective cohort
study
Nina Nevanperä1, Jouko Remes1, Jorma Seitsamo2, Leila Hopsu2, Leena Ala-Mursula3, Jaana Laitinen1
1
Finnish Institute of Occupational Health, Oulu, Finland, 2Finnish Institute of Occupational Health, Helsinki,
Finland, 3Institute of Health Sciences, University of Oulu, Oulu, Finland,
Background: Very little evidence exists of the cumulative effects of unhealthy behaviors on work ability and of the longitudinal associations between unhealthy behaviors and work ability. Objectives: To investigate the cumulative effects of unhealthy behaviors at the age of 14–46 on work ability at the ages of 31 and 46. Participants and methods: The study population included employed 46‐year‐old men and women (n~2000) who were born in Northern Finland in 1966. Data on their current perceived work ability compared to lifetime best (scale 0 to 10; the first item of the Work Ability Index), and health behaviors (leisure time physical activity, smoking, alcohol consumption and stress‐related eating and drinking) were assessed by postal questionnaires at the ages of 14, 31 and 46. Sum scores of unhealthy behaviors were calculated. Linear regression models were used to investigate the effects of cumulative unhealthy behaviors during different lifetime periods on work ability. The analyses were controlled for basic education, physical strenuousness of work and job stress. Results: Sum scores of unhealthy behaviors (at the age of 14 to 46) significantly predicted the level of work ability at the age of 46. The more unhealthy behaviors a participant had, the greater the decrease in work ability score. Accordingly, unhealthy behaviors from the age of 14 to 31 affected work ability at 31 years and unhealthy behaviors from the age of 31 to 46 years explained work ability at 46 years. Conclusions: A cluster of unhealthy behaviors increase the risk of deteriorated work ability, especially when they continue from adolescence. 61
Workplace interventions for preventing work disability
Myrthe van Vilsteren
Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University
Medical Center, Amsterdam, the Netherlands
Introduction: Work disability has serious consequences for individuals as well as society. Workplace interventions are considered appropriate to facilitate return to work by reducing barriers to return to work and promoting collaboration with key stakeholders. The aim of this updated Cochrane review was to determine the effectiveness of workplace interventions compared to usual care on work‐related outcomes and health outcomes. Methods: We searched the Cochrane Occupational Safety and Health Field Trials Register, CENTRAL, MEDLINE and Embase and PsycINFO databases till July 2012. We included randomised controlled 76 trials of workplace interventions aimed at return to work for workers where sickness absence was reported as a continuous outcome. Meta‐analysis and analysis of quality (using GRADE levels of evidence) were performed. Results: In total we included eight RCTs concerning workers with musculoskeletal disorders, four concerning workers with mental health problems, and one concerning workers with cancer. There is low‐quality evidence to support that workplace interventions are more effective than usual care in reducing sickness absence, due to large heterogeneity between studies. We found moderate‐quality evidence to support that workplace interventions are more effective than usual care to reduce sickness absence among workers with musculoskeletal disorders. Workplace interventions were also effective in improving health outcomes among workers with musculoskeletal disorders, with low‐quality evidence. The four studies on mental health problems and one study on cancer showed no beneficial effects of workplace interventions on sickness absence. Conclusions: We observe that the effectiveness of workplace interventions differs among workers with specific health conditions, therefore, we do not recommend to apply workplace interventions for all causes of sickness absence. Workplace interventions may be considered for work disabled workers with musculoskeletal disorders if the main goal is to return to work. 62
Strength training reduces pain and prevents deterioration of work
ability among slaughterhouse workers with chronic pain and work
disability: single-blind, randomized controlled trial
Emil Sundstrup1, Markus Due Jakobsen1, Mikkel Brandt1, Kenneth Jay1, Roger Persson2, Per Aagaard3, Lars
Andersen1
1
National Research Centre for the Working Environment, Copenhagen, Denmark, 2Departmentof Psychology,
Lund University, Sweden, 3Institute for Sports Science and Clinical Biomechanics, University of Southern
Denmark, Odense, Denmark
Background: Work related musculoskeletal disorders are often accompanied by an escalating imbalance between work demands and individual resources consequently affecting work participation and overall working life. Aim: The aim of this study was to evaluate the effect of two contrasting intervention modalities on pain intensity and work ability among slaughterhouse workers with chronic pain and work disability. Method: Sixty‐six slaughterhouse workers with upper limb chronic pain and work disability were randomly allocated to 10 weeks of specific strength training for the shoulder, arm and hand muscles for 3 x 10 minutes per week, or ergonomic training (usual care control group). The outcome measures were the change from baseline to 10‐week follow‐up in pain intensity (average of shoulder, arm and hand, scale 0‐10) and work ability index (WAI). Results: Pain intensity and work ability improved more following strength training than usual care ergonomic training (p<0.001 and p<0.05, respectively). Pain intensity decreased 1.5 (95% confidence interval ‐2.0 to ‐0.9) and WAI increased 2.3 (0.9 to 3.7) following strength training compared with usual care, corresponding to a large and moderate effect size, respectively (Cohen’s d). Within‐group changes indicated that between‐group differences in work ability were mainly caused by a reduction in WAI in the ergonomic group. Of the seven items of WAI, item two (work ability in relation to the 77 demands of the job) and item seven (mental resources) increased following strength training compared with ergonomic training (P<0.05). Conclusions: Implementation of strength training at the work place results in clinical relevant improvements in pain and prevents further deterioration in work ability among workers with chronic pain and work disability exposed to forceful and repetitive job tasks. 63
Workplace services and help-seeking for negative emotional
consequences of working with aggressive clients
Jennifer M. Hensel1, Carolyn S. Dewa2
1
University of Toronto, Canada, 2Centre for Research on Employment and Workplace Health, Centre for
Addiction and Mental Health, Toronto, Ontario
Background: Among human service workers who care for adults with intellectual and developmental disabilities (IDD), exposure to violent client behaviour may be an inevitable part of the job. Associations have been reported between exposure to aggression and negative emotional outcomes such as stress and burnout. Recent legislation in Ontario, Canada requires that workplaces have policies and procedures to assess, manage and respond to the risk and consequences of exposure to violence in the workplace. Aim: This study sought to further the understanding of the help‐seeking behaviours for emotional problems among residential staff caring for adults with IDD and aggressive behaviour, as well as their perceived needs. Methods: This study used a cross‐sectional exploratory design with mixed methods. The target population was front‐line support staff from a region in Ontario, Canada, who work in community residential settings and were exposed to, or at risk of exposure to aggressive client behaviour. Survey data and qualitative data from semi‐structured interviews were collected and analyzed. Survey data assessed demographic and occupational factors, exposure to aggressive client behaviour, emotional outcomes, burnout, self‐efficacy and positive perceptions staff have for their work. A logistic regression analysis was conducted to examine predictors of resource use. Interviews focused on identifying the barriers and facilitators of help‐seeking for emotional sequelae of exposure to aggression and staff perceived needs. Qualitative data were analyzed thematically using grounded theory techniques. Results: Survey results (N=110) showed that having access to sick benefits was the only significant predictor of workplace service use. Qualitative interviews (N=19) highlighted the roles of innate abilities to care for people to act aggressively, finding relief through regulating exposure and psychological distancing, team support, workplace culture, personal illness beliefs, personal impact of symptoms and personal resources, workplace resource availability and utility and the perception of an organizational focus on client care. Staff described perceived needs at multiple levels of the organization, however most often they desired team and management‐level interventions. Conclusions: Many factors influence help‐seeking among front‐line staff who support adults with IDD. Little expressed need for individual interventions, suggests the need to consider a more top‐
down approach whereby the organizational culture shifts first, followed by team and individual level interventions as indicated. 78 64
The dignity of the nursing profession: a model and definition for
implementing wellbeing at work
Alessandro Stievano 1, Rosaria Alvaro2, Laura Sabatino2, Gennaro Rocco1
1
Centre of Excellence for Nursing Scholarship Ipasvi Rome, 2Tor Vergata University Rome Italy
Background: Nursing professional dignity, as a self‐regarding concept, does not have a clear definition in the literature. 1Nurses matter and their professional dignity has to be respected because they are human beings and valuable persons. This ethical stance is becoming apparent today as nurses tend to abandon their work because of job dissatisfaction2 and lack of respect as workers and persons3. Aim: This research aimed to create a definition and a tentative model of nursing professional dignity for implementing wellbeing at work. Method: The research group had a metasynthesis of nursing professional dignity based on guidelines by Noblit and Hare6. The qualitative review consisted of seven phases, where in the first phase was the formulation of the research question. The second phase was researching the existing literature. The third phase was reading selected studies. The fourth phase was finding relations between studies. The fifth phase referred to the creation of a coherent conceptual framework. The sixth phase was to set up a whole and the seventh phase was to present the results. Results: The concept can be divided into macro‐ and micro‐dimensions. The first macro‐dimension is based on the characteristics of the human beings and the second refers to the workplace elements that foster nursing professional dignity and wellbeing at work. Nursing professional dignity can be defined as a multidimensional intertwined concept composed of the characteristics of human beings and workplace elements. Conclusions: A relevant part of nursing professional dignity is linked to the work environment and has a pivotal role to foster wellbeing at work. There are several micro‐elements that characterize workplaces in health care organizations and they have continuously to be improved for a better quality of care. 1. Stievano A, De Marinis MG, Rocco G, Russo MT, Alvaro R. Professional dignity in nursing in clinical and community workplaces. Nursing Ethics 2012; 19: 341–356. 2. Destrebecq A, Terzoni S, Colosio C, Neri L, Brambilla G. Intention to leave nursing in a major Milan hospital: current situation and future perspectives. La Medicina del Lavoro 2009; (100) 2: 109‐119. 3. Camerino D, Estryn‐Behar M, Conway PM, van Der Heijden BIJM, Hasselhorn HM. Work‐
related factors and violence among nursing staff in the European NEXT study: A longitudinal cohort study. International Journal of Nursing Studies 2008; 45: 35–50. 4. Noblit GW, Hare RD. Meta‐ethnography: synthesizing qualitative studies. Newbury Park: Sage, 1988. 79 65
Hospital performance review and Appraisal system in Southern
Province, Sri Lanka: Development and Implementation of a framework
and Evaluation for Productivity
Lasantha Krishan Hirimuthugoda1, Sunil Pushpakumara Wathudura2, Hemachandra Edirimanna3, Hasadari
Pamoda Madarasinghe4
1
Post Graduate Institute of Medicine, University of Colombo, Sri Lanka, 2Base hospital, Elpitiya, Sri Lanka,
3
Provincial Department of Health Services, Sothern Province, 4General Hospital, Kalutara, Sri Lanka
Background: Privilege of best performance of a particular institute is ultimately gained by the respective population. Hence the overall success of each and every institution depends upon the quality of the services offered to that population. Appraisal and hospital performance review is used in human resources management in the commercial and public sectors to evaluate the performance of an employee against agreed local organisational expectations and objectives, and to identify their requirements for development and effective management. Aim: The aim of this programme is to implement the framework by restructuring the health care institutions and improve the wellbeing at work followed up with evaluation and medical appraisal for revalidation, and facilitate productivity and quality improvement. Methods: The programme was implemented in all categories of hospitals in the province under 12 objectives of the framework developed by expert panel during year 2012. It concerned generally on both outdoor and indoor environmental settings, working situation without any bureaucracy, well‐
being and unity of health staff, minimizing wastage, getting patients’ confidence, compliance, trust and converting institutions to patients’ friendly centers. Evaluation was carried out through a three‐cycle action research methodology involving qualitative interviews with 16 medical consultants in national productivity secretariat, Ministry of productivity promotion. Public sector component of National productivity policy (NPP) was used to assess as all selected hospitals are in public sector administrating through provincial department of health. Performance appraisals were awarded separately at the different categories of health units to envisage higher level of outcome. Base hospitals, Divisional hospitals category A,B & C, Primary Care units, Medical Officer of Health units, School dental institutions and Special units were included. Results: The domains of the policy included: (1) Performance against objectives; (2) Maintenance of records and statistics; (3) Talent management and capacity‐building of staff; (4) Agreed future new projects; (5) Ensure safety of the equipments. A number of themes were identified from the consultant interviews including: Lack of appraisal systems reflecting a lack of valid performance data; Lack of empowerment of medical managers to address performance issues, patients’ requirements and hospital needs; NPP as a more explicit system, offering value in evaluating institutions’ performance. Conclusion: Encouraging hospitals by implementing productivity programmes and reviewing with appraisal system is challenging and does appear to provide significant realistic benefits beyond those provided by basic hospital services by envision of quality and standard living. 80 66
Effect of workplace- versus home-based physical exercise on pain in
healthcare workers: study protocol for a single blinded cluster
randomized controlled trial
Markus Due Jakobsen1, Emil Sundstrup1, Mikkel B. Petersen1, Anne Z. Kristensen1, Kenneth Jay1, Reinhard
Stelter2, Ebbe Lavendt2, Per Aagaard3, Lars L Andersen1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Coaching Psychology
Unit, Department of Nutrition, Exercise and Sports, University of Copenhagen, Copenhagen, Denmark,
3
Institute for Sports Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark
Introduction: The prevalence and consequences of musculoskeletal pain in the neck/shoulder and lower back is considerable among healthcare workers, allegedly due to the high physical work demands of healthcare work. Previous investigations have shown promising results of physical exercise for relieving pain among different occupational groups, but the question remains whether such physical exercise should be performed at the workplace or conducted as home‐based exercise. This study investigates the effect of workplace‐based versus home‐based physical exercise on musculoskeletal pain in the neck, shoulder and low back among healthcare workers. Methods and analysis: In this cluster randomized controlled trial two hundred healthcare workers from 18 departments located at three different hospitals were allocated to 10 weeks of (1) workplace‐
based physical exercise performed during working hours (using kettlebells, elastic bands and exercise balls) for 5 x 10 minutes per week and up to five group‐based coaching sessions, or (2) home‐based physical exercise performed during leisure time (using elastic bands and body weight exercises) for 5 x 10 minutes per week. Both intervention groups received ergonomic instructions on patient handling and use of lifting aides etc. Average pain intensity (VAS scale 0‐10) of the back, neck and shoulder (primary outcome), use of analgesics and muscle strength (secondary outcomes) is assessed at baseline and 10‐week follow‐up. Results: Pain intensity, use of analgesics and muscle strength improved more following workplace‐
based exercise than home‐based exercise (p<0.05, <0.05, <0.05 respectively). Pain intensity decreased by ‐0.7 points (95% confidence interval ‐1.0 to ‐0.3) following workplace‐based exercise compared with home‐based exercise, corresponding to an effect size of 0.31 (Cohen’s d). Conclusion: Workplace‐based exercise is more effective than home‐based exercise in reducing pain, use of analgesics and increasing muscle strength in healthcare workers. 67
Effects of a multifaceted implementation strategy on preventive
behaviour and hand eczema in health care workers
Esther Wilhelmina Cornelia van der Meer
Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University
Medical Center, Amsterdam, the Netherlands
Background: Health care workers are at risk for developing hand eczema. The Hands4U study aims to implement recommendations for the prevention of hand eczema in the health care setting by means of a multifaceted implementation strategy. Aim: To investigate the effects of the multifaceted implementation strategy on hand eczema in health 81 care workers and on their behaviour related to compliance to the recommendations to prevent hand eczema. Methods: The Hands4U study is a randomized controlled trial involving 48 hospital departments (n=1649 healthcare workers) that were randomly allocated to the multifaceted implementation strategy or a minimal implementation strategy (control). The multifaceted implementation strategy consisted of participatory working groups aiming to enhance the implementation of the recommendations for hand eczema. In addition, working group members were trained to become role models, and an education session was given at the departments. Outcome measures were preventive behaviour and hand eczema. Results: Statistically significant effects were found after six months for washing hands (B: ‐0.40; 95 % ‐
0.51; ‐0.29), use of moisturizer (B: 0.29; 95 % CI 0.20; 0.38), wearing cotton under gloves (OR: 3.94; 95 % CI 2.04; 7.60), and overall compliance to the recommendations (B: 0.14; 95 % CI 0.02; 0.26), all in favour of the multifaceted implementation strategy. Conclusions: The multifaceted implementation strategy can be used in health care settings to enhance the implementation of the recommendations for the prevention of hand eczema. The effects of the strategy on hand eczema will be available in spring 2014. 68
How can a brief intervention contribute to coping with back pain? A
focus group study about participants' experiences
Eline Ree
Uni Health, Uni Research, Bergen, Norway
Background: Musculoskeletal pain is the most frequent reason for long term sick leave and disability in Norway. A brief back and neck pain intervention with non‐directive communication of a non‐injury model reduces sick leave, but little is known about why it is perceived as helpful by the participants. Objective: To explore how individuals, who had participated in a brief back and neck pain intervention based on non‐directive communication of a non‐injury model for back pain, perceived connections between the intervention and their subsequent coping. Methods: Three focus group discussions were conducted with a sample of ten employees aged 20‐67 years, who had participated in a brief intervention for back‐ and neck pain, perceived the intervention as helpful, and had returned or remained at work subsequent to the intervention. Participants were invited to share stories of how the intervention made a positive difference for their work situation and everyday life, and helped them cope with their complaints. Systematic text condensation was used for the analysis. Results: The analysis revealed several aspects of how and why the participants considered the intervention as helpful. They emphasized the importance of having the information delivered in a comprehensible way, with the use of practical examples, metaphors, and images of the spine. The participants reported that perceiving the lecturers as trustworthy and as experts was important for believing in the message they delivered. Furthermore, understanding why they felt pain and that it was not a sign of a serious disease, changed the participants’ perception of how they could live with it. 82 They told stories about how they exceeded their previous limits and dared to do activities they previously had avoided due to fear. Conclusion: Information based on a non‐injury model delivered in a comprehensible way, with health professionals perceived as trustworthy experts, helped participants to cope with their pain. These seem to be important aspects of brief back‐ and neck pain interventions.
Parallel session 4C
Symposium. Challenges in the prevention of work disability and in the management of
return to work
69
Challenges in the prevention of work disability and in the management
of return to work
Birgit Aust1, Ute Bültmann2
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2University Medical
Center Groningen
Work disability has great personal and economic costs. Concerns about the extent of sickness absence are growing among policymakers in many western countries. Reducing long‐term sickness absence and work disability is likely to lower public spending; labor market participation is essential for countries that face a decline in the proportion of residents in the working age due to an aging workforce, and promoting labor market participation contributes to social inclusion and reduces the risk of poverty for the sick‐listed person. The focus of the symposium is to investigate different aspects of the prevention of work disability. Work disability prevention such as return to work (RTW) is a multifaceted social phenomenon representing the dynamic interaction of a series of processes involving a number of stakeholders who need to coordinate their activities. To improve the RTW‐process it is necessary to design complex interventions targeting the different stakeholders and organizational levels simultaneously. The first presentation in the symposium will focus on such a complex intervention which was conducted in 21 municipalities in Denmark. Experiences and challenges with implementing a program that aimed at improved coordination between stakeholders will be presented and discussed. The other two presentations will focus on different aspects of work disability due to chronic diseases. Many studies have investigated work disability and RTW in patients with musculoskeletal diseases (MSD), but more research is needed to better understand the similarities and differences in work disability and RTW with regard to other chronic diseases. The second presentation will give an overview of the current knowledge about the role of individual‐
level psychosocial factors in work disability and RTW with regard to different chronic diseases (MSD, cancer, rheumatoid arthritis, mental health conditions, and cardiovascular disease). While psychosocial factors in work disability and RTW are often studied with regard to MSD, most research in the other chronic diseases is focused on disease or clinical factors and job characteristics. Furthermore, the use of different instruments hinder a direct comparison. A common conceptual framework for psychosocial 83 factors in the context of work disability and RTW is therefore needed. The third presentation takes a closer look at how work disability is examined in chronic diseases that vary greatly in severity, duration, and course. Risks of short term and long term work disability in a specific chronic disease (thyroid diseases) are evaluated in a longitudinal register based study. Transitions between work, sickness absence, unemployment, and disability pension were estimated, using Cox regression analyses in a multistate model. The study found that patients with thyroid diseases have increased risk of work disability. The risk is most pronounced in the first year after diagnosis and attenuates in subsequent years, most likely due to the effects of treatment. Clarifying the role of the particular work limitations in different chronic diseases in temporary and permanent labour market exclusion in future research can be an important contribution in prevention of health related disability. Together the presentations illustrate the complexity in preventing and managing work disability and the specific challenges when studying work disability due to chronic diseases. The discussion in the symposium will focus on common tracks between the different studies as well as critical reflections about the approaches and methods used. Titles of each presentation in the symposium: 1. Effect and process evaluation of the Danish national return‐to‐work program 2. Psychosocial factors, work disability and return‐to‐work in chronic diseases 3. Increased Risk of Sickness Absence, Lower Rate of Return to Work, and Higher Risk of Unemployment and Disability Pensioning for Patients with Benign Thyroid diseases. A Danish Register‐based Cohort Study 70
Effect and process evaluation of the Danish national return-to-work
program
Birgit Aust, Otto Melchior Poulsen, Maj Britt Dahl Nielsen, Jørgen Vinsløv Hansen, Reiner Rugulies, Glen
Winzor
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: In 2010, the Danish Government launched the Danish National Return to Work program to enhance return to work (RTW) after sickness absence and to promote labor market attainment. The program comprised a coordinated, tailored and multidisciplinary effort (CTM) for sickness absence beneficiaries at high risk for exclusion from the labor market, delivered by multidisciplinary teams. Aim: To analyze the effect of the program on recovery from long term sickness absence and to examine to what degree the program was implemented in the different municipalities. Methods: We conducted a stratified cluster‐controlled study in 21 municipalities (n=9,123) and a randomized controlled trial (RCT) in 3 municipalities (n=3,105). Using register data on social transfer payments, we analyzed the effects of the program on length of sickness absence. Further, we performed a comprehensive process evaluation, including qualitative and quantitative assessments of the implementation. Results: The intervention effects differed significantly between the municipalities. Among the three municipalities from the RCT, the intervention resulted in a statistically significant increased rate of recovery from long‐term sickness absence in one municipality (HR 1.51, 95 % CI 1.31‐1.74), whereas no statistical significant effects were found in the two other municipalities. Across all 21 participating 84 municipalities, effects varied to a large extent between the municipalities, and the pooled effect estimate was not statistically significant (HR=1.03, 95 % CI: 0.80‐1.32). The process evaluation showed large variations in the implementation of the program, which might partly explain the different effects. However, other aspects, such as recovery rates for long‐term sickness absence in the comparison groups, might also have played a role. Conclusion: The effect of the intervention differed substantially between the municipalities, indicating that contextual factors are of major importance for success or failure of this complex intervention. 71
Psychosocial factors, work disability and return-to-work in chronic
diseases
Sandra Brouwer, Ute Bültmann
University Medical Center Groningen
Background: Psychosocial factors are important to measure in the prevention of work disability and the promotion of return‐to‐work (RTW). Several systematic reviews regarding these factors have been conducted, however, often with a focus on one specific disease, in particular on musculoskeletal diseases (MSD). Aim: To provide a narrative overview of the current knowledge about the role of individual‐level psychosocial factors in work disability and RTW in five chronic diseases, i.e. MSD, cancer, rheumatoid arthritis, mental health conditions, and cardiovascular disease. Method: The psychosocial factors of interest are based on the ‘yellow flags’ as reported by Waddell (1998) and Nicholas et al. (2011), i.e. attitude, expectations, self‐efficacy, fear‐avoidance, coping, distress, anxiety, depression, perceived social support. We searched Medline, EMBASE, PsychINFO and ISI Web of Science, all years to December 2011. We included quantitative and qualitative systematic reviews regarding any type of these psychosocial factors related to the five chronic diseases. We also screened reference lists of relevant reviews. Results: Fifteen systematic reviews were included. The majority concerns MSD, but also reviews on mental health conditions, cancer, rheumatoid arthritis and cardiovascular disease (including stroke) were identified. In all, the most consistent identified psychosocial factors in work disability and RTW are recovery expectations and coping, both in MSD and the other chronic diseases. It is interesting to note, that when looking at the other chronic diseases, e.g., like rheumatoid arthritis, most research is focused on disease‐ or clinical factors and job characteristics. Studies addressing psychosocial factors in these conditions are lacking. Conclusion: More methodologically sound prognostic studies are needed ‐ in different chronic diseases ‐ to investigate the role of these psychosocial factors in work disability management and the RTW process. Specific attention should be paid to the measurement of psychosocial factors, as many different instruments have been used, hindering a direct comparison of the results. A common conceptual framework for psychosocial factors in the context of work disability and RTW is needed. 85 72
Increased Risk of Sickness Absence, Lower Rate of Return to Work,
and Higher Risk of Unemployment and Disability Pensioning for
Patients with Benign Thyroid diseases. A Danish Register-based Cohort
Study
Mette Andersen Nexø1, Torquil Watt2, Jacob Pedersen1, Steen Joop Bonnema3, Laszlo Hegedüs3, Åse Krogh
Rasmussen2, Ulla Feldt-Rasmussen2, Jakob Bue Bjørner1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Department of
Endocrinology, Copenhagen University Hospital, Rigshospitalet, Denmark, 3Department of Endocrinology and
Metabolism, Odense University Hospital, Odense, Denmark,
Background: Thyroid diseases are chronic, common, and affect many individuals in the work force. Symptoms are diffuse, impacting both mental and physical functioning and there is little known about how thyroid diseases affect work ability over longer periods of time. Aim: To examine the short‐ and long‐term risks of work disability for patients with different thyroid diseases compared to the general population. Methods: In a longitudinal register‐based study, a population of treated outpatients with different thyroid diseases (n=862) and their matched controls (n=7641) were observed in the Danish national registers of social benefits, health, and work covering the period of 1994‐2011. Using Cox regression analyses in a multistate model adjusted hazard ratios (HRs) of transitions between work, sickness absence, unemployment, and disability pension were estimated. Results: In the first year after diagnosis, patients with thyroid diseases had an increased risk of sickness absence (HR=1.86, [95% CI=1.47‐2.36]), there was a lower rate of return to work from sickness absence (HR=0.77 [0.60‐0.99]), and a higher risk of disability pensioning (HR=2.76 [1.47‐5.18]). In subsequent years, the risk of sickness absence attenuated but remained slightly higher than in the general population (HR=1.18, [1.03‐1.35]) and the rate of return to work remained low (HR=0.81 [0.69‐
0.94]). The risk of unemployment was higher than in the general population (HR=1.34 [1.09‐1.66]), however risk of disability pension was not significantly increased (HR=1.17 [0.87‐1.58]). Diagnostic subgroup analyses found patients with Graves’ orbitopathy to be a particularly high risk group for work disability. Conclusion: Patients with thyroid diseases have increased risk of work disability. The risk is most pronounced in the first year after diagnosis and attenuates in subsequent years, most likely due to the effects of treatment. Patients with Graves’ orbitopathy have the highest risk of temporary and permanent work disability. This study identifies needs for work rehabilitation in a range of thyroid diseases. Future research can clarify whether the kind of work role limitations leading to labour market exclusion of people with thyroid diseases can serve as a model for other chronic diseases with similar work role limitations. 86 Parallel session 4D
Special symposium. The Danish Working Environment Information Centre
73
Show and tell: How to improve wellbeing at work, informing the
workplaces about scientific results and using group facilitation
processes to demonstrate how to use them.
Inge Larsen, Helle Torsbjerg Niewald, Christian Borg Lauritzen, Rikki Hørsted
Working Environment Information Centre, Copenhagen, Denmark
All this research, all this knowledge, all these results – what do we do with it? How can we present it to the workplaces, so they can use it? How can we make knowledge eatable, sharpen their appetite, and make them want more? How can we facilitate a dialogue between colleagues from one workplace or peers from different workplaces that creates meaning and promote learning among them as a whole and as individuals? If we want people to change things, thoughts and actions on the background of what we know from science, we have to present it to them in a way that involves them. Their meeting with research should be a comprehensible, engaging and relevant experience that will inspire them in their work with working environment. So what is the best balance between the right amount and method of presentation of knowledge and the right amount and method of group facilitation that makes them talk about it, take in the messages and learn on common ground as well as individually? Leaning demands involvement, so let us show them the way, and not only tell them about it. The Travelling Information Team at the Working Environment Information Centre (Videncenter for Arbejdsmiljø) has experience from five years of practice in teaching Danish (public) workplaces how to use research results to improve their mental and physical wellbeing. Based upon five national campaigns we have developed a kind of flexible formula for the voyage “from knowledge to action”. We will try to show and tell what we do, why we do it and how we do it, giving examples of our methods. We have asked our participants what they think of our ways of doing things and how they use them. We will also give examples of these evaluations and gladly discuss it all with you. So in this special session we will answer the questions: What do we do? Why do we do it? What do the workplaces do? KEYNOTE V The Total Worker Health Program
Anita L. Schill1, L. Casey Chosewood2
1
National Institute for Occupational Safety and Health, USA, 2National Institute for Occupational Safety and
Health, Centers for Disease Control and Prevention, USA.
They will discuss the following topic: In June 2011, NIOSH launched the Total Worker Health™ Program as an evolution of the NIOSH Steps to a Healthier US. Workforce and the NIOSH WorkLife Initiatives, Total Worker Health is defined as a strategy integrating occupational safety and health protection with health promotion to prevent 87 worker injury and illness and to advance worker health and well‐being. The Total Worker Health program supports the development and adoption of ground‐breaking research and best practices of integrative approaches that address health risk from both the work environment (physical and organizational) and individual behavior. The keynote presentation will provide an overview of the Total Worker Health program and recent experiences and updates. KEYNOTE VI
Wellbeing at Work - All those little things that doesn't seem to matter
Pelle Guldborg Hansen
Department of Communication, Business and Information Technology, Roskilde University / Director of ISSP The Initiative for Science, Society & Policy, University of Southern Denmark and Roskilde University / Head of
the iNudgeyou-team.
Pelle Guldborg Hansens presentation will discuss the following topic: Build on insights from 40 years behavioural economics and cognitive psychology the nudge approach to behaviour change has recently established itself as an increasingly attractive approach within a series of applied academic disciplines as well as in public and private institutions. Its attractiveness is to be found in its promise of finding inexpensive strategies for effectively influencing peopleʹs behaviour in predictable ways without ruling out any previously available courses of actions or making alternatives more costly in terms of time, trouble, social sanctions, and so forth. That is, strategies that shouldnʹt work according to principles of traditional economics, politics and reason. In this talk I will present the nudge approach to behaviour change as applied to all those little things that doesnʹt seem to matter to our wellbeing at the workplace ‐ but actually does. Examples will amongst others include how to promote the health of 500 CEOs during coffee break using a knife, how to move smokers away from an airport‐office windows and doors with 36 meter of Gaffa tape and how to improve hygiene by playing music. Parallel session 5A
3 (I). The role of leadership and management in wellbeing at work
74
Well-being at work: Theoretical perspectives from positive psychology
to leadership studies
Vincent Grosjean
INRS, Vandoeuvre Les Nancy, France
Wellbeing at work is the subject of more and more research activities in Europe; the number of publications has been increasing these recent years. From the perspective of positive psychology, it is generally considered that three theoretical perspectives have been proposed successively to formalize 88 what psychological wellbeing could be. The first perspective is known as the hedonic wellbeing. Psychological wellbeing would refer to the subjective state where positive emotions have reached their highest point when conversely negative emotions have come down to the lowest point. The second perspective refers quite directly to productive activity and thus to work. Psychological wellbeing would be linked to what the person does realize. The concept of “eudemonic wellbeing” can be found in the literature. This concept can be linked to the satisfaction of doing a productive work which is subjectively perceived as useful, contributing to society, or to some of its stakeholders. The third conception refers to the notion of authenticity. The subjective wellbeing is here linked to the fact that people live in accordance with their true nature, to the fact that they express their full potential with no cheat or outwit with regard to their surrounding social environment. The perception of what we are would thus be in accordance with what we are asked to do: we can work without challenging our moral and values at the core of this concept. This is opposed to the states of suffering associated to the notion of “ethical conflict”, popularized in France although less common in English publications. These three conceptions refer more or less to the emotional functioning of the individual. The sphere of feeling is under scrutiny, not the cognitive or social spheres of human psyche. These three perspectives also share the characteristic of being centered on a single person. Recent literature differs from that perspective. The question posed is no longer what wellbeing could be, but what type of management, and how management and leadership practices could make wellbeing of employees possible. The response put forward in the current literature is based on the concept of managerial authenticity. Our aim now is to describe what that is and to discuss connections with the three conceptions presented above. Emotions remain the focal point in this conception, but with no highlight on the distinction between positive and negative emotions. The notion differentiates between self‐enhancement emotions and hetero‐centered emotions (self‐transcendent). The question of values and the question of authenticity are here at the center of the psychic balance of the leader or manager as of their staff. One of the key points of this concept is to feel genuinely concerned by what happens to others. This paper will present in detail the consequences of this recent conceptual work on leadership, management and wellbeing at work. 75
A Discursive Approach for Assessing Occupational Risks at Work
Lisbeth Rydén
Centre for Work Life Studies at Malmø University and School of Economics and Management at Lund
University
The dominant model for assessing psychosocial work environment risks in Swedish working life is the demand/control/support‐model. However, research has shown that even in work situations where, according to the model, there should be low occupational risks, people still get sick in response to the work environment. This finding indicates the need for a broader understanding of how work affects the individual. This study approaches this challenge from a different point of departure than the traditional work environment research. The point of departure for the study is that everyday organizing is largely due to the discourses – reasoning, thought systems – that dominate the specific workplace. Through the discursive approach, it has been possible to identify additional occupational risks that are not apparent from a traditional risk assessment approach. Through focus groups and interviews, it has been revealed that discourses interact and counteract with each other, generating risks by creating situations where people: 89 
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are being marginalized‐cannot be understood cannot defend themselves are being depersonalized cannot act in accordance with their knowledge. the overall risk is that through the organizing you become someone you do not want to be. From a discursive approach this study has made evident that the measures often taken to overcome workload issues are likely to increase rather than decrease issues associated with work‐related stress. Thus the discursive approach is not just a way to draw attention to other less traditional risk factors, but is valuable information for those who conduct risk assessments based only on traditional workload theories. Otherwise one might, in good faith and with the best of intentions, make the situation worse.
76
Recognition for the follower as a result of perceived follower fit with
implicit leader expectations?
Nina Mareen Junker1, Rolf van Dick2
1
Vitaliberty Ltd., 2Goethe University, Frankfurt, Germany
If you ask employees, what is important for them, they often answer “to receive recognition”. However, there is only little research on the bases that leaders use for determining when to provide recognition to their followers. We aim to close this gap using the perspective of implicit followership theory. Implicit followership theories are subjective, and often unconsciously held, images of how followers are and are not, respectively, (images of the “typical” follower) or how they should be and should not be, respectively (images of the “ideal” follower). We expected to find a positive relation for follower fit with these ideal implicit followership theories, i.e. if the follower meets the leader’s expectations of how a follower should be, this should be positively related to the leader’s recognition for this follower. We tested this assumption in a field study using a German working sample consisting of 160 leaders. Nevertheless, and against our hypothesis, we did not find significant relations between fit and recognition. Post‐hoc analyses revealed that, instead, the implicit followership theories themselves correlate with recognition. The higher the leaders’ ideal, the lower the leaders’ counter‐ideal follower images, the higher is their follower recognition. We discuss the results in relation to their relevance for leadership and leadership training. 77
Supervisors’ experiences with the return-to-work process of hospital
workers that have been absent from work due to a health problem - a
qualitative study
Mette Jensen Stochkendahl, Cornelius Myburgh, Amanda E Young, Jan Hartvigsen
Nordic Institute of Chiropractic and Clinical Biomechanics
Background: Supervisors are key stakeholders in successful return to work (RTW), because of their daily proximity to workers. The workers’ closest supervisor is ideally positioned to facilitate the RTW 90 process because he/she has first‐hand knowledge of both the worker and the working conditions. On the other hand supervisors have the potential to hamper the RTW process if they do not have the necessary competencies, means, and level of engagement. In Denmark, formal responsibility for securing the return of a sick listed worker to the workplace lies outside of the workplace, and the workplace is not routinely included in the RTW process. Previous research on supervisors’ roles in the RTW process has primarily been conducted in contexts were the workplace has declared organizational responsibility for the RTW process. Consequently, very little is known about supervisors’ role in the unique Danish context. Aim: In order to gain knowledge about the potential role of supervisors in supporting RTW of a sick listed worker in Denmark, an exploratory qualitative pilot study will be conducted. We seek to open a window of understanding into the experience of managers who have been involved in RTW procedures, including the managers’ roles and contributions to the process. Methods: Using purposive sampling, approximately 20 hospital supervisors in charge of conducting sick leave interviews will participate in a face‐to‐face or focus group interviews in order to identify barriers and facilitators for supporting sick listed workers in their return to work. Using an inductive approach, we will first conduct three or four individual interviews followed by two or three focus group interviews with six to ten participants in each group. Data will be transcribed verbatim and content analyzed using a constant comparison analysis approach and computer assisted qualitative data analysis. Results: The study is in progress. Results will be available at the time of the conference. Conclusion: We will address questions regarding which factors supervisors feel are important to them in supporting returning workers, and which factors they feel prevent them from effectively supporting their absent charges. 78
Beyond the Intellect - Communicating Core Values to Support Worker
Wellbeing
Robin M Nicholas
Health and Safety Communications, United States
Communication at work and throughout our lives is at its best when it addresses the entire person. This whole‐person approach is equally essential when supporting wellbeing. However, modern work environments often emphasize the human intellect as the primary mode for communicating regulations, practices, policies, etc. Current trends in many work environments increasingly emphasize our intellect in the name of efficiency and productivity. If left unchecked, these trends can evolve into rigid hierarchies and structures, promoting environments of efficiency‐at‐all‐costs and just‐do‐what‐I‐
tell‐you. Indeed, a workplace structure originally intended to promote productivity can become a system‐wide work suppressor. The workplace is at risk of loosing its human face. Wellbeing, and the communication that supports it, originates in meeting core human values, described by Tetlock and others as the moral imperatives that we are unwilling to compromise, including family, community, dignity and respect. When we acknowledge and communicate these values, we create a context where everyone can succeed. In this broader, core‐value context intellect 91 becomes an effective tool. Intellect is not who we are, but one of many tools to express who we are. Communication that supports wellbeing is not a program or a series of techniques. It is a simple practice of small interactions. These interactions are not an intellectual construct; they are not forced. Recent research demonstrates how imposed attitude and behavior programs can actually decrease productivity and job satisfaction. Instead, this communication is a genuine recognition of each person and their values of dignity, community, and culture. Instead of a solely technical approach, we begin by simply engaging with one another and listening. This action alone demonstrates respect, dignity, and empathy. Nass and others have noted that the solution is basic, that we need to make “face‐to‐face time” essential. Addressing the whole person is not a new concept. It has been supported by traditional worldviews for millennia and by modern psychosocial studies and functional magnetic resonance imaging research. The next step is to apply the findings of these studies and bring them to the workplace through effective communication on a daily basis, keeping communication and wellbeing focused on the fundamental, shared human experience. During this presentation through the use of videos and other media, we will apply the insights of wellbeing research to practical communication in our daily work, exploring simple practices for our daily encounters. 79
Factors related to the retention of allied health professionals: A
systematic review
Sarah Jean Hewko1, Nicole Wilson2, Greta G Cummings1
1
Faculty of Nursing, University of Alberta, 2Alberta School of Business, University of Alberta
Background: Worldwide, healthcare organizations face high rates of voluntary employee turnover. Shortage of skilled professionals lead to escalation of healthcare costs and precarious service gaps. Allied Health (AH) professionals are an essential part of the healthcare workforce. To date, systematic reviews related to retention and turnover in the healthcare workforce have primarily focused on physicians and nurses. Aim: To determine which factors, at the organization or supervisor‐level, enhance retention and reduce turnover among AH staff employed in the healthcare sector. Method: We conducted an integrative systematic review, synthesizing evidence from studies with diverse methodological designs. Six electronic databases were searched using relevant key words: Medline, PsycInfo, IPA, EMBASE, CINAHL, and Business Source Complete. Studies eligible for inclusion reported on the results of an original research study and were set in a public or private institution providing healthcare services, included employed individuals from at least one AH professional group and had measured one of the following outcome variables: intent to leave/quit/stay/resign, withdrawal cognitions, job search behaviours. Two reviewers with topical knowledge screened all titles and abstracts. Data were extracted by one reviewer and validated by another. Quality appraisals were completed independently by two reviewers for all articles meeting inclusion criteria; low quality studies were excluded from synthesis. The technique of textual narrative synthesis was used to analyze the data and to make comparisons across relevant sub‐groups. Results: Of the 2,878 abstracts screened, 124 met inclusion criteria. Sixty‐one percent of the 124 studies were conducted in the United States and 18.5 % in Australia. The most studied professionals were 92 social workers (26 %), pharmacists (24 %), and substance use counsellors (10 %). Fourteen percent of the studies included participants from multiple professions; 79 % of these were Australian. Nearly half of the 124 studies meeting the inclusion criteria were excluded due to low quality. Organizational and supervisor‐level factors most associated with intent to turnover among AH professionals were perceived lack of managerial support, perceived lack of co‐worker support, perceived low compensation and perceived lack of opportunities for career progression. Conclusion: Few studies meeting the inclusion criteria were of high quality and nearly half were of low quality. Future research must be of adequate rigour and designed appropriately to produce results that can support evidence‐based organizational‐ and supervisor‐level practice to encourage retention of AH professionals. This review provides some insight into the organizational‐ and supervisor‐level factors associated with voluntary turnover among AH professionals and highlights existing gaps in the literature. Parallel session 5B
1 (II). The interplay between psychosocial work conditions and wellbeing at work
80
Wellbeing at work research in Finland 2010-2013 - A Review
Jaana-Piia Mäkiniemi, Nina Laine, Laura Bordi, Kirsi Heikkilä-Tammi
Research and Education Centre Synergos, School of Management, University of Tampere, Finland
Background: Wellbeing at work has gained an extensive research interest in Finland. For example, Academy of Finland granted 8,000,000 Euros to the Future of Work and Well‐being research program during 2008–2011. However, general view of the contents and nature of the latest research is lacking. Aim: The aim of the current study is to describe the nature of the wellbeing at work research in Finland. The specific aim is to explore what are the main topics, who are the typical participants and what kind of theoretical approaches are used. In addition, it is analyzed how easily research findings can be found and utilized by wellbeing at work professionals outside academic settings. Method: The first phase of the study was information retrieval; articles were retrieved from different databases (e.g. Ebsco, Medic) using relevant keywords. In addition, latest conference catalogs and web pages of relevant research groups and funding organizations were browsed. In the second phase, the contents of the identified studies were analyzed. Results: The preliminary findings indicate that psychology, health sciences/medicine and sociology are typical disciplines within the studies, and themes of the studies diverge between them. The theoretical choices reflect, for example, the raise of positive organizational thinking; topics such as resources and work engagement are covered in the studies. However, the studies seem to be difficult to find for professionals outside academic settings, and most of the studies are only reported in international journals. Conclusion: Finnish wellbeing at work research seems to be very multidisciplinary and covers a variety of themes and topics. Most of the studies are only reported in international journals, so it is 93 unclear how easily the findings can be utilized in Finnish workplaces. The strategies aiming to fulfill this gap are discussed. 81
Overview of the Quality of Working Life in Malaysia: A cross-Sectional
Study
Won Sun Chen1, Jamaiyah Haniff2, Ching Sin Siau3, Wymen Seet2, Sit-Fong Loh4, Mohd Hadzrul Abd Jamil5,
N Sa’at6, N Baharum6
1
Monash University Malaysia, 2Ministry of Health Malaysia, 3SEGi University, 4Turning Point Integrated
Wellness Sdn Bhd, Selangor, Malaysia, 5Research & Innovation Management Centre, SEGi University,
Selangor, Malaysia, 6National Clinical Research Centre, Ministry of Health, Kuala Lumpur, Malaysia
The terminology of “quality of working life” can be interpreted differently. For example, employees perceived it as job security, sharing of profit and healthy working environment. On the other hand, employers simply interpreted it as improved workplace conditions to increase productivity. The definitions of quality of working life continue to vary over time. A more unified, enhanced and broader conceptualization of quality of working life focuses on individual’s well‐being and quality of life. Malaysia aims to be one of the developed nations by year 2020, it is essential to examine the quality of working life in parallel manner. The objective of this study was to examine the quality of working life in Malaysia. A cross‐culturally translated, adapted and validated Malay version of Work‐
Related Quality of Life (WRQoL) Scale was used to collect data from a cross‐sectional study during the period of November 2012 to August 2013. All 572 participants were working adults, at least 21 years old and conveniently selected from the Klang Valley area in Malaysia. Descriptive statistics were used to summarize participants’ demographic background. A Pearson Chi‐
Square test was applied in hypothesis testing with statistical significance level set at 5 %. Analysis was conducted using IBM SPSS version 20 excluding all missing data. It was revealed in this study that only an average overall quality of working life was reported for working adults in Malaysia. The overall quality of working life for working adults in Malaysia varied significantly among factors such as age groups (p=0.007), higher overall quality of working life was observed in the age group of 21‐30; ethnic groups (p‐value=0.001), higher quality of working life was revealed for Malays; and professions (p=0.006), higher quality of working life was reported for human services professionals. Further analyses revealed majority of those involved in human services professions were female (76 %), Malays (90 %), married (63 %), with college/university education level (68 %), monthly income of RM2,000‐RM4,000 (55 %). Other demographic factor such as gender, marital status, education level and income were found to be statistically insignificant. This study concluded most of the working adults possessed quality of working life that fall into the mid‐range. This can further be interpreted as the overall quality of working life does not provide ones with high level of satisfaction, but then ones are not totally dissatisfied. An in‐depth study was suggested to further explore the high quality of working life among the health services professionals. 94 82
The Relationship of Dispositional Resistance to Change and Emotional
Exhaustion: Effects of Team-Level Moderators
Sarah Turgut, Karlheinz Sonntag, Alexandra Michel
Heidelberg University, Germany
Background: Besides the growing body of research and interest concerning the relationship between organizational change and employee reactions, there is little knowledge of the influence of personal change‐related dispositions on employee health and wellbeing. Aim: In line with person‐environment fit theory (French, Caplan, & Harrison, 1982) one aim of this study was to test whether dispositional resistance to change is positively related to emotional exhaustion in times of organizational changes. Furthermore, we sought to investigate the influence of team‐level moderators, namely perceived organizational support and team climate. We hypothesized that the moderating effects of team climate and perceived organizational support differ with regard to their effect on employees’ emotional exhaustion. That is, according to conservation of resources theory (Hobfoll, 1998) we assume that high levels of perceived organizational support weaken the positive relationship between change impact and emotional exhaustion, whereas following the rationale of social information processing theory (Salancik & Pfeffer, 1978) high levels of team climate are postulated to strengthen this positive relationship. Method: To test these assumptions we conducted a longitudinal study (N = 707) in a German car‐
manufacturing company. Employees of this company have been subject to a constant changing work environment during the last five years caused by many changes affecting employees in different ways. As team membership was assessed (N = 28 teams), the analyses allowed for testing cross‐level interactions. Results: As hypothesized, multilevel analyses support a positive relationship between dispositional resistance to change and emotional exhaustion. Furthermore, the differential effects of the team‐level moderators are supported; that is, a lack of perceived organizational support and high levels of team climate increase emotional exhaustion of the employees. Conclusion: The present study highlights adverse effects of dispositional resistance to change on employees’ emotional exhaustion in the context of organizational change. Moreover, the results stress the different effects of team climate and perceived organizational support emphasizing the relevance of personal as well as organizational development strategies in the change management process. 83
Dedication to creative work: Artists' work path and well being
Pia Maria Houni
Finnish Institute of Occupational Health, Finland
In this paper, I am asking how subjective dedication and ’inner calling’ might effect to the well being at work? Do problems or risks exist more obviously ʺdedicational personsʺ, like artists, than persons with less commitment? Opposite, can we ask what kind of high moments or special experiences follow after strong dedication? In my presentation, I will demonstrate the idea of dedication and its connection to the well being via empirical study. On the side by this, I am briefly focusing on the theoretical points, 95 like influence of creativity to well being and the meaning of dedication. The Artists’ well being in the transition of artwork study has examined Finnish professional artists in 2012–2013: writers, visual artists and theatre artists. Well‐being is approached through the concept of subjective well‐being. The empirical data consist of a survey (N=476), interviews (N=20) and ethnographic participatory observation in Artlab, a co‐working space in Helsinki. The study highlights the idea that an artist’s work is all consuming, and penetrates all areas of life. An artist’s work is not “just a job”. Artists see their work path as extending far beyond the official retirement age. The study showed that employment and its forms vary greatly among Finnish artists. Official definitions of work and employment do not cover artists’ practical situations and experiences. The subjectivity of artists’ work creates the same perspective of work as the discussions of recent years on the structural changes in post‐Fordist work. The changes in Finnish worklife also affect the structures of the field of art. Artists’ work is currently affected by, for example, increased competition, a growing number of professionals, changes in education, organizational changes (e.g. theatres becoming limited companies), the formation of new employment structures (e.g. co‐operatives), internationalization. 84
Presenteeism and Well-Being - A Panel Study
Kristian Skagen, Kjeld Møller Pedersen
University of Southern Denmark, Department of Business and Economics, COHERE, Center of Health
Economic Research
Background: Presenteeism is an emerging area of research. Many relationships have not yet been firmly established, in particular between well‐being at work and presenteeism. In the present study the delineation of well‐being sets out in the call for abstracts will be used to investigate the well‐being‐
presenteeism relationship in detail using a unique Danish data set. This will be done using a cross‐
sectional data set. In addition a follow‐up data collection of the respondents of the original data set three years later will be used to investigate if sickness presenteeism predicts future sickness absence and whether presenteeism at time t has negative impact on the general health at time t+1 controlling for changes in well‐being at work, e.g. different job demands such as job control, work pace, emotional exhausting jobs and teamwork along with wellness program at the work place. Aim: The overall aim is to identify to what extent well‐being at work predicts presenteeism in both a cross‐sectional and panel‐context. Also, the hypothesis of whether presenteeism predicts absenteeism and general health using a panel dataset where three years have elapsed between the first and second wave of data collections. Method: The empirical analyses are based on a follow‐up survey of occupationally active Danes. We collected data in December 2010 (N=4,050) and again in December 2013 (2,100). Data was collected through an internet‐based survey aimed at presenteeism. The first wave was carried out in December 2010. The realized sample size was 4,060. It is one of the few where the main purpose of data collection has been to analyze presenteeism. Most previous empirical work has been done on data sets collected for other purposes. Respondents answered a questionnaire aimed at presenteeism (‘sick at work’) and absenteeism. There was a host of questions about type of work place, type of work, wellness program at the place of work, attitudes towards presenteeism/absenteeism, and health status along with the usual socio‐demographic variables. The explanatory variables will be selected from the existing empirical work, but hypothesizes will be developed as well. The two dependent variables will be self‐reported days of presenteeism during the past 3 months along with self reported episodes of presenteeism over the past 12 months. 96 Data will be analyzed using regression methods: Logistic and count models along with fixed and random effect models for the panel dataset using STATA. Results: To be developed Conclusion: To be developed 85
The influence of managers’ and colleagues’ absence on public
employee absence
Ann-Kristina Løkke Møller
Aarhus University Business and Social Sciences Department of Economics and Business, Denmark
Background: The level of absence is higher in the public sector than in the private sector both internationally and in a Danish context (e.g. The Confederation of Danish Employers, 2002, Winkelmann, 1999). However, little economic research is conducted to understand determinants of absence among public sector employees (De Paola, 2010). Research on the effect of managers’ own absence on their employees’ absence is scarce (Kristensen et al., 2006, Løkke, 2008) and so is the effect of colleagues’ absence in a large scale (Bradley et al., 2007, Dale‐Olsen et al., 2010, Hesselius et al., 2009). To date, research on the simultaneous effect of managers’ and colleagues’ absence behavior does not exist. The most acknowledged literature on absence (e.g., Steers and Rhodes, 1978) concludes that absence is influenced by many determinants; this makes it relevant to control for gender, age etc. Aim: The aim of this study is to identify the effect of managers’ and colleagues’ absence on employee absence in the public sector. Method: We use register data from a large Danish municipality including 8000 employees. We use multilevel analysis to explain the number of periods of absence due to sickness. Results and Conclusion: To appear References:  Bradley, S., Green, C. & Leeves, G. (2007). ʺWorker absence and shirking: evidence from matched teacher‐school dataʺ. Labour Economics, Vol. 14, No., pp. 319‐334.  Dale‐Olsen, H., Nilsen, K. M. & Schøne, P. (2010). Imitation, contagion, and exertion ‐ do colleaguesʹ sickness absences influence your absence behaviour?  De Paola, M. (2010). ʺAbsenteeism and peer interaction effects: evidence from an Italian public instituteʺ. The Journal of Soci‐Economics, Vol. 39, No., pp. 420‐428.  Hesselius, P., Nilsson, J. P. & Johansson, P. (2009). ʺSick of your colleaguesʹ absence? ʺ. Journal of the European Economic Association, Vol. 7, No. 2‐3, pp. 583‐594.  Kristensen, K., Juhl, H. J., Eskildsen, J. K., Frederiksen, N. & Møller‐Bisgaard, C. (2006). ʺDeterminants of absenteeism in a large Danish bankʺ. International Journal of Human 97 
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Resource Management, Vol. 17, No. 9, pp. 1645‐1658. Løkke, A.‐K. (2008). ʺDeterminants of absenteeism in a public organization: A unit‐level analysis of work absence in a large Danish municipalityʺ. International Journal of Human Resource Management, Vol. 19 No. 7, pp. 1330‐1348. Steers, R. M. & Rhodes, S. R. (1978). ʺMajor influences on employee attendance: a process modelʺ. Journal of Applied Psychology, Vol. 63, No. 4, pp. 391‐407. The Confederation of Danish Employers (2002). Arbejdsmarkedsrapport. Winkelmann, R. (1999). ʺWages, firm size and absenteeismʺ. Applied Economics Letters, Vol. 6, No. 6, pp. 337‐341. Parallel session 5C
Special symposia. Wellbeing strategies at Danish workplaces (Company presentations)
86
Wellbeing at AXA Power - The most healthy company in Denmark in
2013
Henrik Olsson
AXA Power, Odense, Denmark
‐‐‐ 87
Construction design guides
Bente Grau-Hansen
Koncern HR, Fysisk Arbejdsmiljø Region Midtjylland, Danmark
Background: Central Denmark Region has approximately 1.27 million inhabitants and represents approximately 23 percent of the overall population in Denmark. One of the regional responsibilities is hospitals. As part of the construction of two new superhospitals and a number of extensions and alterations at other hospitals, it was decided to collect information from the working environment organization and the building organization and describe a number of requirements that must be used in planning and lay‐out of specific premises in order to create good working conditions in the hospitals of the future. Accordingly, a number of Design Guides was developed for different kinds of premises. Objective: Design Guides facilitate the work of the developer and the project supervisor as they help them to ensure that wards and departments meet the high requirements for the standards and functional requirements. Furthermore it is a useful tool for client consultants, architects and user groups among the healthcare personnel.Method: Experience and knowledge from the working environment organization has been accumulated from the workplace risk assessment, the working environment groups, the user groups and the department of working environment. This has led to guidelines for the following subjects:Sustainability: Economically, environmentally, socially Well‐being and interior design: Colour, light, acousticsCommunication and ITIndoor climate: Ventilation, light, acousticsHygienics: Cleaningfriendliness, accessibilitySafety for patients and 98 personnelConstruction and flexibility: Future‐proofingEquipment: Types og dimensionsSpace requirements and interior decorationClient consultants and project supervisors are obliged to follow the guidelines or give reasons for not following them. The Design Guides will be revised continually as new knowledge and standards appear. Results: Design Guides work perfectly as a number of guidelines which are closely linked with the strategic work in Central Denmark Region. It improves the quality of the work of client consultants and project supervisors and thereby supports a good working environment for healthcare personnel and a secure setting for treatment of patients. Conclusion: The development of a line of Design Guides that gather the best practice of a number of physical working environment conditions has strengthened and improved the dialogue between client consultants and project supervisors in relation to the physical working environment. This is of great importance to the working environment in the hospitals of the future. 88
Wellbeing interventions in the Construction Industry
Anette Bonde
Femern A/S
‐‐‐ 89
Novo Nordisk - Exercise at Work
Jesper Rud Kirkegaard
Novo Nordisk, Denmark
‐‐‐ Parallel session 5D
Symposium. Active aging at work and strategic age management in SMEs
90
Symposium description: Active aging at work and strategic age
management in SMEs
Anita Richert-Kazmierska
Gdansk University of Technology, Faculty of Management and Economics
Background: Aging of European population is forcing the intensive search for solutions that mitigate its socioeconomic consequences. Economists suggest that one of them is the effective age management in the enterprises which can have significant benefits for them. There are many examples of companies 99 successfully implementing this method and using a wide variety of age management’s instruments in Nordic countries. At the same time, in companies from other European countries (especially from central and eastern Europe) the age management is implemented very rare. Main reasons of that are as follow: no understanding for the demographic changes, insufficient knowledge of age management methods, no analysis of costs and benefits regarding age management implementation, stereotypes about workers aged 55 and more. Economic crisis and youths’ situation on the labor market are other important factors: most of the managers focus on activities related to cost reducing (including staff reduction), older workers treat the retirement as a form of escaping from unemployment, and some of decision makers want to give the priority to employment to young people. Best Agers Lighthouses – age strategic management for SMEs in the Baltic Sea Region1 is a project realized by twelve partners from the Baltic Sea Region in period 2012‐2014. Under the project ten organizations representing SME sector will obtain the substantive and organizational support that helps them to implement the strategies of age management. The project focuses on: diagnosis and evaluation of existing HR policies, with particular emphasis on the management of employees aged 55 years old and more, training and consultancy to enable the implementation of effective changes in these organizations, and the evaluation of costs and benefits from the usage of the applied age management methodology. Aim: The main aim of the Symposium is to exchange the knowledge and experiences between researchers and practitioners from different parts of Europe and other continents, in the fields:  methods and tools of age management which can be used by small and medium‐sized enterprises;  good practices in age management; 1 Detailed information about the project and project’s partners can be found at http://www.best‐
agerslighthouses.eu/ Symposium’s proposal  possibilities and conditions of age management implementation in the SMEs  methods that assess the costs and benefits of age management implementation in the company
(from the perspective of entrepreneurs, managers and employees). 91
Costs and benefits of age management in the enterprise
Roland Kadefors
University of Gothenburg Department of Sociology and Work Science, Gothenburg, Sweden
Background: It is recognised that in order to secure access to the necessary competence in an ageingsociety, employers need to take action. But is investment in the older workforce, applying age management, profitable? Aim: To evaluate cost and benefits in age management interventions. Method: Surveying experiences from age management interventions in different countries and different trades, identifying key indicators. 100 Results: There are only few evaluations allowing cost‐benefit analysis of age management interventions in quantitative terms. An adequate approach is to calculate the costs and benefits occurring in keeping an older employee on the job, in comparison to the alternative of recruiting a young person. Recruitment costs include not only advertising, interviewing, etc. but also the production loss caused by the delay to fill the gap, need for training, lower productivity. The younger person has a lower salary and perhaps shorter vacation, but is more likely to quit and move to another employer. Taking into account this type of factors, it can be shown that in many workplaces, investing in older employees is indeed profitable, in contrast to the implications of the prevailing capital investment model; that such investments do not pay off due to the short time entailed for depreciation. But in many jobs, new knowledge needs to be gained for all employees irrespective of age, much more frequently than before – maybe in 3‐4 years’ time. ‐ Age management offers a way to make it possible for senior employees to retain their employability into older age. It is directed towards all employees, irrespective of age; it addresses health, competence, work organization, attitudes, relations at the workplace and sometimes even factors outside work. Other beneficial factors follow, such as improved work environment and work satisfaction, competence retention, reduced sick‐leave, employer branding internally and externally. The cases considered in the study show in various ways how age management can be profitable, and also what sorts of obstacles may occur. It is shown that institutional frameworks in different countries affect the calculation of costs and benefits. Conclusion: Age management may well be profitable at the company level. There is an established model for organizational interventions in order to realize age management practise. However, interventions need to be tailored to the conditions of the individual workplace. Presenter´s selected publications Roland Kadefors  Kadefors R. (2013) Ageing and work in the Baltic Sea Region: problems and remedies, in Creativity, lifelong learning and the ageing population, s. 13‐22  Kadefors R. (2013) To work or not to work in an extended working life, Arbetsmarknad ocharbetsliv, 19 (3) s. 83‐86  Kadefors R. (2012) Employers’ Attitudes Toward Older Workers and Obstacles and Opportunities for the Older Unemployed to Reenter Working Life, Nordic Journal of Working Life Studies, 2 (3) s. 29‐47 92
Age management practices in SMEs in the Baltic Sea Region
Marjo Wallin
Finnish Institute of Occupational Health, Helsinki, Finland
Background: Demographic changes in the workforce have been of great concern over the past two decades in Europe. In the Baltic Sea Region work organisations are facing different maturity levels of demographic changes with variability in operation environments as well. Especially small and middle size organisations (SMEs) are often in a more vulnerable position in relation to these challenges. Aim: The aim of the study is to explore age management practices in SMEs in the Baltic Sea Region (BSR). Method: The data in this study consisted of European database of best practices in age management created by EuroFound. Total of 62 cases were from organisations in the BSR, of which 25 (40 %) were 101 SMEs. These 62 cases were analysed qualitatively both case by case and thematically. Results: The findings indicated that there was a large variability in age management approaches in the BSR organisations. These different approaches were not, however, related to the size of the organization, but rather to organisations’ stance towards ageing and preparedness level for action. Based on these two dimensions the five categories of age management was found in the organisations in the BSR. Firstly the category of tackling problems of scarce resources consisted of immediate, novel actions to secure the basic tasks of the organization with older workers. Secondly the category of decreasing work’s demands pertained to fast solutions easing up burden of work with older worker. Thirdly the category of enhancing individual resources consisted of long‐term measures building the capacity of aging workforce. Fourthly the category of intergenerational learning pertained to appreciative work context for senior workers and opportunities to share their knowledge. Finally the category of life‐course approach consisted of policy level commitment to secure equal opportunities to every worker. Conclusion: Small and middle size organisations do not differ from large organization in age management approaches in the BSR. Neither the country of operation determines the opportunities for age management solutions in the organization. The most important determinants of the age management measures were age‐related awareness and readiness for action in the organisations. This provides a window of opportunity for developing age management measures in the SMEs in the BSR. Presenters’ selected publications  Wallin M. and Saarelma‐Thiel T. (2013) Age‐related leadership – country comparison: attitude versus behavior. Conference Abstract presented at Work, Well‐being and Wealth. Active ageing at work. Scand J Work Environ Health. Helsinki (Finland) August 2013. Available from: wwww.sjweh.fi/www2013.php  Saarelma‐Thiel T., Wallin M. (2012) Aina on oikea ikä vaihtaa suuntaa: työpaikka tukeetyöuran siirtymävaiheissa ‐ Aikuiskasvatus 32 (2012): 3  Wallin M., Leppänen A. (2012). Eurooppalainen teemavuosi 2012: ʺAktiivinen ikääntyminen ja sukupolvien välinen solidaarisuusʺ. Seniorin vuosikirja 2012, Kustannusmaamerkki Oy. 93
Age management in SMEs - The employees’ opinions
Anita Richert-Kazmierska
Gdansk University of Technology Faculty of Management and Economics, Poland
Background: The large companies much more often than those representing SMEs implement age management in their HR policies. Due to the scope of activities, available resources and long‐term goals, small and medium‐sized enterprises marginalize issues related with age management. Many entrepreneurs do not understand the age management idea, do not feel the need and willingness to implement it or do not know the solutions that could be used in this field. Aim: The main aim of the paper is to identify and discuss solutions applied by SMEs under the age management. Method: Author has used the results of the survey conducted in 2013 among 546 employees of 102 organizations representing SME sector from Poland, Finland, Lithuania and Sweden. All of the organizations do participate in the project Best Agers Lighthouses. There have been used several statistical methods of analysis. Result: The results of the analysis affirm that SMEs use only a few basic methods and tools of age management. There occurs the correlation between the number and diversity of solutions which are used by the organization and its origin. Conclusion: SMEs need substantive and organizational support to implement age management efficiently and effectively. There is a great need to intensify actions of age management’s good practices transfer. It’s needed especially on the axis: from the Nordic countries, to countries representing Central and Eastern Europe. Presenterʹs selected publications: Anita Richert‐Kaźmierska  Richert‐Kaźmierska A. (2013), Is there any demand for the workers aged 50+ in Poland?, “Equilibrium” Vol8, Iss3/2013.  Richert‐Kaźmierska A. (2013) Why do Poles withdraw from the labor market so early? ‐ systematics of the factors influencing Polesʹ decisions to retire. Materials of IIIrd International Workshop on the Socio Economics of Ageing, Lisbon, s.1‐11.  Richert‐Kaźmierska A., Stankiewicz K. (2013), The unrecognized and untapped potential of workers aged >=50 years: myth or fact, a study of the situation of the elderly workers in Poland. Conference Abstract presented at Work, Well‐being and Wealth. Active ageing at work. Scand J Work Environ Health. Helsinki (Finland) August 2013. Available from: wwww.sjweh.fi/www2013.php Parallel session 6A
4 (III). Workplace interventions with wellbeing and health promotion
94
Effect of Peer-Based Low Back Pain Information and Reassurance at
the Workplace on Sick Leave: A Cluster Randomized Trial
Magnus Odeen1, C Ihlebøk2, A Indahl3, Mea Wormgoor3, SA Lie4, HR Eriksen5
1
University of Bergen, Norway, 2Department of Landscape Arch. and Spatial Planning, Norwegian University of
Life Sciences, Ås, Norway, 3Clinic of Physical Medicine and Rehabilitation, Vestfold Hospital Trust, Stavern,
Norway, 4Uni Health, Uni Research, Bergen, Norway. Department of Public Health and Primary Health Care,
University of Bergen, Norway, 5Uni Health, Uni Research, Bergen, Norway. Department of Health Promotion
and Development, University of Bergen, Norway
Aim: To evaluate whether information and reassurance about low back pain (LBP) given to employees at the workplace could reduce sick leave. Methods: A cluster randomized controlled trial with 135 work units of about 3,500 employees in two Norwegian municipalities, randomized into two intervention groups; education and peer support 103 (EPS) (n = 45 units), education and ‘‘peer support and access to an outpatient clinic’’ (EPSOC) (n = 48 units), and a control group (n = 42 units). Both interventions consisted of educational meetings based on a ‘‘non‐injury model’’ and a ‘‘peer adviser’’ appointed by colleagues. Employees in the EPSOC group had access to an outpatient clinic for medical examination and further education. The control group received no intervention. Main outcome was sick leave from municipal records. Secondary outcomes were pain, pain related fear of movement, coping, and beliefs about LBP from 1,746 employees (response rate about 50 %). Results: EPS reduced sick leave by 7 % and EPSOC reduced sick leave by 4 % during the intervention year, while sick leave in the control group was increased by 7 % during the same period. Overall, Rate Ratios (RR) were statistically significant for EPSOC (RR = .84 (C.I = 0.71–.99) but not EPS (RR = .92 (C.I = 0.78–1.09)) in a mixed Poisson regression analysis. Faulty beliefs about LBP were reduced in both intervention groups. Conclusion: Educational meetings, combined with peer support and access to an outpatient clinic, were effective in reducing sick leave in public sector employees. 95
Effectiveness of a workplace mindfulness-based multi-component
intervention on lifestyle behavior
Jantien van Berkel1, Karin Proper2, Cécile Boot1, Paulien Bongers3, Allard van der Beek1
1
VU University Medical Center, EMGO Institute for Healt and Care Research, 2National Institute for Public
Health and the Environment; and Department of Public and Occupational Health, VU University Medical
Center, Amsterdam, 3TNO
Background and aim: Mindfulness training can be an effective strategy to optimize lifestyle behaviors. The aim of this study was to evaluate the effectiveness of a worksite mindfulness‐based multi‐
component intervention on lifestyle behaviors. Methods: In a randomized controlled trial design (n=257), 129 workers received an in‐company mindfulness training with homework exercises, followed by 8 sessions of e–coaching, and additionally lunch walking routes and fruit. Outcome measures were assessed at baseline and after 6 and 12 months using questionnaires. Physical activity was also measured using (Actigraph) accelerometers. Effects were analyzed using linear mixed effect models. Linear regression models were used as sensitivity analyses. Results: There were no significant differences in physical activity and sedentary behaviors between the intervention and control group after 6 or 12 months. The sensitivity analyses showed effect modification for gender in sedentary behaviour at work at 6‐months follow‐up, although the main analyses did not. Conclusion: This study did not show an effect of a worksite mindfulness‐based multi‐component intervention on the physical activity and sedentary behaviors. For future mindfulness research, intervention aims besides the cognitive dimension of lifestyle behavior could be explored. It is further recommended for worksite health promotion to also address other dimensions and combine environmental and individual components in an intervention. As standardized validated questionnaires measuring sedentary behavior at work are currently lacking, the development of such is recommended considering the growing evidence on the health effects of prolonged sitting time. 104 96
Effect of individually tailored bio-psycho-social workplace interventions
on Chronic Musculoskeletal Pain, Stress and Work Ability Among
Laboratory Technicians: Randomized Controlled Trial
Kenneth Jay1, Gisela Sjøgaard2, Lars Louis Andersen1
1
Danish National research Centre for the Working Environment, Copenhagen, Denmark, 2Institute of Sports
Science and Clinical Biomechanics, University of Southern Denmark
Background: Repetitive movement tasks with static contractions and compromised body postures are unavoidable in many occupations and are related to neck and shoulder pain. Among laboratory technicians, the prevalence of neck and shoulder pain is widespread due to typical daily work tasks such as pipetting, preparing vial samples for analysis, and data processing on a computer including mouse work ‐ all tasks that require precision in motor control and may result in extended periods of time spent in static positions. Furthermore, populations characterized by intense chronic musculoskeletal pain and diagnosed conditions such as Carpal Tunnel Syndrome in conjunction with psycho‐physiological symptoms such as stress‐related pain and soreness, lack of concentration ability, insomnia and other disabling conditions, strategies other than high‐intensity strength training may be more effective in reducing pain. One interesting multifactorial approach is to apply a combination of physical and cognitive strategies individually tailored in such a way that the participant will receive targeted training and rehabilitation in the area most needed. Methods/Design: This trial is a single‐blind randomized controlled design with allocation concealment in a two‐armed parallel‐group format among lab technicians in Denmark. The participants are allocated to a 10‐week intervention period and paralleled assigned to receive either multifactorial training or “usual care” at the worksite. The study duration is February 2014 to February 2015 with a one‐year follow up. Aim: We aim to implement two contrasting strategies at the workplace: 1. An experimental individualized multifactorial approach addressing bio‐psycho‐social elements of musculoskeletal pain such as; increasing the level physical activity through strength training, mobility training and neuro‐mechanics; lowering stress and fatigue through deliberate attention practice and learning de‐catastrophizing pain management strategies through cognitive training. 2. Participants allocated to “Usual care” will receive ergonomic education during the intervention.
The primary outcome measure is intensity of perceived musculoskeletal pain of the upper extremity by questionnaire (scale 0‐10) and secondary and tertiary outcome measures include; fear avoidance behaviour, stress, workability and physical function, respectively. Discussion: This study will provide experimental evidence to better guide workplace initiatives designed at reducing chronic musculoskeletal pain among employees with repetitive and monotonous movement tasks of the shoulders, arms and hands, while shedding light on the association between pain, work disability and stress. Clinical trials: The trial “Implementation of individualized multifactorial at the Workplace (IRMA07) –
Lab technicians“ will be registered in the ClinicalTrials.gov register (NCTxxxxxxxxxx) prior enrolment of participants. 105 97
Using sensors in the office to support knowledge workers with selfmanagement of well-being
Saskia Koldijk1, Mark Neerincx2, Wessel Kraaij1
1
Radboud University & TNO, The Netherlands, 2TU Delft & TNO, The Netherlands
The project SWELL aims to support knowledge workers to self‐manage their well‐being. We extend traditional approaches (like questionnaires and department wide interventions) by developing an interactive system that can provide situated support. In our approach (see Figure 1), behaviour data is captured with sensors and then interpreted into a format that is intelligible, e.g. the users current working context and mental state (Koldijk et al., 2012). This captured information can then be used to provide tailored interventions which are proven to be more effective than non‐tailored (Hawkins et al., 2008). We conducted an experiment to investigate which, preferably, unobtrusive and readily available sensors can be used for estimating the user’s state. 25 participants performed knowledge worker tasks, like report writing, under different working conditions: no stressors, email interruptions and time pressure. Questionnaires were used to assess the users subjective experience (NASA‐TLX, RSME, SAM, perceived stress). The following sensors were used: computer logging, video of facial expressions, Kinect 3D sensor of postures and body sensors. We found that our stressor working conditions caused experience of higher mental effort and more arousal. We also found effects in our recorded sensor data, e.g. faster typing under time pressure or activity in certain facial action units which correlated with perceived mental effort (Figure 2). Our initial analyses suggest that it is possible to estimate the user’s state from sensors in the office. This research is a first step towards tailored feedback. We aim to investigate whether giving feedback on mental state and context can give users insight in the influence of their work‐behaviour on well‐
being and can enable them to change their behaviour accordingly. We will further investigate which form and timing of tailored feedback is most appropriate for supporting self‐management of well‐
being. Figure 1 ‐ Envisioned approach. Behavior data is captured and interpreted. Intelligible information is provided as feedback for the user to adjust behavior and improve well‐being. Figure 2 ‐ Results of our research. Left part: The stressors caused differences in (computer‐use) behavior. Right part: Mental effort correlated with our sensor data of facial expression (* significant at 0.05 level, ** at 0.01 level). 98
The effectiveness of a mobile health intervention (MORE Energy) on
fatigue in airline pilots. Results of a randomized controlled trial
Alwin Van Drongelen1, Cécile R Boot1, Hynek Hlobil2, Tjabe Smid1,2, Allard J van der Beek1
1
VU University Medical Center, EMGO Institute for Health and Care Research, Department of Public and
Occupational Health, 2KLM Health Services
Background: Flight crew reports to be fatigued regularly, partly caused by irregular, long working hours, and the crossing of time zones. Fatigue can lead to impaired performance during work, and 106 prolonged fatigue can lead to several health problems. Aim: The objectives of this study were to investigate the effectiveness of an intervention consisting of tailored advices regarding exposure to daylight, optimising sleep, physical activity, and nutrition on fatigue in airline pilots. Method: 502 pilots of a large airline company were randomly allocated to a mobile health (mHealth) intervention or a control group. Inclusion criteria were having access to an Apple or Android smartphone or tablet, and not being on sick leave for more than four weeks at the moment of recruitment. The intervention group received a smartphone app with advices about optimal exposure to daylight, sleep, physical activity and nutrition tailored to individual flight schedules and personal characteristics and a website with background information. The control group was referred to the standard available information of the airline company.The primary outcome of the study was perceived fatigue (Checklist Individual Strength). Secondary outcomes were need for recovery, quality of sleep, dietary and physical activity behaviour, general health, and sickness absence. Outcomes were measured at baseline and three and six months later. Results: After six months, the intervention was significantly effective on perceived fatigue, which was lower in the intervention group compared to the control group (p<0.001). Significant effects in secondary outcomes were a reduction in need for recovery and an improvement in the quality of sleep, physical activity and a reduction in snacking. We did not find effects in BMI, sickness absence and general health. Conclusion: The m‐Health intervention was effective in reducing fatigue in airline pilots. Future research should focus on how to improve compliance to m‐Health interventions. 99
Enabling participation, health and well-being of ageing workers: A
Swedish research programme
Maria Albin
University of Lund, Sweden
‐ 107 Parallel session 6B
3 (II). The role of leadership and management in wellbeing at work
100
The Effect of Authentic Leadership and Psychological Capital on
Burnout Development, Mental Health, Occupational Satisfaction, and
Turnover Intent of New Graduate Nurses In Their First Two Years of
Practice
Heather Kathleen Laschinger1, Roberta Fida2
1
Arthur Labatt Family School of Nursing, Faculty of Health Sciences University, London, Ontario, Canada,
2
Sapienza University of Rome, Rome, Italy
Background: Nurses are the largest regulated healthcare provider group in Canada, but with an aging workforce, attention to creating work environments that retain newcomers to the profession is important for sustaining the future nursing workforce. Workplace conditions that empower employees to optimize work performance are known to enhance employee well‐being and retention (Kanter, 1977). Aim: The purpose of this study was to investigate the influence of authentic leadership (AL), an organizational resource, and psychological capital (Psycap), an intrapersonal resource, on new graduate burnout development, mental health, and occupational satisfaction over the first year of practice. Method: This two‐wave study utilized data gathered in 2010 (T1) and in 2011 (T2) from a sample of newly graduated nurses within their first two years of experience in acute care hospitals in Ontario, Canada. The final sample consisted of 205 matched cases who completed questionnaires mailed to their home addresses at both time frames, (response rate: 59.9 %). We used 5 standardized questionnaires: Authentic Leadership Questionnaire (Avolio, et al. 2007), Psychological Capital Questionnaire (Luthans et al. 2007b), Maslach Burnout Inventory‐General Survey, Shaver and Lacey’s (2003) Work and Career Satisfaction questionnaires, and Mental Health Index‐5 (Ware and Sherbourne 1992). The hypothesized model was tested using structural equation modelling in MPLUS 7.0. Results: The model showed a good fit, (χ2(83) = 150.93, p < .01; CFI =.95; TLI = .93; RMSEA = .063). Both AL and Psycap at T1 significantly affected both emotional exhaustion and cynicism one year later (burnout development). Moreover both emotional exhaustion and cynicism significantly affected all three outcomes (mental health, job and career satisfaction), above and beyond their stability (although cynicism did not affect mental health). The model explained 58 % of the variance of mental health, 64 % of the variance of work satisfaction and 57 % of the variance of career satisfaction. Conclusion: Our results suggest that among newly graduated nurses, both organizational and intrapersonal resources (authentic leadership and psychological capital) may prevent burnout development and subsequent mental health problems, contribute to greater work and career satisfaction, and lower intentions to leave their job or the profession. 108 101
Health promoting leadership - a structure to build capacity of health in
a healthcare organization
Marcus Strömgren
Royal Institute of Technology School of Technology and Health Health Systems Engineering Ergonomics
Background: Systematic and sustainable organizational development is often seen as a key strategy in developing workplace health promotion among employees. Control, harmony and engagement in a positive way have shown to strengthen employee health. Manager knowledge and skills in health‐
promotion and the organization´s structures and policies are important for developing a health‐
promoting workplace. Successful examples of building capacity for health include employer efforts of health‐promoting ways of organizing work. Issues of healthcare leadership have been in focus in recent years and it is likely that management, leadership and empowerment will be very important for future organizational development. Aim: The aim is to explore and describe how capacity for health‐promotion can be built in a healthcare organization. ‐ What are the conditions for developing health‐promoting leadership? ‐ How does an intervention for health‐promoting leadership influence employees´ health and sick leave? Is it possible to build capacity for health during ongoing development work? Method: The study is following an ongoing intervention of building and organizing capacity for health at four workplaces. Managers from the participating intervention units were scheduled to meet six times, 2,5 hours at each time, to work with a training program for the development of a health‐promo‐
ting leadership. The program concerns analysis, reflection and development of work environment such as preconditions for workplace health, dimensions of health‐promotion, structures in health‐promoting work and support and barriers for health‐promotion. The meetings are supported by two process leaders whose function is to provide structure for each meeting and guide the managers in the training program. The study design is a longitudinal study with surveys at three occasions during three years as well as with qualitative interviews with managers. Data is analyzed with multivariate analysis focusing on correlations between leadership and health‐related outcomes. Content analyses of the interviews are performed. Data is compared to units where other development work (lean) is implemented. Results: Results from baseline survey shows positive mean‐value of job satisfaction, 76 % were satisfied/very satisfied while 22 % were not satisfied with work environment. 65 % had sickness‐
presenteeism and 54 % had more than 4 days of sick‐leave last 12 months. Results from the one year follow up data are going to be presented at the conference. Conclusion: Continuous evaluation of interventions in healthcare is needed and the study will provide knowledge about what is sustainable and efficient in the area of workplace health promotion. 109 102
Human resources managers' views on the Belgian Active Aging Plan
Bart Vriesacker
Faculty of Medicine and Health Science, University of Antwerp, Antwerp, Belgium
Background: In October 2012, new Belgian legislation obliges companies with >20 employees to set up an ‘Active Aging Plan’ (AAP). This legislation frames in the Europe‐2020 strategy which aims to maintain or increase the company’s amount of employees aged 45 years or older. Aim: The current study aims to investigate companies’ a) anticipated focus concerning content in an AAP, b) knowledge on financial support provisions for an AAP and c) expectations of an AAP implementation. Method: In February‐May 2013, a cross‐sectional study was set up consisting of an online survey. This survey targeted participants of AAP information sessions, organized by an Occupational Health Service. All 268 participants in 15 sessions received an invitation to participate in this online survey 1 week prior to the session. 179 (67 %) participants completed the survey. Result: The most prevalent anticipated content focus for an AAP was overall diverse: knowledge transfer from experienced to young employees (60 %), ergonomic improvements to reduce musculoskeletal disorders (49 %), age specific reduction of work hours (41 %), psychosocial interventions to prevent stress and burn‐out (39 %), investments on training for older workers (31 %), focus on job matching (29 %), and sickness absence and return to work measures (24 %). No notable differences were found in the listed topics according to company size or percentage of employees aged 45 years and older. 10 % of the participants had prior experience with filing an application for financial support provisions for AAP. Mainly large companies (19 %; p<0.05) are aware of provision possibilities. Most respondents (52 %) evaluate the chances that their active ageing plan will be implemented in the next 2 years as high to very high. Conclusion: Since companies intend to mainly focus on human resource‐themes and occupational health‐themes, Occupational Health Services should take up the challenge to guide companies in the AAP. Federal Government may enhance their communication on financial support provisions to increase participation of especially smaller companies and ameliorate the status of diversity in age at the workplace. We recommend the federal government evaluation to control on real plan implementation. 103
A meta-analysis on the relation between transformational leadership
and employee well-being
Sylvie Vincent-Hoeper, Anna Heimann, Sabine Gregersen, Albert Nienhaus
Insurance Association for Health Service and Welfare Work, Germany
Background: For decades of leadership research, subordinates’ health has not been frequently investigated as a relevant factor for leadership effectiveness. Factors like productivity, employee job motivation, and job satisfaction appear as definitions of successful leadership. However, in recent 110 years we observe a growing interest in analyzing the impact of leadership behavior on employees’ health and well‐being. This is reflected by a tremendous increase of publications on this topic in the last five years. In the current research on leadership and well‐being, the concept of transformational leadership has received considerable attention and has been the factor most frequently linked to positive and negative aspects of employee well‐being, compared to other leadership theories. Three reviews on leadership and employee well‐being come to the conclusion that it remains still unclear in what ways and to what extent leaders influence the health of their employees. Aim: The aim of our study was therefore to conduct meta‐analysis to gain knowledge about the size of the relation between transformational leadership and employee well‐being. For the analyses we differentiated between positive and negative indicators of employee well‐being. Method: Primary studies that were included in this research synthesis provided correlation coefficients based on single‐source self‐report data from working adults from various industries. Applying a random effects model, the study meta‐analyzed 247 correlations from 85 independent sources including published as well as unpublished studies while combining data from 33,208 employees from 18 countries. Results: The analyses showed that transformational leadership is significantly related to employee well‐being. Furthermore, the results indicated that transformational leadership is more strongly related to positive than to negative employee well‐being. The extent of correlation tends to depend on the choice of the outcome measure. Conclusion: Overall, the results supported the assumption that a transformational leadership style might work as a resource for employees. We suppose that there might be different mechanisms underlying the relations of transformational leadership with positive and negative aspects of employee well‐being. We discuss the result with regard to the theoretical framework of the job demands‐
resources model and provide implications for further research. Furthermore, our findings advance the understanding of how leaders can enhance employee well–being in practice. 104
Health-relevant leadership behavior: A comparison of leadership
constructs
Sylvie Vincent-Hoeper
Insurance Association for Health Service and Welfare Work, Germany
Background: There is empirical evidence that leadership behaviour is related to employee well–being. Most studies have analyzed the relation between individual leadership constructs and indicators of employee well–being. However, there has been no systematic comparison of different leadership constructs with respect to their impact on different indicators of employee well–being within the same sample. Aim: The aim of our study was therefore to compare different leadership constructs with respect to their relation to positive and negative indicators of employee well–being. Method: The sample consists of 1,045 health care workers. We conducted significance tests of correlation differences and hierarchical regression analyses, in order to identify the best leadership predictor for employee well–being. 111 Results: Our analyses reveal that leader–member exchange is able to explain the greatest portion of variance and that the other leadership constructs fail to add substantial additional variance. Conclusion: Our findings advance the understanding of how leaders can enhance employee well–
being and provide implications for research and practice. 105
Health and development promoting leadership behavior: A new
integrative approach
Sylvie Vincent-Hoeper
Insurance Association for Health Service and Welfare Work, Germany
Background: Decades of research into leadership effectiveness paid infrequent attention to subordinates’ health and well‐being as a relevant outcome. There is now, however, growing interest in analyzing the impact of leadership behavior on employees’ well‐being. The consensus in research literature is that leaders affect employees’ well‐being in the workplace, but it remains unclear to what extent and in what ways. The pathways and mechanisms underlying the relationship between leadership and employee well‐being are not yet well understood. There is, therefore, a need to clarify the characteristics of health‐promoting leadership behavior. Current research into the relationship between transformational leadership and subordinates’ well‐
being found that different work characteristics – e.g. meaningfulness, role clarity, and opportunities for development – mediate this relationship. These findings suggest that future research would benefit from developing a framework that combines research on leadership and well‐being on the one hand and on work characteristics and well‐being on the other hand. Aim: This integrative approach builds the foundation of a new survey instrument that assesses health and development promoting leadership behavior by measuring leaders’ direct impact on employees’ work characteristics. The aim of this study was to validate the instrument across three countries (Germany, France, and United States), based on an overall sample of 2.934 employees. Method: The employees assessed their direct supervisors’ behavior. In addition, data on their well‐
being was collected. The scale dimensions were tested with confirmatory factor analysis. Results: The leadership scales show good psychometric properties and substantial correlations with indicators of employees’ well‐being. An examination of the leadership scales revealed three underlying higher order factors: demanding leadership, development‐oriented leadership and support‐oriented leadership. Hierarchical regression analyses show that these leadership factors explain an incremental amount of variance beyond and above transformational leadership in all indicators of well‐being. A model of health and development promoting leadership behavior is presented which helps to clarify the interplay of different leadership behaviors regarding their impact on employee well‐being. Conclusion: To conclude, strategies for the enhancement of employees’ health and development and implications for the design of evidence‐based interventions aimed at the management of stress and its reduction or prevention by the supervisor are discussed.
112 Parallel session 6C
Symposium. The birth, rise and success (or fall?) of an intervention project
106
The birth, rise and success (or fall?) of an intervention project. GodA –
a project set up to test a model of the prerequisites for a healthy
workplace
Per Lindberg1, Ingrid Anderzén2, Susanne Gustafsson3, Thomas Karlsson4, Annika Strömberg5
1
Dep. of Occupational and Public Health Sciences, University of Sweden, 2Department of Public Health and
Caring Sciences, Uppsala University, Sweden, 3Department of Occupational and Public Health Sciences,
University of Gävle, Sweden, 4Centre for Musculoskeletal Research, Faculty of Health and Occupational
Studies, University of Gävle, 5Department of Social Work and Psychology, University of Gävle, Sweden
With the ongoing GodA‐project as a starting point, the main purpose of this symposium is to discuss methodological aspects of intervention research. The GodA‐project ‐ an introduction and some baseline results, presented by P. Lindberg Conditions in today’s working life make new approaches necessary in order to limit negative health effects of working life and to enhance wellbeing and health at work. Despite rather progressive legislation, a century of labour inspections, and the efforts of thousands of occupational health personnel, still around 20 % of the Swedish workforce report to have had work‐related disorders other than accidents during the last year (1). Even if this “elimination approach” partly has succeeded, it´s obvious that it is insufficient or inadequate for a working life where key issues for progress are motivation, cooperation and creativity (2). In order to achieve a sustainable working life, not the least to coop with issues related to the ageing population in the developed countries, it is likely that strategies and actions from different and new angles are needed. Healthy workplace has been defined as an organization that maximizes the integration of worker goals for wellbeing and company objectives for profitability and productivity (3). It is noteworthy that the notion healthy workplace is not a substitute for good work environment, it is a consequence. Different models, e.g. the PATH‐model by Grawitch et al. (4) show a synthesis of earlier research in a number of different disciplines and frames how a healthy workplace with wellbeing for the individual and organizational improvements can be achieved. Five general categories of healthy workplace practices were identified in the literature: work‐life balance, employee growth and development, health and safety, recognition, and employee involvement. Previous research also suggests that the link between these practices and employee and organizational outcomes is contingent on the effectiveness of communication within the organization and the alignment of workplace practices with the organizational context. The GodA‐project aims at investigating if work place strategies in line with the PATH‐model lead to better health and wellbeing among the employees as well as organizational improvements. The GodA project is a 2 year follow up study with a survey feedback design in three companies with both blue‐ and white collar workers within the energy sector. One of the companies serves as “intervention company”, the other two as controls. The project started out with a pre‐project, by means of focus groups and individual interviews, in 2012 in order to find out how employees and managers in the three companies describe the concept of a healthy work environment, what they consider to create well‐being at work, and how they perceive their own work environment: 113 What factors are important for well‐being at work? presented by T. Karlsson In 2013 a baseline questionnaire where was sent out including items a) based on the results from the pre‐study, and b) well‐established questions and indices on health and work environment. The results from the survey have been reported back to the companies, which now are processing their results. Research question to be presented and discussed at the symposium: Is there a balance between factors of importance for wellbeing at work and the extent to which they are present at the workplace? presented by P. Lindberg. Is there a correlation between psychosocial work climate indicators and work‐related well‐being? presented by I. Anderzén. The PATH‐model emphasizes internal communication as critical in establishing a healthy workplace. As the baseline results show that the communication is not very well developed, this is the primary target for our intervention. We will demonstrate a method for how the survey data are presented back to the intervention company and how they are going to work with the results to improve their work environment, and at the same time enhance communication skills. After our presentation we invite the audience to discuss both the GodA‐study and more general methodological issues when conducting intervention‐studies, e.g:  When is a company ready (mature) to take part in research activities?  What are the pitfalls in workplace intervention studies?  To what degree can the researchers interact at the workplace and still be objective?  What is the value of focusing on the items that the employees responded to in the survey? References 1. Swedish Work Environment Authority. Work ‐related disorders 2010 ‐ Arbetsmiljöstatistisk Rapport 2010:4. Stockholm: Swedish Work Environment Authority. & Statistics Sweden 2010. 2. Aronsson G, Gustafsson K, Hakanen J. On the development of a positive work‐life psychology. In: Christensen M, editor. Validation and test of central concepts in positive work and organizatinal psychology The second report from the Nordic project ʹPositive factors at workʹ. TemaNord 2009:564. Copenhagen: Nordic Council of Ministers; 2009. p. 93‐4. 3. Sauter S, Lim S, Murphy L. Organizational health: A new paradigm for occupational stress research at NIOSH. Japanese Journal of Occupational Mental Health. 1996;4:248‐54. 4. Grawitch MJ, Gottschalk M, Munz DC. The path to a healthy workplace: A critical review linking healthy workplace practices, employee well‐being, and organizational improvements. Consulting Psychology Journal. 2006;58(3):129‐47. 107
What factors are important for well-being at work?
Thomas Karlsson
Centre for Musculoskeletal Research, Faculty of Health and Occupational Studies, University of Gävle, Sweden
‐‐‐ 114 108
Is there a balance between factors of importance for wellbeing at work
and the extent to which they are present at the workplace?
Per Lindberg
Dep. of Occupational and Public Health Sciences, University of Sweden
‐‐‐‐ 109
Is there a correlation between psychosocial work climate indicators
and work-related well-being?
Ingrid Anderzén
Department of Public Health and Caring Sciences, Uppsala University, Sweden
‐‐‐ Parallel session 6D
13 (I). Measuring wellbeing at work
110
Measuring Wellbeing - the Vitaliberty Integrated Corporate Health and
Wellbeing Index (CHW-Index / moove-Index)
Ulrich Schweiker, Nina Mareen Junker
Vitaliberty Ltd., Germany
Vitaliberty offers innovative corporate health management solutions (iCHM) using Internet‐based individual questionnaires in addition to medical check‐ups to monitor the current health and wellbeing status of corporate workforces, confidential telephone health coaching calls to evaluate results of the assessment and set individual goals and methods and accompany its achievement, develop state‐of‐the‐art e‐learning programs to enhance understanding, knowledge, and skills, and we integrate tools and supporting smartphone apps to assess changes in order to continuously and sustainably improve the health and wellbeing of workforces and consequently their contribution to corporate success.There are many scales in use that assess various aspects of health and wellbeing from different perspectives (predominantly health risk, work‐life balance; employability; engagement, etc.). We are lacking, however, a tool that enables a comprehensive view. We integrated many existing (reliable and validated) scales, added new aspects, reduced overlaps, and we are currently testing the new comprehensive corporate health and wellbeing questionnaire with different groups of customers.In this contribution to the conference we will explain the criteria used in developing the new questionnaire, illustrate its construction, and present first results from corporate customers. The next step will be the global multi‐language and multi‐culture validation in cooperation with global players among our customers.
115 111
KivaQ - How to get extremely high response rates in personnel
questionnaires
Ove Näsman1, Guy Ahonen2, Minna Nylund3
1
The Archipelago Academy for Wellbeing at Work, 2Finnish Institute of Occupational Health, 3KivaQ OyAb
Introduction: A very common problem in monitoring workplace wellbeing is the low response rates in questionnaires, sometimes even under 50 %. Objective: To create a questionnaire with high response rate. Method: The KivaQ web questionnaire www.kivaq.fi is a short but comprehensive workplace wellbeing questionnaire consisting of only seven standard questions. Optional are up to 20 additional questions and the possibility to register gender and age. The personnel in a bigger organization can be divided into groups by 10 different criterias with a maximum of 100 options for each criteria. Results: The KivaQ has been used for 20 years in Finland. In the FEELIT project 2011‐2013, the questionnaire was used as baseline and also for follow up after the initial Metal Age (www.mediona.fi) planning sessions. The response rate for the baseline was 91 % (N 1000), 89 % for the first follow up and 87 % for the second follow up. Conclusion: The FEELIT project indicates that it is possible to get extremely high response rates in workplace wellbeing questionnaires. 112
The biological correlates of burnout symptoms
Robert-Paul Juster
Integrated Program in Neuroscience, McGill University Centre for Studies on Human Stress, University of
Montreal
Background: Chronic stress causes the stress hormone cortisol to strain many biological systems in a measurable process called allostatic load (AL). Using a clinical AL algorithm, we investigated whether burnout would be associated with distinct cortisol profiles and physiological dysreguation. Methods: Study 1 included fifteen neuroendocrine, immune, metabolic, and cardiovascular biomarkers from 30 healthy workers. Study 2 included twenty biomarkers collected from 86 young adults working and/or studying. Biomarker values were transformed into an AL algorithm based on clinical norms and grouped. Diurnal cortisol was measured at five time points (awakening, 30 minutes after awakening, 2:00PM, 4:00PM, and before bedtime) over two days. Well‐validated questionnaires of chronic stress, burnout, and depression were administered. Results: Results from Study 1 and Study 2 collectively demonstrate that increased AL is associated with increased chronic stress and burnout symptoms. The High AL group demonstrated lower morning cortisol levels compared to the Low AL group (Study 1) and compared to a Medium AL group (Study 2). Conclusions: These findings provide support for the utility of a clinical AL index that is sensitive to physiological recalibrations intermittently observed in burnout research such as dampened cortisol 116 levels. The incorporation of AL algorithms tailored for clinicians and the use of salivary cortisol sampling might prove beneficial in informing refined diagnosis, treatment, and preventative strategies.
113
Work stress and physiological response: The role of Interleukin 6
Damiano Girardi1, Alessandra Falco1, Davide Carlino2, Paula Benevene3, Nicola Alberto De Carlo1
1
Department FISPPA, Section of Applied Psychology, University of Padova, Italy, 2Clinic of Psychiatry,
University of Trieste, Italy, 3LUMSA, University of Roma, Italy
Background: Research on work‐related stress has shown that exposure to stressful situations (stressors) negatively affects the health of the worker. In this process, an important role is played by the physiological response of the individual, which mediates the relationship between stressors and health consequences (Ganster & Rosen, 2013). However, while several studies have showed an association between stressors and stress hormones such as cortisol and catecholamines (Semmer et al., 2004), little attention has been paid to pro‐inflammatory cytokines (e.g., Interleukin 6, IL‐6), which, according to the Allostatic Load (AL) model, are considered primary mediators in the stress response (Juster et al., 2010). Moreover, while several studies have showed an association between life stress and IL‐6, empirical research in work‐related stress domain is still scarce. Aim: To test the association between job stressors and IL‐6 in a sample of healthcare workers. According to the Job‐Control Model (JD‐C) and the Effort‐Reward Imbalance model (ERI), job demand, job control and job rewards were considered as a risk/protecting factor. Additionally, the joint effects of high job demand and low job control (i.e., high job strain), as well as the lack of reciprocity between effort and reward (i.e., high efforts and low reward), were considered as a source of stress. Method: The study involved 122 employees belonging to an Italian healthcare organization. Job demand, job control and job rewards were determined using Qu‐Bo Test, an instrument standardized for the Italian context (Author et al., 2008). Serum IL‐6 levels were measured by high‐sensitivity ELISA kits. Results: Job control and job reward were negatively associated to IL‐6, while the association between job demand and IL‐6 was positive but marginally significant. Additionally, workers with high job strain (high demand and low control) had higher levels of IL‐6 than workers with low job strain (low demand and high control). Finally, workers who experience effort‐reward imbalance (high efforts and low reward) had higher levels of IL‐6 than workers who experience low efforts and high rewards. Conclusion: Work related‐stress is associated with IL‐6. Therefore, according to the AL model, IL‐6 may be considered as a primary mediator in the stress response. Our study has some practical implications. Occupational physicians and psychologists could assess levels of IL‐6 in order to detect work‐related stress. Therefore, intervention aimed at reducing stress may be adopted for individuals with high levels of IL‐6 before the onset of manifest health consequences. 117 114
DOSES - Danish observational study of eldercare work and
musculoskeletal disorders. Design of a prospective workplace study
among eldercare workers
Kristina Karstad1, Anette Fauerskov B Jørgensen1, Karen Søgaard2, Reiner Rugulies1, Andreas Holtermann1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Institute of Sports
Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark
Background: Musculoskeletal disorders (MSD) are highly prevalent among Danish eldercare workers entailing considerable consequences for the individual and society. Reviews indicate that eldercare workers have high exposure to both physical demands and adverse psychosocial working conditions that may contribute to the high MSD prevalence. However, it is unclear whether physical demands and psychosocial working conditions affect risk of MSD independent of each other or whether they act together in a synergetic or antagonistic way. Further, recent reviews have pinpointed several methodological limitations in the literature on work‐related MSD: isolated focus on either physical or psychosocial work environment factors, overreliance on self‐reported measures, insufficient adjustment for potential confounders, and inadequate follow‐up on the recurrent and fluctuating patterns of MSD. Aim: The aim of this project is to examine the independent and the combined effect of physical work demands (measured by direct workplace observations and objective methods) and psychosocial working conditions (measured by direct workplace observations) on risk of MSD (defined as lower back pain (LBP) and neck/shoulder pain (NSP) measured by monthly text messages) in a cohort of Danish eldercare workers. Method: This is a prospective cohort study with a one year follow‐up. We aim to recruit approximately 470 eldercare workers from 20‐25 Danish nursing homes. At baseline, we assess physical demands (patient handling activities, use of ergonomic device, external load) and psychosocial working conditions (interruptions, impediments, emotional, social interactions between care worker and resident) by standardized workplace observations supplemented by self‐reported measures. Physical demands are also assessed by diurnal objective measurements of participantʹs physical activities, postures and movements. During follow‐up, participants are asked monthly via text messages about LBP and NSP (number of days with pain and pain intensity) and MSD‐related sickness absence. Results: In spring 2013, we conducted pilot tests of the observational method in three nursing homes. The main project started in September 2013 and by December 2013 baseline collection was completed at five nursing homes. At the conference, we will present the study design in more detail and present some preliminary data from the first workplace observations. The project is expected to be completed in 2016. Conclusion: We developed a novel approach combining workplace observations of physical demands and psychosocial working conditions in real‐life work situations with monthly assessments of MSD via text messages. We expect that this approach will provide more precise and valid information about work‐related risk factors of MSD than conventional questionnaire studies. 118 KEYNOTE VII
Building work engagement: Research evidence and positive workplace
interventions
Jari Hakanen
Finnish Institute of Occupational Health, Helsinki, Finland
Introducing myself: Jari Hakanen is a research professor in the Finnish Institute of Occupational Health and an adjunct professor in social psychology in the University of Helsinki. His research focuses on positive occupational health psychology, e.g. on work engagement, job demands‐resources model, job crafting, servant leadership, and work‐family interaction. He has also conducted research on job burnout and workaholim. In addition, he has been developing evidence‐based positive interventions for organizations. Introducing my topic: In my talk, I will present a conceptual framework to foster work engagement and positive organizational behavior in the workplaces. I will also present research examples what organizations, leaders, and employees themselves can do in order to contribute to employee well‐being and thriving. Drawing on the on‐going “Spiral of Inspiration – Innovative and flourishing workplaces” research and development project to be carried out in 60 Finnish organizations, I will present overview of three evidence‐based positive workplace interventions targeted at the individual, team, and organizational level. These interventions focus on job crafting, team engagement and innovativeness, and servant leadership. Preliminary experiences and results of the interventions will be presented. 115
The build environment can shape human behaviour and mental
conditions
Casper Holm
Régime - Behavioral Architecture & Design
This presentation will submit results from using Behavioral Architecture, a paradigme shift in the build environment that designs a healthy and productive work‐life, based on scientific theory about the human condition. The reconstruction of the space at Radio24syv (Danish media channel) will be the case that makes new thinking about work environments probable and well worth exploring. Humans are inherently a sensing creature that builds reality with an innate judgement of what is useful or dangerous in the surroundings. But in the post‐industrial world we approach work as a detached thinking machine surrounded by a constructed environment ‐ the office. A habitat often so under developed that no zoologists could make herself contain any animal in it. Distraction, noise, unclear workflows, ambiguous socialities, restoration deficit and weak identification with the organisation character. These issues is not only a key element in the danger of modern work‐life, causing conditions like stress and depression, but also tabs into an unrealized potential productivity. In the following I will use 3 examples of design decisions in Radio24syv based on principles from 119 science about spatial effects on humans. 1. How our innate judgements about our environments as carried by the Savannah theory, helps create an office landscape less distractive and laid out in diversified work‐type zones that are mutual beneficial instead of creating friction between groups. 2. How to reduce the effect of data carrying noise on concentration by principles in Rachel Kaplands Attention Restoration Theory. 3. How design as an aesthetic exercise, in itself, contribute to community cohesion by the idea of evolutionary aesthetics. There is still a lot to be known about exactly what in the build environment is producing what behavioural effect and mental condition. But we do know there is an effect. From the mental condition rendered by a sunset to the productivity boost produced by exposure to nature and how an artificial fly in the urinals of an airport bathroom make the males aim straighter. The research is still very young but in the perspective of wellbeing at work, very promising. Casper Holm is Strategic Design Analyst and founding partner of Régime, A studio practicing Behavioral Architecture & Design. Parallel session 7A
4 (IV). Workplace interventions with wellbeing and health promotion
116
Growing Well Being at Work with the Well Being Tree
Noortje Wiezer1, Jennifer Lunt2, David Fishwick2, Andrew Curran2, Ed Robinson2, Zofia Mockallo3, Vincent
Grosjean4, Roger Persson5, Lars L Andersen6
1
TNO, Hoofddorp, The Netherlands, 2Health and Safety Laboratory, Buxton UK, 3Central Institute for Labour
Protection - National Research Institute, 4INRS, Vandoeuvre Les Nancy, France, 5Departmentof Psychology,
Lund University, Sweden, 6The National Research Centre for the Working Environment, Copenhagen,
Denmark
Introduction: Wellbeing at work remains important. Poor well‐being of workers result in costs for society and for workplaces, due to increased sick leave and presenteeism. Even, or maybe especially in difficult economic times, and with an aging workforce, working on sustainable productivity by working on employees wellbeing at work matters. Methods: A Delphi exercise among wellbeing experts from across Europe was undertaken to define wellbeing, and wellbeing drivers. Through structured discussions with these experts a model of wellbeing is developed: The Wellbeing Tree. In the Wellbeing Tree wellbeing contributors, or ‘antecedents’ are portrayed as the roots system, grouped by roots into individual, job environment, organizational and societal influences. Consequences or outcomes can be grouped by branches in the same way, with specific outcomes denoted as ’fruits’. The impact of environmental (job, organization 120 and societal) conditions upon wellbeing can be communicated through the tree. Investments in wellbeing can be represented as generating a large fruit yield. Economic austerity and hard times can conveyed through less tree growth and less fruit yield where no attempt is made to protect staff wellbeing. Case studies and research activities will be plotted on the tree and linked to the ‘roots’ and the ‘fruits’ that are covered in the studies. At the Wellbeing at Work conference in 2012, the abstracts of participants were plotted into the tree as well. The same will be done at the conference in 2014. Results: At the conference we will present one of the two interactive wellbeing trees. Both tree versions are separated into two levels. The first level explains the purpose of the tree, the second level provides labels. Labels are revealed by dragging the mouse over the tree to open up ‘pop up text boxes’. We will also present the first link with case studies. Finally the abstracts of this year’s conference will be plotted into the tree. Differences and overlap with the abstracts of the conference two years ago will be presented. Discussion: Although wellbeing at work is important, for employers there are still barriers to start programs to improve wellbeing of their employees. Lack of knowledge on wellbeing, on the determinants of wellbeing is one of these barriers. With the Employer version of the Well‐being Tree we not only aim to increase the knowledge of employers, but also to present them with case studies of interventions that are implemented in organizations throughout Europe. By plotting the abstracts into the tree, it will be clear what the focus is of research activities and where gaps still needs to be filled. 117
Applying What We Know To Create Healthy Workplaces
Cristina Banks
University of California, Berkeley, United States
Background: Globally, we are getting sicker, and in the US and elsewhere we are facing a tsunami of health care costs that may equal or surpass our most recent financial crisis as Baby Boomers age and live longer and all Americans eat poorer food and live more stressful lives. It appears that globally, the public is actually interested in becoming healthier, and we can capitalize on this trend. But, individuals have difficulty doing it alone, and “quick fix” diets, exercise regimens, job and organization redesign have not improved people’s health and well‐being appreciably. Promoting health and well‐being in the workplace provides an important opportunity to reach a huge number of people where they spend the majority of their time. Aim: This paper is an interdisciplinary review of the effectiveness of various workplace health and well‐being interventions, with a focus on the underlying scientific basis for why these programs work. Our goal is to “build” the first comprehensive, systematic, and evidence‐driven template of the healthy workplace. Method: We conduct case studies of organizations that have implemented interventions in the following areas: worksite health promotion, illness and injury prevention, well‐being design, psychosocial and emotional interventions, ergonomics, nutritional education and food access, organizational justice and fairness, work/family balance, mindfulness practices/spirituality. Results: We identify the 10 strongest evidence‐based best practices to create a healthy workplace across these nine major areas. We also describe reasons why many workplace health and well‐being 121 interventions fail, including low participation rates, failure to address health as a multipronged issue, and placement of health promotion programs outside the work itself, rather than building such programs into regular work. We find evidence that businesses “buy in” to such programs because: 1. a healthier workforce will be more productive and decrease costs and, more importantly, 2. they enable competitive advantage. Conclusion: After careful consideration of this literature, we believe that in order to address the health crisis in any significant way, we need to address the way we live and what we experience day to day at work. The change must be multi‐pronged and experienced as a new way to work and be at work. By doing so, employees are likely to adopt healthier living and working habits because these will be “baked” into their work and workplace experience. 118
Prevention package interventions for sectors at high risk of attrition
and burnout
Mari-Ann Flyvholm, Louise Hardman Smith, Laura Veng Kvorning, Christina Madsen, Angelika Dziekanska
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: A Danish governmental initiative provides prevention package interventions directed at improving the working environment in sectors at high risk for attrition and burnout. Enterprises within the selected sectors can apply for prevention packages at The Fund for Better Working Environment and Labour Retention. Sector specific prevention packages are developed by the Working Environment Authority and NRCWE. The content of the prevention package interventions are based on scientific evidence, survey data, statistics and administrative data. The prevention packages provide simple and easy predefined ‘do‐it‐yourself’ workplace intervention projects with tools and ideas to improve the physical working environment (musculoskeletal exposures) or the psychosocial working environment. NRCWE has evaluated the reception and implementation of the prevention packages in the first three sectors. Aim: This presentation provides an overview of the sectors receiving prevention packages, the prevention package intervention design and the evaluation of the reception and implementation. Method: The selection of sectors is based on statistical data on sickness absence, early disability retirement and optional early retirement. To evaluate the acceptance and implementation of the prevention package questionnaires were distributed to managers and employees at all workplaces receiving a prevention package during the first year, and qualitative data were collected at three workplaces for each prevention package. Results: A total of 16 sectors were listed to be at high risk for attrition and burnout. Within the first year implementation of prevention packages for ‘building and construction’, ‘home and residential care’ and ‘motor vehicle repair’ were evaluated. About 500 enterprises in these sectors received a prevention package. The total number of employees was 6,376. Among employees in the three aforementioned sectors, 49 %, 46 % and 73 % respectively answered that the prevention packages to a high or very high degree had fulfilled the needs of the workplace. More than half of the employees reported that their workplace had benefitted from the prevention packages (54 %, 55 % and 79 % 122 respectively). From 86 % to 93 % of the managers answered that, similar workplaces could benefit from a prevention package. Suggestions for improvements were used for development of prevention packages for the next sectors. Conclusion: In general the workplaces were satisfied with the prevention packages they had carried out. 119
The path from planning to evaluation. Conceptualizing organizational
level interventions as a series of translations
Johan Simonsen Abildgaard1, Karina Nielsen2
1
University of Copenhagen & National Research Center for the Working Environment, 2University of East
Anglia
Background: Organizational level interventions (OLIs) to improve employee well‐being are primarily evaluated using effect evaluation and only secondarily process evaluation. Recent reviews of the literature on OLIs underline the necessity for increased knowledge of what mechanisms drive change (Cox, Taris, & Nielsen, 2010; Egan, Bambra, Petticrew, & Whitehead, 2009; Murta, Sanderson, & Oldenburg, 2007; Nielsen, 2013). Aim: To address these limitations, this study employs a theoretically driven qualitative approach to expand the knowledge of the processes from initial planning to completed implementation of the intervention. Methods: A participatory OLI was applied in two postal areas of the postal service in Denmark. Field study and interview data from the two intervention groups is used to illustrate the critical points in the intervention process, especially illuminating the points of translation where, for instance, prioritized work environment problems are translated into action plans, or action plans are translated into implemented solutions. This use of “translation” as an analytical lens is based on both Scandinavian neo‐institutional theory (Czarniawska‐Jörges & Sevón, 1996; Røvik, 2007, 2011) and actor‐network theory (Callon, 1986). Furthermore the importance of sensemaking (Weick, 1995) is discussed with the regard to importance for intervention support and outcome. Results: The analysis illuminates the mechanisms of OLI progress and shows the importance of contextual factors influencing the progress of the interventions. Results indicate that the translations between phases are vulnerable points in the OLI especially reliant on employee and manager participation and sensemaking. Achieving this participation in the OLI is problematic though, as production goals often overrule the OLI, and changes in management makes continuity in the OLI difficult. Conclusion: This study shows that there is a great deal of knowledge to be gained from conducting detailed process analysis of OLI efforts to increase well‐being. It also underlines the interaction between the OLI and the organizational context, hereby putting focus in the complex processes that form the surroundings of OLIs. From this study we learn how qualitative organizational research methods can improve the knowledge of what processes affect the outcome of OLIs. 123 120
Participation in health promotion programs among employees:
preferences, barriers, and facilitators
Anne Rongen, Suzan Robroek, Alex Burdorf
1
Department of Public Health, Erasmus University Medical Center Rotterdam, the Netherlands
Background: Health promotion programs (HPPs) may improve employeesʹ lifestyle. However, participation in HPPs is usually modest. Aim: Gain insight into employee’s preferences for HPPs and whether they match with what organizations offer, and identify barriers and facilitators for and determinants of intention to participate and actual participation. Method: Employees of two organizations were included in a six‐month longitudinal study (n=744). By questionnaires, information was gathered at baseline about demographics, health, lifestyle, health locus of control (HLOC), preferences for HPPs, barriers, facilitators, social‐cognitive factors, moral beliefs, and intention towards participation. Actual participation was assessed at follow‐up. By interviews, information was collected on HPPs offered by the organizations. Logistic regression analyses were conducted to study the associations with participation. Results: Most employees preferred HPPs via their employer over at their own discretion and HPPs addressing physical activity. Agreement between preferred and offered HPPs was highest for HPPs addressing physical activity (69 %), followed by stress management (56 %), nutrition (46 %), health risks (45 %), and quitting smoking (24 %). At baseline, 26 % had a positive intention towards participation, and during follow‐up 11 % actually participated. Perceiving pressure from colleagues and supervisor to participate, finding participation important, a higher internal HLOC, and a positive intention contributed to actual participation. However, only 21% of those with a positive intention actually participated. Various barriers and facilitators for intention to participate were identified, but could not be demonstrated for actual participation, possibly due to low numbers. Conclusion: Most employees were interested in HPPs via their employer and for particular HPPs, the preferences were well‐matched by the HPPs organizations offered. However, although a positive intention was a determinant of actual participation, only few employees turned intention into action. Perceived barriers and facilitators were associated with intention to participate but hardly influenced actual participation. 124 Parallel session 7B
13 (II). Measuring wellbeing at work
121
Trait negative affectivity: a predictor of burnout and secondary
traumatic stress in nurses in WA
Desley Hegney
School of Nursing and Midwifery, Curtin University, Perth, Western Australia, Australia
Background: The psychological wellbeing of nurses is important for several reasons. First, the demanding nature of nursing work means that nurses are exposed to acute and chronic stressors. Psychological states linked to stressors within the nursing workplace include compassion fatigue, anxiety and depression. Psychological states not only limit care nurses provide, but also pose a threat to patient safety. Second, nurses who exhibit changes to their psychological well‐being are more likely to resign from the workforce, or may reduce their employment fraction, which has an economic cost to employers. Third, few studies have been conducted to examine the relationship between the constructs of compassion fatigue, compassion satisfaction, anxiety, depression and stress. Aim: The aim was to ascertain the relationship between the constructs of trait negative affectivity (TNA), depression, state anxiety, stress, compassion fatigue and compassion satisfaction. Method: In 2013, an on‐line self‐report study was conducted. The survey contained demographic information and the Professional Quality of Life Scale (ProQOL), the DASS21 and the Spielberger Trait Anxiety Scale. The study included all nurses employed part or full time in an acute tertiary hospital in Perth. Results: 299 of 1292 nurses provided useable data. Approximately 12 % of nurses had stress levels in the moderate, severe to extreme range and 15 % of nurses had anxiety and depression levels (measured by DASS 21) in the moderate, severe to extreme range. Approximately 11 % of nurses had an ‘at risk’ profile and 8 % had a ‘very distressed profile’ which indicated high secondary traumatic stress and/or burnout on the ProQOL tool. Forty nurses (14.65 %) had a TNA score in the elevated range. Higher TNA was strongly associated with higher burnout and secondary traumatic stress and lower compassion satisfaction. The association observed between TNA, burnout and secondary traumatic stress was independent of current negative mood symptoms. Conclusion: The personal variable of TNA is an important correlate of compassion fatigue in nurses, and therefore a worthy target for interventions wishing to build resilience in nurses. Compassion satisfaction is also a worthy of further investigation in alleviating burnout, but does not appear relevant to secondary traumatic stress. 122
Organizational health of nurses in some health facilities of Rome and
its Province
Carlo Turci1, Alessandro Stievano1, Rosaria Alvaro2, Gennaro Rocco1
1
Centre of Excellence for Nursing Scholarship Ipasvi Rome, 2Tor Vergata University Rome Italy
Background: Of the healthcare resources, the human factor is a key factor in the provision of healthcare services, directly impacting on the health outcomes. Therefore, the way health professions 125 are valued and staffed is strategic for the success of the healthcare organisations. In relation to this, a survey was conducted in Rome and its province from 2009 to 2011. Aim: The purpose of this study was to measure the organisational health of nurses in terms of independent organisational variables, outcome variables (general satisfaction, lack of motivation, and indicators of psychophysical ailments) and of planning variables (the nurses’ organisational/working area and their professional area). Method: The survey was conducted using a validated instrument, the Nursing Questionnaire on Organisational Health, 1,2 on a sample of 4751 nurses working in different healthcare organizations in the city of Rome and in its Province. Results: From our survey emerged negative indicators, such as: no interest in work, desire to do another job, gossip, resentment against the organisation, aggressiveness and nervousness, sensation of doing useless things, the feeling of counting very little for the organisation, the feeling of not being appropriately valued, the feeling of working mechanically without involvement, slowness in doing things, little clarity about “what to do and who should do it”, the lack of ideas and initiatives. The indicators of psychophysical ailments were identified through the presence/absence of headache, difficulty concentrating, heartburn/gastritis, nervousness/restlessness/anxiousness, fatigue, asthma/difficulty breathing, muscle and joint pains, difficulty sleeping /insomnia, feeling depressed. However, there were also some positive outcomes related to organisational health, based on important principles, such as interdisciplinary integration and teamwork. Conclusions: Nurses are increasingly responsible for improving the quality of the services and of the patient outcomes. Nurses will be able to provide personalised holistic care only if all workers have a good organisational health, which, instead, turned out to be lacking for some aspects of the social and geographic environment that was taken into consideration. 1. Sili A, Vellone E, De Marinis MG, Fida R, Venturini G, Alvaro R (2010a). Validity and reliability of the nursing organizational health questionnaire. Professioni Infermermieristiche; 63, 27‐37. 2. Sili A, Vellone E, Fida R, Alvaro R, Avallone F (2010b). La salute organizzativa degli infermieri. Guida pratica all’utilizzo del Questionario Infermieristico sulla Salute Organizzativa (QISO). Napoli: Edises. 123
Assess the Psychological Well-Being among Nursing Faculty:
Experience from Saudi Arabia
Ghada K. Almukhaini1, Nazik Zakari2
1
Specialist psychiatric and mental health department, 2Nursing Administration and Education Department,
College of Nursing, King Saudi University
Introduction: Psychological well‐being is defined as being in the right condition both in physical and emotional aspects to cope with life stresses and carry out ones activities effectively(1,2). Behavioral factors may at times affect positive or negative the way human beings carry out their responsibilities (3). In addition, factors such as income, working environment, health status, and relation with students and colleagues influenced the psychological well‐being (4,5). The nature of the environment factors that are categorized with other organizational cultures that may affect individuals in carrying out their duties (6). Therefore, nursing faculty members expected to be in the right psychological status to deliver highest level of nursing education. 126 Purpose: It is to assess the dimensions involved in the psychological well‐being and explore the relationship between psychological well‐being dimensions and demographic characteristic. Methodology: The descriptive cross‐sectional correlation was used. Non‐probability sample comprised participants from four departments at the college of nursing in Saudi Arabia. Seventy‐two questionnaires were distributed and 66 were returned with 92 % of respond rate. The forty–two item version of the Ryff scale of psychological well‐being (PWB) was used (7, 8). It measure six positive psychological functioning, which are autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self‐acceptance. PWB comprised six ordered categories from ʹstrongly disagreeʹ to ʹstrongly agreeʹ. Twenty PWB items were positively worded and 22 negatively worded and negatively worded items were reverse scored (7, 9). An internal consistency (alpha) coefficient was 715. Results: The majority of the participants were expatriates and their age range from 40 to 50 years old with more than 10 years experiences in nursing education. Approximately 75 % of the participants were female live with their family and have more than two children. The result revealed that the highest means were positive relations and purpose in life. While, the lower mean was for environmental mastery. The high correlation existed between autonomy and positive relations. Nursing faculty age correlated highly with year of experience moderate correlated with nationality and autonomy. Discussion: Although, the faculty has warm satisfying, trusting relationships with students and colleagues and they are concerned about the welfare of their students, they have difficulty managing everyday affairs and feel unable to change. This may relate to the diversity cultural environment (10). The faculty needs more action toward their workplace developments that engaging them in developing their environmental mastery and personal growth. 124
Wellbeing and some aspects of absence costs and employee turnover:
A case of Slovenia
Maja Klun
University of Ljubljana, Faculty of Administration, Slovenia
Creating a better workplace environment is closely linked to overcoming the adverse events of absenteeism and employee turnover. Absenteeism as a form of absence from the workplace and employee turnover as changing the number or structure of human resource structure can be seen from different perspectives: causes, consequences, desirability, and undesirability, linked to specific aspects of business impacts on operations. The phenomena of absenteeism and staff turnover are related to a number of socio‐ cultural changes within the organization, but in this paper emphasis is placed on economic aspects. Economic aspects can have both preventive (to improve the working environment) and corrective actions (removal of the causes of absenteeism, increase attendance, personnel procedures). Organizations rarely treat and monitor the above mentioned, moreover, it is not usual to count the indirect costs of the two undesirable phenomena. This paper deals with some of the consequences of unregulated approach to wellbeing at work, underlining absenteeism and turnover. The economic definition provides absenteeism and turnover as adaptation to the labour supply of individuals with regard to satisfaction with work conditions in the broadest sense. In the context of the economic approach we examine the causes (properties of individuals, motivational elements, and the willingness of individuals to the exchange between the salary and the absence etc.) for absence from 127 work and replacement of work by an individual. From the perspective of the employer, the main issue is costs incurred by absence and departure of employees causes and what the ʹpriceʹ is that they are willing to pay for certain motivational elements that would reduce absence and substitution work. Employers also drop the brunt of measures to reduce absenteeism. But measures can be effective only if they are tailored to specific organizational form of a firm. The paper presents the possible consequences of a lack of wellbeing at work and cost estimate based on the collected statistical data in the EU countries (e.g. Eurofound) and on our own Slovenia case research. In addition, we assessed and
evaluated various measures that could be used by employers. 125
A study on the moderating role of personality traits on the relationship
between work and salivary cortisol
Annick Parent-Lamarche, Alain Marchand
Université de Montreál, École de Relations Industrielles, Canada
Background: Salivary cortisol is known to be useful in the study of stress, because it is particularly sensitive to environmental stressors. The stress theory argues that the effects of stressors are moderated by the individual perception of stressors, some personality traits may thus moderate the relationship between work stressors and the physiological stress response. Objective: This study aims to investigate the role of work conditions on salivary cortisol secretion, and to assess the moderating effect of personality traits on the relationship between work conditions and cortisol. Method: Multilevel regression analyzes are performed on a sample of 401 workers employed in 34 Quebec firms. Saliva samples were collected five time a day (awakening, 30 minutes awakening, 2:00 PM, 4:00 PM, bedtime) repeated three time (1 rest‐day, 2 working days). Work variables included (skill utilisation, decision authority, psychological demands, physical demands, job insecurity, irregular schedule, number of working hours, social support from colleagues and supervisors) and personality traits included (self esteem, locus of control, Big Five). Results: The cortisol awakening and 30 minutes after awakening are significantly higher for work days compared to the rest day. Psychological demands are associated with lower cortisol levels at bedtime, and self‐esteem is associated with a lower concentration of cortisol in the morning. In addition, this personality trait plays a moderating role on the relationship between physical demands, psychological demands support form colleagues and awakening cortisol. The internal locus of control plays a moderating role on the relationship between psychological demands and cortisol concentration at 16:00 and on the relationship between physical demands and cortisol concentration at bedtime. Agreeableness trait is associated with lower awakening cortisol while neuroticism trait is associated with a higher concentration. Agreeableness also moderates the impact of working hours on awakening cortisol, while neuroticism plays a moderating role on the relationship between support from colleagues and cortisol secretions at bedtime. Finally, the conscientious trait plays a moderating role on the relationship between skills use and cortisol during at 2:00 PM. Conclusion: Some working conditions and certain personality traits are associated with variations in the cortisol concentrations. In addition, certain personality traits moderate the relationship between work stressors and salivary cortisol concentrations. The stress response to stressors at work seems to be modulate in part by personality traits. 128 126
Wellbeing at work and the development of a questionnaire
Thomas Karlsson1, Per Lindberg2, Erik Berntson3
1
Centre for Musculoskeletal Research, Faculty of Health and Occupational Studies, University of Gävle, 2Dep.
of Occupational and Public Health Sciences, University of Sweden, 3Department of Psychology, Stockholm
University, Sweden
Background: Improved employee wellbeing has been suggested to contribute to individual motivation and health, as well as to corporate competitiveness (Grawitch et al, 2006). However, in order to reach these potential benefits, we need to better understand the underlying factors that create wellbeing at work and healthy work environments. Aim: The aim of the study is to explore how a sample of Swedish blue‐ and white collar workers interprets the concepts of healthy work environments and workplace wellbeing, as a basis for the development of a questionnaire. In addition, a second aim is to investigate the psychometric properties of the subsequent questionnaire. Method: Interviews focusing on healthy work environments and workplace wellbeing were undertaken with managers and employees (n=62) at three medium‐sized companies. All interviews were verbatim transcribed and analyzed in order to identify factors reported as important for healthy work environments and workplace wellbeing. The interview findings, together with factors identified in a systematic review about indicators of healthy work environments (Lindberg & Vingård, 2012) were used to develop items for a questionnaire aimed at measuring underlying factors for workplace wellbeing. The questionnaire, including newly constructed “workplace wellbeing items” as well as well‐established questions for employee health, working conditions, and organizational factors was distributed to all employees at the three companies, where 74 % (n=303) responded. A retest survey was distributed to a subsample of the participants. 86 % (n=107) responded. Preliminary results: The interview data suggested a broad spectrum of factors to be significant for establishing healthy work environments and workplace wellbeing. These factors represented six categories: Psychosocial climate; Physical working conditions; Communication; Management; Autonomy & Competence; and Values. The survey data showed that the single most important statement for workplace wellbeing was “that work‐ and family life can be combined in a good way”. Further psychometric properties, including reliability and factor analysis, are being conducted and will be presented at the conference. Conclusion: A healthy work environment is believed to hold great potential for both individuals and companies. With a mixed method approach this study test a set of questions measuring factors for a healthy work environment and wellbeing at work. References:  Grawitch MJ, Gottschalk M, Munz DC. (2006)The path to a healthy workplace: A critical review linking healthy workplace practices, employee well‐being, and organizational improvements. Consulting Psychology Journal,58(3):129‐47  Lindberg P & Vingård E. (2012). Indicators of healthy work environments – a systematic review. Work, 41(0), 3032‐3038.
129 Parallel session 7C
Symposium. High-Intensity Physical Training in the Treatment of work-related
Musculoskeletal Disorders
127
State of the art on work-related musculoskeletal disorders: Prevalence
in specific job groups and effect of workplace interventions with
physical exercise
Lars L Andersen
The National Research Centre for the Working Environment, Copenhagen, Denmark
The first of three presentations in the symposium “High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders” will provide an overview of the prevalence of musculoskeletal disorders (MSD) in different job groups and the effects of physical exercise at the workplace. MSD is prevalent across all age‐ and job‐groups, and has consequences in terms of increased risk for sickness absence and disability. However, the prevalence and consequences differ between job groups. Nevertheless, physical exercise at the workplace seems to provide beneficial effects in terms of pain reduction and improved physical function among workers with MSD across different job groups, including workers in sedentary occupations as well as those with repetitive and forceful work tasks. Thus, physical exercise can be considered a universal intervention strategy at the workplaces that can help reduce the prevalence and consequences of MSD. Results from 7 randomized controlled trials at the workplace will be presented. 128
Motivation and barriers for compliance to high-intensity physical
exercise at the workplace: When intervention meets organisation
Thomas Bredahl
Institute of Sports Science and Clinical Biomechanics
The second of three presentations in the symposium “High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders” will provide a comprehensive qualitative understanding of motivational factors and barriers important for compliance to high‐intensity workplace physical exercise aiming at reducing musculoskeletal disorders. The data are based upon semi‐deductive, thematic, and structured in‐depth interviews with informants with diverse fields of sedentary office work, participating in strength training at the workplace three times 20 minutes per week. Results show that attention should be given to the interaction between the management, the employees and the intervention since main barriers for compliance were internal working culture. The results also emphasise the need for a clear connection between implementation intentions from the management and the actual implementation. Furthermore, the results highlight the importance of ensuring legitimacy of the intervention among managers, participants and colleagues. Moreover, the data show it is important to centrally organise, structure, and ensure flexibility in the working day freeing time for participants to attend the intervention. 130 129
Causal relationship between high-intensity muscle training and long
lasting pain relief: Physiological mechanisms
Gisela Sjøgaard
Institute of Sports Science and Clinical Biomechanics, University of Southern Denmark
The last of three presentations in the symposium “High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders” will provide novel evidence of the mechanisms of adaptation in muscle metabolism, morphology, motor control and mechanical properties that underlie improved function of the trained muscle. The data are based on analysis of muscle samples from the trapezius muscle, microdialysis, and muscle oxygenation in computer workers before and after several weeks of strength training. Further, a number of functional tests are conducted before and after the training including biomechanical and neuromuscular performance measures. In all the data substantiate, that peripheral adaption following strength training decreases the relative load during occupational work thereby postponing fatigue and eventually muscle pain. Parallel session 7D
Symposium. From evidence-based interventions to workplace practice
130
Intervention Mapping for Developing a Workplace Intervention among
Nurses' Aides Targeting Low Back Pain
Charlotte Rasmussen1, Andreas Holtermann1, Karen Søgaard2, Marie Birk Jørgensen1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Institute of Sports
Science and Clinical Biomechanics, University of Southern Denamrk, Odense, Denmark
Background: Many health promotion interventions being successful in standardized settings, fail to be effectively implemented in real world settings, e.g. the workplace. Therefore, translation of an evidence‐based intervention from standardized settings to workplace settings requires fitting and adjustments. The use of a systematic approach like intervention mapping can gap the bridge between theory and practice. Aim: To describe the intervention mapping process for developing a multi‐faceted intervention targeting low back pain (LBP) among nurses’ aides. Methods: Four criteria guided the intervention mapping process: 1. effectiveness (reduction of LBP) 2. workplace feasibility 3. employee motivation, and 4. scientific evaluation. 131 The process involved studying relevant literature regarding characteristics of the job group and work environment, a needs assessment using registrations of the work environment in the workplace, interviews with the management, observations of nurses’ aides’ daily work life, short interviews with the nurses’ aides, observation of mandatory ergonomic classes, and establishment of local planning groups. Results: The Intervention mapping process resulted in: Effectiveness: Information from the needs assessment and the literature review led to a multi‐faceted intervention integrating participatory ergonomics, physical training and cognitive behavioral training.
Workplace feasibility: From observations and interviews the following 6 formative efforts appeared important: 1. obtaining organizational commitment 2. building of steering and working groups 3. integrating the existing organizational health system 4. establishing local planning groups 5. organizing employee ambassadors and, 6. building supervisor support. Employee motivation: According to theory and from the interviews, employees should be involved in all phases of the intervention to ensure motivation. Scientific evaluation: From interviews with the management, it appeared to require large efforts to collect questionnaires and it was also important that all employees were offered the intervention. Therefore, an evaluation involving text message questionnaires and randomization of all eligible employees to the intervention in a stepped wedge manner were planned. Discussion: The process of developing an effective intervention targeting LBP led to a combination of various initiatives impacting the content, design and conductance of the intervention. The use of intervention mapping combining theory and practice resulted in a transparent adaptation of the intervention, highly supporting the participatory approach. The developed best practice tool may be used in future workplace interventions to ensure effective content and implementation. Thus, the experience and information obtained in the process of designing and developing this intervention among nurses’ aides will benefit both the current study and future studies. 131
Audit of Management Systems and Employee Support (AMSES) in
needs assesment and intervention - examples from a participatory
intervention in the industrial sector
Christian Dyrlund Wåhlin-Jacobsen, Louise Nøhr Henriksen, Caroline Stordal Christiansen, Nidhi Gupta,
Andreas Holtermann
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Due to increases in average life span in the western world, workers are required to remain part of the work force for longer in order to sustain the current welfare systems. A multi‐
faceted participatory RCT intervention study is carried out, aiming to improve work ability and need for recovery among industrial workers, a group at increased risk for early retirement. One facet of the study is the Audit of Management Systems and Employee Support (AMSES). Using structured 132 individual interviews with individual workers, managers and representatives from the employee support systems, AMSES identifies the systems (e.g. employee satisfaction surveys), resources (e.g. training of employee support staff) and problems of the company in relation to the working environment. Findings from the interviews are summarized in a report and used in the intervention planning process as well as feed back to the management and employee support systems. Methods: The AMSES methodology builds upon a Risk Assessment framework. AMSES provides an overview of the current state of the work environment‐related management and employee support systems and the organizational context the intervention is implemented in. Related topics, such as organizational culture and the conception of the working environment are also covered in the interviews. Furthermore, AMSES provides systematic data regarding work environment problems that might not be feasibly dealt with at the individual or group levels. These problems are instead targeted by the management and employee support systems at a participatory action planning workshop. Results: The researchers gained information regarding the organizational context for the study, underused work environment resources and relevant problems for the intervention to target. Examples of the findings provided by the AMSES will be presented as well as preliminary results regarding the practical outcomes of the AMSES at one company. Discussion: As a strategy for needs assessment and intervention, AMSES prepares the researchers for the organizational context facing the intervention while at the same time providing an overview of the systems, recources and problems within the working environment. Potential downsides and caveats of the use of AMSES in intervention studies will be discussed. 132
A Quantitative Evaluation Framework to measure Implementation of a
Multi-faceted Intervention to Prevent Low Back Pain among Nurses'
Aides
Linnea Ferm, Charlotte Diana Nørregaard Rasmussen, Marie Birk Jørgensen
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: To understand the mechanisms and the results of an intervention study an evaluation of the processes is crucial. A process evaluation helps to determine whether the intervention has been implemented as intended, and to interpret the results by outlining which processes have led to the given result. This is particularly relevant in a multi‐faceted intervention as it allows the researcher to determine, if some components in the intervention have greater impact on the outcome than others. A number of theoretical process evaluation frameworks exist, but they typically suggest qualitative evaluations hampering the possibilities for integrated analyses with quantitative effect evaluation. Therefore, operationalization of a quantitative process evaluation is needed. Objectives: The aim of this study is to set up a comprehensive quantitative evaluation framework to measure implementation of a multi‐faceted cluster‐randomized intervention. Methods: The purpose of the intervention is to reduce and prevent low back and its consequences among nurses’ aides. The intervention consists of three components: participatory ergonomics, physical training and cognitive behavioral therapy, which involve several activities combined in 19 sessions. These activities are delivered along four successive time periods to the nurses’ aides by instructors. The evaluation framework consists of A) dose delivered by the instructors and B) dose received by the nurses’ aides (figure 1). Each of these aspects is divided into two indexes, which are 133 equally weighted in the analysis. Dose delivered (index A1: amount of intended activities actually delivered, index A2: the instructors’ self‐rated performance) is collected by questionnaire‐based instructor logbooks after each session. Dose received (index B1: participation rates, index B2: participants’ appraisal of the intervention) is collected by participant questionnaires. The questions are scored 0‐100. The degree of implementation will be evaluated across the different components, time periods, sessions, workplaces and instructors. Significance tests will be used to identify whether the implementation varies within these variables. Figure 1: Evaluation framework Results: Preliminary analyses indicate that the indexes are feasible (Cronbach’s Alpha values >0,7). Furthermore the preliminary analyses indicate that the implementation differs across the components, workplaces and instructors (p≤0,05). For the conference updated results will be presented. Discussion: Breaking down dose delivered and dose received into quantifiable indexes creates a more comprehensive evaluation framework, and makes it possible to analyze the correlation between sub elements in the implementation and the outcome of the intervention. Such future analyses will contribute to our understanding of the importance of implementation components. 133
Normalizing health and work environment initiatives into workplace
routines for nursing assistants
Anne Konring Larsen, Janni Bach, Helene Højbjerg Johansen, Marie Birk Jørgensen
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Implementation of workplace initiatives is often good on the short‐term; however sustainability seems to be a challenge. Therefore, how initiatives become routinely embedded (normalized) into specific workplace context needs further examination. Aim: The aim of this study is to describe how use of normalization process theory (NPT) guided the development of an organizational intervention for prevention of muscle pain. Method: A formative evaluation of the organization was made through 3 steps: 1. Representatives of all organizational levels (director of health and care in the municipality, managers, supervisors and employees at nursing homes) were interviewed addressing the four components in NPT: Coherence (e.g. sense‐making for the individual), Cognitive participation (will employees support the initiative and will they make an effort), Collective action (are initiatives compatible with existing practices) and reflexive monitoring (continuous feedback and use of knowledge and experience from previous initiatives). 2. A business case was developed based on the interviews 3. The business case was presented for workplace representatives. Results: The business case identified barriers and possibilities for successful normalization by capturing the local objectives for engaging in the intervention at each workplace and at each organizational level. The process led to local strategies within the four components. Coherence: A plan was made for informing employees about the project with local discourse (on meetings, through posters, folders). Cognitive participation: Knowledge about employee and management interest in and 134 commitment towards the initiatives led to local strategies for generating organizational support. Collective action: On the basis of knowledge about the existing structures (meetings, work routines and work organization) in the workplace a plan was made about how best to integrate the initiatives. Reflexive monitoring: The continuous feedback from the workplace determined adjustment of the maintenance initiatives. Discussion: Using Normalization Process Theory as a screening approach for fitting an intervention to workplaces led to the development of different individual business cases for each workplace (e.g. perspectives, barriers and possibilities of the intervention were different between workplaces). Therefore, to succeed with normalization, initiatives must be carefully fitted to local settings by thorough screening of existing structures, values, aims and discourses. Use of NPT in adjusting intervention towards the needs and resources of each workplace may help develop effective workplace interventions and ensure effective and sustainable implementation. 134
Framing health literacy into the workplace - means and perspective of
a preventive intervention
Anne Konring Larsen1, Janni Bach1, Helene Højbjerg Johansen1, Morten Hulvej Rod2, Marie Birk Jørgensen1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Universitty of Southern
Denmark
Background: Musculoskeletal disorders (MSD) is a considerable problem among nursing assistants in Denmark, causing e.g. reduced wellbeing at work and quality of life, increased sickness absence and early retirement. Numerous environmental, societal, personal and situational factors affect the incidence, recurrence and persistence of MSD. Additionally, interpersonal factors such as support from management and colleagues and employee job control can affect development and consequences of MSD. Interventions designed to improve Health literacy and managing chronic disease, indicate that these interventions positively affect prevalence and severity of MSD. Health literacy contains an individuals’ opportunity for prevention (the individual’s opportunities to access, understand, appraise and use health information). Organizational and interpersonal factors potentially influence these capabilities. This study aim to create “workplace health literacy” entailing optimal organizational, interpersonal and individual premises for good health literacy. Method: Workplace health literacy is build through: 1. Courses (2x3 hours) for employees/supervisors separately. The courses generate a common base of knowledge about prevention, handling of MSD and tools for improved communication between employees and supervisors. 2. Structured dialogue: Implementation of a 3‐weekly structured dialogue between each employee and his/her supervisor to ensure a knowledge flow, and facilitate the finding of the best solution for each employee. Furthermore, efforts are continuously made to maintain the organizational prevention competences through e.g. half yearly booster courses, roll‐ups and theme days at the workplace. Results: Seven workplaces participate with approximately 600 employees enrolled. We will use quasi‐
experimental design with a stepped‐wedge enrolment of clusters and several pre‐ and post measurements of MSD and workplace health literacy. The effect is evaluated after 6 months with further evaluation of sustainability, up to 2 years after the intervention start. The evaluation will be based on questionnaires (monthly using text messages) and register data (½‐yearly). Workplace health 135 literacy is measured by a newly developed and validated questionnaire inspired by the Health Literacy questionnaire (HLQ). Discussion: Individual health literacy is highly dependent on the environment around the individual. The workplace constitutes an important setting for health promotion and prevention initiatives. However knowledge about the effect of interventions to build workplace health literacy is limited. The individuals’ opportunity for preventing and handling health issues within the workplace organizational framework, affect the employee health and well‐being. Therefore, it is highly relevant to evaluate if the current intervention is a feasible method to improve the organizational, interpersonal and individual premises for workplace health literacy. 136 ABSTRACTS
POSTERS
1
Structural and Intermediary Determinants of Social Inequalities in the
Subjective Well-being of the European Working Population. A
Relational Approach
Deborah De Moortel, Christophe Vanroelen
Vrije Universiteit Brussel
Background: No consensus exists about the socioeconomic patterning of subjective well‐being (SWB) in the European working population: Some studies report a worse well‐being in lower socioeconomic positions, while others report signs of reverse associations or insignificant results. Reasons for contradictory findings might be the lack of conceptual foundation of the socioeconomic measures and the limited adequacy of a gradient‐approach in social inequality research of SWB. Aim: Relational social class indicators will be used to examine social inequalities in SWB, because of their capacity to uncover a set of structural mechanisms that are associated with health inequalities. In addition, we investigate whether the psychosocial work environment, employment conditions and relations act as intermediary determinants of social inequalities in SWB. Method: Data from the European Social Survey Round 2 and 5 is analysed. SWB is assessed by the WHO Well‐being Index. Social class position was measured with the indicators of E.O. Wright. Models were generated for men and women separately using three‐level multilevel modelling. Results: We found social class inequalities in the SWB of the European population for both men and women: Managers reported better SWB than supervisors and workers. Supervisors reported a worse SWB than managers, but not than workers. Non‐supervisory non‐managerial workers reported the worse SWB. An unfavourable psychosocial work environment and low quality employment conditions mediated the relation between social class and SWB. However, the strength of the relation between social class and SWB is only substantially weakened if the effect of employment relations on SWB is being controlled in the male sample. Conclusion: Relational indicators of social class are related to the SWB of European employees, and provide a complementary approach to stratification indicators in social epidemiology. From a policy perspective better employee SWB could be achieved by a shift in power and social relations among social classes. Furthermore, our results also underscore the importance of the psychosocial work environment, employment conditions and relations if we want to improve the SWB of the European employees. 137 2
Does stress at work comply with pregnancy?
Ann Dyreborg Larsen1, Harald Hannerz1, Carsten Obel2, Vivi Schlünssen3, Mette Juhl4, Ane Marie Thulstrup3,
Berit Hvass Christensen3, Jens Peter Bonde5, Karin Sørig Hougaard1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Department of General
Medicine, Institute of Public Health, University of Aarhus, Denmark, 3Department of Occupational Medicine,
Aarhus University Hospital, Aarhus, Denmark, 4The Research Unit Women's and Children's Health, Juliane
Marie Centre, Copenhagen University Hospital, Copenhagen, Denmark, 5Department of Occupational and
Environmental Medicine, Copenhagen University Hospital Bispebjerg, Copenhagen, Denmark
Introduction: The discussion of occupational stress as a potential determinant of ill health rarely extends to the pregnant woman and her child. Denmark boasts the second highest employment rate for women in Europe and at the same time a high proportion of Danish women reports difficulties in completing their work tasks. Studies of bereavement and anxiety in pregnancy and studies in animals indicate that stress may affect fetal development, but few studies have been devoted to the occupational setting. The present study was initiated to shed some light on the effects of maternal psychosocial job strain for pregnancy and the child. Methods: The analyses took advantage of the Danish National Birth Cohort (DNBC), including more than 100,000 pregnancies during 1996‐2001. Mothers participated in interviews during and after pregnancy. Exposure to work‐related strain was assessed early in pregnancy from two questions on job control and demand as proxy for the two dimensions in Karasek’s job‐strain model, placing the women into one of the four job strain categories: high strain, low strain, active, and passive. Outcome information was extracted from the Danish Medical Birth Register, apart from asthma and atopic dermatitis variables which were based on maternal self‐reports when the children were 18 months and 7 years of age. Data were analyzed by multinomial and ordinary logistic regression. Results: Maternal high strain at work was not associated with preterm birth, small for gestational age, congenital malformations or childhood asthma, as compared to women exposed to low strain. Children of high strain mothers had lower odds for being large for gestational age at birth and a 15 % increase in the odds of ever having atopic dermatitis at the age of seven. Conclusion: The findings suggest that occupational strain during pregnancy may influence fetal growth and immune development. At present, Danish regulations for working pregnant women hardly mention stress. The issue of occupational stress as a potential player in fetal programming ought to be explored to ensure that women may attend work in pregnancy without compromising the wellbeing of their child. 3
Level and Predictors of chronic Stress in nursing students:
Depression, physical symptoms and pathological eating
Christoph Augner
IGGMB - Health Research Institute, University Clinics of the Paracelsus Medical University, Salzburg, Austria
This study aimed to assess level and predictors of chronic stress (CS) in nursing students. In this cross sectional design 131 students of an Austrian nursing school, aged 17 to 48 years (M=21.15; SD=4.89) completed an self‐administered questionnaire that included chronic stress, depression, physical symptoms, pathological eating and other psychological variables. The sample had a high stress score 138 (M=23.14, SD=9.37). High frequency of physical symptoms (OR=7.27, 95 % CI:2.45‐21.58) and high depression score (OR=5.54, 95 % CI:1.94‐15.79) were significant predictors for chronic stress in students. Pathological eating and working hours were associated with chronic stress but remained insignificant in regression analysis. Results indicate high chronic stress of nursing students and its association with psychological and physical well‐being. Workplace health promotion has to address these issues and to start during education. 4
Who cares about physiotherapists, psychologists or social workers?
Well-being scores of non-medical/non-nursing hospital staff and the
interplay of satisfaction with different dimensions of the psychosocial
work environment and working conditions
Birgit Susanne Lehner, Holger Pfaff, Lena Ansmann, Christoph Kowalski
Institute for Medical Sociology, Health Services Research and Rehabilitation Science (IMVR), University of
Cologne, Germany
In both health care and occupational health research, insufficient attention is being paid to non‐
medical/non‐nursing hospital staff. The present investigation examines the subjective well‐being of physiotherapists, psychologists, and social workers working in breast cancer centers. Furthermore, the investigation looks in detail at how psychosocial factors, i.e. specific job demands and job satisfaction are related with well‐being within these three professional groups. An employee survey was conducted in 2010/11 in certified breast cancer centers in the state of North‐
Rhine‐Westphalia, Germany. Data were collected using a standardized written questionnaire. In total, 49 hospitals participated (response rate: 51 %). In the heterogeneous sample of the non‐medical/non‐
nursing hospital staff (n = 316), physiotherapists (n = 42), psychologists and psychotherapists (n = 31), and social educators/social workers (n = 39) were the largest vocational groups. First, subgroup analyses and descriptive statistics were performed. Second, relationships between well‐being scores, job demands and satisfaction for the three subgroups were analyzed using intercorrelations. The mean well‐being score of physiotherapists was 3.34 (SD = 0.77; range 0‐5). The mean of job satisfaction was 5.13 (SD = 0.89; range 1‐7). The correlation analysis showed that neither general satisfaction with working conditions nor job demands were significantly correlated with well‐being in this subgroup. In the group of psychologists and psychotherapists, mean well‐being score was 3.54 (SD = 0.70; range 0‐5). The mean of job satisfaction was 5.74 (SD = 0.70; range 1‐7). The correlation analysis showed a significant intercorrelation between job satisfaction and well‐being (r = .56, p < .01), and between job demands, specifically workload and time pressure, and well‐being (r.‐.45, p < .05). Mean well‐being score of social workers was 2.79 (SD = 1.30; range 0‐5). The mean of job satisfaction was M = 4.63 (SD = 1.05; range 1‐7). There was a significant intercorrelation between job satisfaction and well‐being (r = .49, p < .05).The mean scores of perceived well‐being are significantly different between the three subgroups (F = 5.43, p < .01). When compared, the results of the three groups showed a difference in their well‐being scores. Job satisfaction may not play a decisive role for well‐being in all subgroups, as well as specific kinds of job demands. These results provide preliminary information. Further analyses with larger sample sizes 139 are needed in order to allow additional conclusions about the differences in well‐being between non‐
medical/non‐nursing professional subgroups. 5
What influences job satisfaction for staff supporting patients using
insulin pumps in the community?
Lin Perry1,2, Janet S Dunbabin1, Katherine S Steinbeck3, Julia M Lowe4, Helen Phelan5
1
University of Newcastle, Australia, 2University of Technology Sydney, Australia, 3Paediatrics & Child Health,
Children's Hospital, Westmead, Boden Institute of Obesity, Nutrition, Exercise & Eating Disorders, The
University of Sydney, Australia, 4Sunnybrook Health Sciences Centre, Toronto, ON, Canada, 5Hunter New
England Health, NSW Ministry of Health, Australia
Background: Approximately 10 % of people with Type 1 Diabetes in Australia use ‘insulin pumps’, with numbers rising and almost half under 25 years of age [AIHW 2012]. Insulin pumps allow greater lifestyle flexibility and diabetes control, but at a cost. For the healthcare practitioner, this is in terms of level of education, training and expertise required, and time to deliver complex care. For effective long term use, consumers need to be well supported and maintain links with a multi‐disciplinary diabetes team. However, in this specialist field and particularly in non‐metropolitan areas, practitioners are thinly spread, making staff continuing engagement and job satisfaction a challenge. Aims: This study explored factors supporting and deterring the job satisfaction of diabetes healthcare practitioners working in the specialist field of patients using insulin pumps. Methods: This qualitative study used telephone interviews. Participants were multi‐disciplinary healthcare practitioners of one public Diabetes Service in northern New South Wales. Recruited by snowball sampling, participants worked in a city, country towns and rural settings. A semi‐structured interview schedule was developed and piloted; interviews audio‐recorded, transcribed verbatim, and analysed using Framework Analysis (Ritchie & Spencer 1994). Recruitment continued to data saturation. Results: We interviewed 9 specialist physicians/ endocrinologists, 4 General Practitioners, 10 nurses, 3 dietitians and 1 manager. 17 were female; 15 city‐based. Positive factors included keeping in touch, and seeing patients do well. Collegiality was crucial: sharing the space with private practitioners, commercial and charitable organisations to share the load. They stressed education and updating for themselves, in this fast‐
moving field, and appreciation of shared expertise. Mentoring was essential, benefiting both mentors and mentees. Negative features were the frustrations and hassles of administration ‐ the healthcare bureaucracy, subsidy and private healthcare regulations. Managers poorly recognised the time commitment of this relatively small but increasing patient group; the enduring ‘mystique’ (and non‐specialist staff ignorance) of pumps made communication outside their specialty difficult. The ‘theory‐practice gap’ between ideal and real services was evident. Conclusions: New service models are required, addressing issues of this study to support expert clinician wellbeing and enable them to continue to provide care to this growing caseload. 140 Australian Institute of Health and Welfare 2012. Insulin pump use in Australia. Diabetes series no.18. Cat. no. CVD 58. Canberra: AIHW. Ritchie J, Spencer L: Qualitative data analysis for applied policy research. In Analyzing Qualitative Data. Bryman A, Burgess RG (Eds). London: Routledge; 1994. 6
The interrelationships between individual, contextual and processual
constructs and stress and wellbeing among psychologists
Ingrid Schéle, Esther Hauer, Stefan Holmström, Erik Lundkvist, Andreas Stenling, Daniel Eriksson Sörman,
Susanne Tafvelin
Umeå University, Sweden
In Sweden, sick‐leave >14 days due to maladaptive stress reactions is considerably more common among psychologists (18.3/1000) than among the employed population as a whole (10/1000). Some of those psychologists are new to the profession, which indicates the need to research the individual, contextual and processual factors that precede their professional career besides their current workplace. We propose a project consisting of an initial alumni survey followed by a longitudinal study following several cohorts of students over their five year education to at least three years after graduation. The ultimate aim is to design interventions and curricular changes that over time will contribute to the reduction of sick‐leave among psychologists. Among our overarching research questions are: What stories do these individuals tell about the onset of their stress? Do individual factors related to high achievement, perfectionist strivings or self‐efficacy issues make this group of students/professionals vulnerable to stress? To what extent do psychological needs, satisfaction, motivation, recovery and physical activity prevent stress‐related health issues and promote wellbeing? How do positive/negative experiences of the psychosocial work environment and stress as a student influence subsequent experiences of the psychosocial work environment and stress‐related issues as a professional psychologist? What is the relation between how prepared the students perceive themselves to be for their professional role and their self‐reported stress, general health and well‐being? What are the longitudinal effects of perceived stress on both objective and subjective measures of cognitive functioning? We intend an approach combining interview and longitudinal self‐reported data with repeated cognitive testing. The interviews will focus on how and when what levels of stress are established and/or normalized among the students along with their anticipations and possible apprehensions regarding their career as psychologists and their perceived preparedness for said career. The longitudinal surveys will focus on establishing baseline as well as changes over time in individual factors, perceived psychosocial environment, stress, health and wellbeing. The proposed study will render insight into the interrelatedness between individual, contextual and processual factors and wellbeing, extended knowledge of the transition from student to psychologist and a base for interventions aimed at reduced stress and increased wellbeing among students as well as professional psychologists. 141 7
The influence of local company measures on employees’ work ability
and work engagement to support older workers to continue working
Laudry van der Meer
TNO, Netherlands
Objectives: To investigate the relation between work ability and work engagement and the use of local company measures that aim to support older workers to continue working, and to study the influence of these measures on work ability and work engagement. Methods: In total 6.922 employees aged 45‐64 years who participated in the first three waves of the Study on Transitions in Employment, Ability and Motivation (STREAM) were included. Participants yearly filled out an online questionnaire. Local company measures included ‘reduced number of hours of work per week’ because of age and ‘exemption of evening or night work’ because of age. Logistic regression analyses were applied to study the relation between work ability and work engagement with the use of local company measures, and linear regression analyses to study the influence of these measures on work ability and work engagement. Results: A higher work ability at baseline predicted a lower likelihood to start using the local company measure ‘reduced number of hours per week’ after one year of follow‐up (OR 0.91 (95 % CI 0.83‐0.98)). Work engagement was not significantly related with the use of local company measures. In turn, employees who started using the local company measure ‘reduced number of hours of work per week’ between baseline and one year of follow‐up reported a significantly lower work ability after two years of follow‐up (B ‐0.28 (‐0.47‐ ‐0.08)), whereas employees who started using the company measure ‘exemption of evening and night work’ experienced a higher work engagement (B 0.23 (0.07‐
0.39)). Conclusion: The use of policy measures that aim to support a prolonged working life in older employees may not (always) be related to their work ability or work engagement. The influence of these measures on work ability and work engagement might to depend on the specific measure used.
8
Assessing stakeholders' views and practices on the prevention and
management of sexual harassment against migrant domestic
workers: The case of Greece
Maria Papadakaki, Lina Pelekidou, Nikoleta Ratsika, Maria Papanikolaou, Joannes Chliaoutakis
Department of Social Work, School of Health and Social Welfare, Technological Educational Institute of Crete,
Greece
Background: Migrant domestic workers are more vulnerable than local people to abusive situations due to the lack of local language skills, the low awareness of the local laws and customs, the inadequate access to appropriate jobs and the limited knowledge of their rights. Aim: The current study is part of a European project funded by the DAPHNE_III programme (JUST/2011/DAP/AG/3272) and is carried out in five European countries (Greece, Cyprus, Austria, Sweden and Slovenia) with the involvement of experts from the Netherlands. The current presentation reports on the Greek study aiming to identify key national priorities through exploring 142 the stakeholders’ views, activities and suggestions about the problem of sexual victimization of migrant domestic workers. Method: A mapping process using a snowball technique was employed to identify stakeholders active in the area of prevention and management of violence against migrant domestic workers. A sample of 17 stakeholders was selected using a maximum variation sampling based on the following criteria: a) the stakeholders’ mission, b) the target group, c) the type of organization and d) the population coverage. A semi‐structured interview guide was used for the data collection, which involved 8 thematic areas and explored issues such as the organization’s involvement in the prevention and management of sexual violence against migrant domestic workers, response strategies, best practices, barriers, challenges and recommendations for an improved response. Data were analyzed using thematic analysis. Results: The Greek sample consisted of stakeholders with the following characteristics: 5 governmental and 12 non‐governmental organizations, 2 operating at national level, 8 at regional level and 7 at local level. Several barriers were identified by the stakeholders affecting the prevention and management of the problem such as: a) migrants’ vulnerability, b) gaps in legislation, c) lack of specialized services, d) low awareness, e) low capacity, f) financial restrictions. Conclusion: Policy makers should consider introducing recording tools, guidelines and education for professionals, developing free services for migrant domestic workers, improving the legislative framework for victimized domestic workers as well as increasing the funding of the supporting agencies. 9
Meta-analysis of risk factors for secondary traumatic stress disorder in
exposed professionals
Jennifer M. Hensel1, Carlos Ruiz2, Caitlin Finney1, Carolyn S. Dewa3
1
University of Toronto, Ontario, Canada, 2Centre for Research on Employment and Workplace Health,
Toronto, Ontario, Canada, 3Centre for Research on Employment and Workplace Health, Centre for Addiction
and Mental Health, Toronto, Ontario, Canada
Background: Secondary traumatic stress (STS), a syndrome that parallels post‐traumatic stress disorder (PTSD) in response to indirect or secondary exposure to traumatic material, has been somewhat critiqued in the literature. However, a growing evidence base supports its existence and the impact it has on services delivered, workplace function and personal well‐being. Of note, in the most recent revisions to the Diagnostic and Statistical Manual (DSM), secondary exposure among professionals has been highlighted as a criterion stressor for the diagnosis of PTSD. Many studies have examined STS risk factors, however the empirical literature is diverse and often studies consist of small samples limiting the conclusions that can be drawn. Aim: The aim of this study was to review the literature on risk factors for STS (published and unpublished) and conduct a meta‐analysis of findings. Method: Thirty‐four published articles and 34 dissertations were included in the meta‐analysis, allowing for evaluation of 13 risk factors. Random effect sizes were calculated for each risk factor. Moderation was evaluated with mixed effects models for 4 moderators: publication type, outcome measure, year published and percentage of females in sample. 143 Results: Younger age, less experience, higher trauma caseload, personal history of trauma, a personal history of trauma the same as the clients, being in personal therapy, lower self‐efficacy, low quality supervision, low social support and low work support all significantly predicted higher STS, however mean effect sizes were small ranging from ‐0.06 (experience) to ‐0.23 (quality of supervision). The largest effect size was observed for emotional involvement (0.31), however it was not significant due to a small number of studies and a large amount of between study heterogeneity. Moderator analyses yielded no significant findings. Conclusions: Risk factors for STS are similar to risk factors for PTSD, with overall small effect sizes. Inadequate support, high caseloads, personal trauma experiences and emotional involvement are important factors to monitor in high risk professional groups. 10
Are Electronic Medical Records Affecting Worker Wellbeing in our
Medical Residents?
Lisle Hites
The University of Alabama at Birmingham School of Public Health, United States
The use of Electronic Medical Records (EMR) continues to grow at an accelerated rate. While the utility and potential benefits of EMR have been well explored, there is also a dark side that has appeared as the systems are put into practice. In teaching hospitals across the world where EMRs are instituted, the task of entering data during clinical rounds (when physicians are seeing patients) has become the responsibility of recently graduated medical students who are still in their residency phase of their education. Given the immense time drain that comes from high throughput clinical patient rounds (a single physician or attending physician may see 50 or more patients in a given day) the workload of inputting data into EMRs becomes the responsibility of the residents. This practice detracts from their education, adds an undue burden onto those young doctors, and in the minds of many, manifests as workplace bullying and aggression, strongly degrading worker wellbeing. The proposed poster will highlight a study conducted at the University of Alabama at Birmingham School of Medicine by the School of Medicine and School of Public Health Faculty. This study consisted of a survey assessment delivered to teaching Faculty (attending physicians) and medical residents in various stages of their residency programs, as well as a series of focus groups with residents and physicians. The data finds that there is much evidence that not only are residents being unfairly treated, but that there is a cost‐benefit case to be made for employing medical scribes to take the place of the residents in performing EMR duties. 11
Psychological and social work factors as predictors of mental distress
and positive affect: a prospective study
Live Bakke Finne1,2, Jan Olav Christensen1, Stein Knardahl1
1
Department of work psychology and physiology, National Institute of Occupational Health, Oslo, Norway
2
Department of Psychology, Norwegian University of Science and Technology, Trondheim, Norway
The research on work‐related mental health has traditionally focused on determinants for ill‐health like depression, anxiety, mental distress and burnout. In the recent years the health‐promoting 144 perspective has attracted increasing attention. Furthermore, the research has been dominated by the demand‐control (DC) and the effort‐reward imbalance models. These models do not cover the whole range of psychological and social factors work factors, and future research should employ more comprehensive exposure measures. The current study investigated prospectively a broad set of specific psychological and social work factors as predictors of mental distress (symptoms of anxiety and depression) and as predictors of positive affect. When investigating work factors in relation to both ill‐health and positive affect it is possible to identify if the factors are common for the two dimensions of health, or different factors are explanatory factors for the two outcomes. This knowledge is important both on the practical and the theoretical/conceptual level. The study was prospective with a full panel design. Employees were recruited from 48 Norwegian organizations, representing a wide variety of job types. A total of 3660 employees responded at both baseline and at follow‐up two years later. Baseline data were gathered from 2004 until 2009, and follow‐up data from 2006 until 2011. Psychological and social factors were assessed by the General Nordic Questionnaire for Psychological and Social Factors at Work (QPSNordic). Mental distress was measured by the ten item version of the Hopkins Symptom Check List (HSCL‐10). Positive affect was measured by two items from the SF‐36 Health Survey and one item from the Work Ability Index (WAI). To account for the hierarchical structure of the data, random coefficient regression analyses will be conducted. 12
Subjective Health Complaints and Self-Rated Health: Are
Expectancies More Important Than Socioeconomic Status and
Workload?
Eline Ree
Uni Health, Uni Research, Bergen, Norway
Background: The associations between socioeconomic status (SES), physical and psychosocial workload and health are well documented. According to The Cognitive Activation Theory of Stress (CATS), learned response outcome expectancies (coping, helplessness, and hopelessness) are also important contributors to health. This is in part as independent factors for health, but coping may also function as a buffer against the impact different demands have on health. Aim: The aim of this study was to investigate the relative effect of SES (as measured by level of education), physical workload, and response outcome expectancies on subjective health complaints (SHC) and self‐rated health, and if response outcome expectancies mediate the effects of education and physical workload on SHC and self‐rated health. Methods: A survey was carried out among 1746 Norwegian municipal employees (mean age 44.2, 81 % females). Structural Equation Models with SHC and self‐rated health as outcomes were conducted. Education, physical workload, and response outcome expectancies were the independent variables in the model. Results: Helplessness/hopelessness had a stronger direct effect on self‐rated health and SHC than education and physical workload, for both men and women. Helplessness/ hopelessness fully mediated the effect of physical workload on SHC for men (.121), and mediated 30 % of a total effect of .247 for women. For women, education had a small but significant indirect effect through 145 helplessness/hopelessness on self‐rated health (.040) and SHC (‐.040), but no direct effects were found. For men, there was no effect of education on SHC, and only a direct effect on self‐rated health (.135). Conclusions: The results indicated that helplessness/hopelessness is more important for SHC and health than well‐established measures on SES such as years of education and perceived physical workload in this sample. Helplessness/hopelessness seems to function as a mechanism between physical workload and health. 13
Look after your lungs: dusting off the facts about bakery hazards
Jill Margaret Joyce
Institution of Occupational Safety and Health, United Kingdom Background: Raising awareness amongst workers at risk of developing lung disease through exposure to respiratory hazards is an on‐going challenge. Although an overall decline in asthma in other industries has been reported in Great Britain, the trend is reversed for bakeries. Asthma due to flour (enzymes in retail bakeries is higher than that found in industrial bakeries. There were more cases of asthma attributed to exposure to flour and enzymes in retail bakeries than in industrial bakeries. As this trend has continued to rise over the last ten years, this makes it unlikely that awareness has resulted in increased reporting. However, the fact that there are less cases in industrial bakeries seems to indicate that the larger firms have taken enforcement and inspection campaign messages on board. Aim: The aim of this project was to reach retail and artisan bakers. Method: A free course was devised to raise awareness of the hazards of working with flour and enzymes, and how to minimise exposure. This was advertised through the internet, social media and by word of mouth. Participants completed a questionnaire prior to the course to explore their current awareness, a short assessment during the course and an evaluation afterwards. Results: Five courses were held and 80 participants reached. These participants will cascade the training down in their own companies, using materials provided on the course. Discussion: There was difficulty in persuading artisan bakers to release staff for two days. Qualitative data obtained during the course indicated that production and peer pressure, existing habits, uncomfortable PPE and the fact that the hazard cannot be seen contributed to complacency. Quantitative results are still being analysed. Recommendations for future 146 14
Work-related Musculoskeletal Disorders among Central Sterile Supply
Staff In reference To Physical and Psychosocial Factors at Work
Mohamed El-Helaly El-Helaly1, Hanan H Balkhy2
1
Occupational and Environmental Medicine, Mansoura College of Medicine, Mansoura University, Egypt, Saudi
Arabia, 2King Abdulaziz Medical City, Riyadh, Saudi Arabia, King Saud Bin Abdulaziz University for Health
Sciences, Riyadh, Saudi Arabia, King Abdulla International Medical Research Center, King Saud University for
Health Sciences, Riyadh, Saudi Arabia, Saudi Arabia
Background: Work‐related musculoskeletal disorders (WMSDs) are common among healthcare workers specially nursing staff, however, little is known about central sterile supply staff. Objective: This study aimed to examine the prevalence of WMSDs among central sterile supply technicians in relation to their physical workload, and psychosocial factors at work. Methods: A cross sectional study was conducted in 2013 among 64 central sterile supply technicians working in the central sterile supply department of a tertiary care hospital in Saudi Arabia. A questionnaire was used to collect data on demographic characteristics, physical workload and psychosocial factors at work. Also a Nordic questionnaire was used to examine the prevalence of WMSDs symptoms among the participants. Univariate analysis and multiple logistic regression analysis were performed for the risk factors. Results: The study showed that the overall 12‐month prevalence of WMSDs at anybody site of the participants was 43.75 %. The reported WMSDs were mostly in low back (28.1 %), followed by wrists/hands (23.4 %) and shoulder (21.9 %). Age, gender and BMI were not associated with WMSDs. Exertion of arms/hands (OR: 3.38; 95 % CI: 0.43‐26.40); awkward postures (OR: 2.03, 95 % CI: 0.57‐
7.19) and repetitive tasks (OR: 1.51, 95 % CI: 0.31‐7.24) were risk factors for developing WMSDs among the studied central sterile supply technicians. Conclusion: The present study showed that 43.75 % of the studied central sterile supply technicians reported 12‐month prevalence of WSDS at anybody sites affecting mostly low back, wrists/hands and shoulder. Ergonomic assessment and preventive intervention should be conducted to prevent incidence of WMSDs among central supply technicians through controlling both physical and psychosocial risk factors at their workplace. 15
Are hypertensive women at particular risk of ischaemic heart disease
from physically demanding work?
Karen Allesøe1, Andreas Holtermann2, Mette Aadahl1, Eleanor Boyle3, Karen Søgaard3
1
Research Centre for Prevention and Health, The Capital Region of Denmark, Glostrup University Hospital,
Glostrup, Denmark, 2The National Research Centre for the Working Environment, Copenhagen, Denmark,
3
Institute of Sports Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark
Background: Recent studies indicate that high physical activity at work is a risk factor for ischaemic heart disease (IHD). This may be explained by an elevated blood pressure when performing physically demanding work. Workers with hypertension can therefore be at particular increased risk for IHD when exposed to physically demanding work. 147 Aim: To investigate if women with existing hypertension are at excessive risk of IHD from high physical activity at work. Method: In a prospective cohort study, the effect of physical activity at work on the 15‐year incidence of IHD in women was studied. At baseline in 1993, 12 093 female nurses from the Danish Nurse Cohort Study, aged 45‐64 years, employed and without prior history of IHD, answered a self‐report questionnaire on physical activity at work, history of hypertension, age and a set of known risk factors for IHD and occupational factors. They were followed by individual linkage in the National Register of Hospital Discharges to 2008. Results: 580 participants were hospitalized with IHD during follow up. In the fully adjusted model, nurses with high physical activity at work had 34 % increased risk of IHD compared to nurses with moderate physical activity at work (HR 1.34 (95 % CI 1.08 to 1.66)). Nurses reporting hypertension at baseline had more than twice as high risk of developing IHD than normotensive nurses (HR 2.12 (95 % CI 1.72 to 2.61)). Among hypertensive nurses, those with high physical activity at work had an almost doubled risk for IHD compared to nurses with moderate physical activity at work (HR 1.97 (95 % CI 1.23 to 1.14)). Among nurses without hypertension, no increased risk for IHD was found from high occupational physical activity (HR 1.18 (95 % CI 0.93 to 1.51)). Conclusion: The present study among Danish nurses suggests that hypertensive women are at particular risk of IHD when exposed to physically demanding work. 16
Can dynamic light improve melatonin production and quality of sleep?
Tina Damgaard Thomsen1, Jette West Larsen1, Jakob Markvardt2, Hanne Irene Jensen1
1
Kolding Hospital, part of Lillebælt Hospital, Kolding, Denmark, 2Danish Building Research Institute, Aalborg
University, Aalborg, Denmark
Background: Hospital lighting may cause disruption in the circadian rhythm, partly due to suppression of the melatonin production. This may create health issues such as fatigue, poor sleep quality and chronic diseases for the staff. Dynamic RGB coloured light which changes colour and intensity in correlation with the time of day has been installed in a Danish ICU aiming to create lighting conditions being close to daylight variations and supporting patient and staff rhythms. The focus in this study is the effect of dynamic RGB‐light on ICU nurses. Aim: To examine the influence of dynamic light on ICU nurses’ melatonin production, quality of sleep, and well‐being. Method: An intervention study examining the impact of dynamic light regarding impact on circadian rhythm (measured by melatonin profiles from saliva samples), quality of sleep (sleep efficiency, number of awakenings and subjective assessment of sleep; measured by sleep monitors and sleep diary during a 10 day period), and subjective experiences of well‐being, health, and sleep quality (measured by a questionnaire survey). Results from the intervention group were compared with a control group of nurses from a similar ICU without dynamic light. Light conditions were documented by measurements at both ICUs. Data collection period was from February to May 2013. Results: A total of 55 nurses (89%) from the intervention‐ICU (1) and 58 nurses (88%) from the control‐ICU (2) participated. No significant differences were found between the two groups regarding personal characteristics. The nurses from ICU1 described their work light as comfortable, relaxing and 148 natural compared to artificial, institutional and gloomy in ICU2. Preliminary analyses did not shown any significant differences in melatonin level between the two ICUs. During the 10 day period, the nurses from ICU2 assessed their actual sleep as less effective (OR 2.17;p:0,03) and felt less rested (OR 1.89;p:0.006) compared to nurses from ICU1. The nurses in ICU2 had 16% more awakenings (p:0.05) during sleep, but there were no significant differences in duration of awakenings or in total sleep efficiency between the two groups. Light measurements are still being analysed. Conclusions: Most participants from the intervention‐ICU found the dynamic light agreeable and assessed their sleep more positive than participants from the control‐ICU. No significant differences were found between monitored sleep efficiency and melatonin level. 17
Expression of the novel hormone irisin in cold temperature working
environments
Masanori Ohta, Yasumasa Eguchi, Yoshimasa Konno, Hiroshi Yamato
Department of Health Development Institute of Industrial Ecological Sciences University of Occupational and
Environmental Health, Japan
This study aimed to assess level and predictors of chronic stress (CS) in nursing students. In this cross sectional design 131 students of an Austrian nursing school, aged 17 to 48 years (M=21.15; SD=4.89) completed an self‐administered questionnaire that included chronic stress, depression, physical symptoms, pathological eating and other psychological variables. The sample had a high stress score (M=23.14, SD=9.37). High frequency of physical symptoms (OR=7.27, 95 % CI:2.45‐21.58) and high depression score (OR=5.54, 95 % CI:1.94‐15.79) were significant predictors for chronic stress in students. Pathological eating and working hours were associated with chronic stress but remained insignificant in regression analysis. Results indicate high chronic stress of nursing students and its association with psychological and physical well‐being. Workplace health promotion has to address these issues and to start during education. 18
Lung Functions Among Traffic and Non-Traffic Police Officers in Galle
Division, Sri Lanka
Lasantha Krishan Hirimuthugoda1, Hemachandra Edirimanna2
1
Post Graduate Institute of Medicine, University of Colombo, Sri Lanka, 2Provincial Department of Health
Services, Southern Province, Sri Lanka, Sri Lanka
Background: Police officers spend much of their working hours on the roads exposing themselves to polluted air and thus at a higher risk of developing impairment in respiratory functions. Among them, traffic police officers are the people who work in heavy traffic roads in second capital city Galle most of their hours. Aim: The aim of this study was to compare lung function among traffic & non traffic police officers Method: Lung function of 100 Traffic police officers and 100 Non traffic police officers randomly selected from the Galle division. Self administered questionnaire was used to gather socio‐economic 149 data and respiratory symptoms and anthropometric parameters were measured. Respiratory functions were measured using the mini‐spirometer. Results: The traffic police officers (100, males) and non traffic police officers (100,males) were comparable in age and body mass index to non traffic police officers. Traffic police officers had a significantly reduced FEF 75 % value (p=0.041), FEV1 (p=0.008), FVC(p=0.001), FEV1/FVC ratio, PEFR (p=0.001). There was no significant difference between two groups in other lung function parameters [FEF25 % (p=0.13), FEF50 % (p=0.37), MMEF (p=0.38)]. There was a significant difference in the prevalence of eczema (p=0.022) and allergic rhinitis (p=0.009) among the two groups with higher prevalence among traffic police officers. Conclusion: The findings suggest that there is an association in lung function deterioration in traffic police officers compared to non traffic police officers possibly due to that traffic police officers are more exposure to polluted air and prevalence of eczema and allergic rhinitis are also high among traffic police officers. 19
A multi-wav follow-up study of sedentary work and ischemic heart
disease
Simone Visbjerg Møller
The National Research Centre for the Working Environment, Copenhagen, Denmark
Introduction: Sedentary behavior has been shown to be a distinct risk factor for several health outcomes. As a considerable amount of the population is engaged in sedentary work there is a need for clarifying the risk of ischemic heart disease (IHD) associated with sedentary behavior in context of the workplace. Aim: The purpose of this study was 1) to investigate whether sedentary work is a distinct risk factor for IHD and further 2) to determine whether a dose‐response relationship exists for time spent sitting at work and the risk of IHD. Methods: Data on sitting time at work and several covariates was derived from the Danish Work Environment Cohort Study, which was conducted every fifth years from 1990‐2010 among a representative sample of the Danish population aged 18‐59 years. Employed participants who took part in an interview or responded to a questionnaire during the years 1990‐2005 were included in the study, if they were free from the clinical endpoint of the respective follow‐ups throughout the calendar year preceding baseline. The first endpoint was death or hospital treatment due to IHD and the second endpoint was purchase of medication that may prevent IHD from (re)occurring serving as a proxy for IHD. Data on both outcomes were obtained through a record‐linkage between national registers. Results: 510 cases of fatal and non‐fatal ischemic heart disease occurred during 145,850 person‐years of follow‐up. After adjustment for age, sex, BMI and socioeconomic status no difference in risk of IHD was observed between people who were sedentary (≥ 25 hours per week) and non‐sedentary at work (HR = 0.95, CI: 0.78; 1.16). During 44,949 person‐years of follow‐up among men, and 42,456 person‐
years of follow‐up among women, 1,263 men and 1,364 women bought IHD‐related medication. No differences in risk were observed between people who were sedentary and non‐sedentary at work for both men (HR = 1.00, CI: 0.88; 1.13) and women (HR = 0.93, CI: 0.82; 1.06). Analyses with a continuous 150 variable of sitting time as well as sensitivity analyses including additional explanatory variables gave consistent results. Conclusion: This study shows that sedentary work cannot be considered a distinct risk factor for ischemic heart disease. However future studies may further investigate the association by assessing sedentary time at work objectively. 20
Authentic Leadership, Creative Climate and Followers ™
Innovativeness
Zofia Mockallo
Central Institute for Labour Protection - National Research Institute, Poland
Background: Polish innovative performance level is below 50 % that of the EU27. This outcome was a starting point for studying psychosocial factors related to employees’ innovativeness, which is an attribute desired by employers and an indicator of employees’ wellbeing. Theoretical background for the research was growing interest in authentic leadership and its relation to positive working environment and employee performance. Aim: To study the relationship between authentic leadership, creative climate (challenge and autonomy) and followers’ innovativeness, and its nature (whether the relationship is direct or mediated). Method: Study group comprised 270 professional service sector employees. The research was carried out in 2011 in the form of regional questionnaire surveys. Questionnaires were conducted in five Polish regions. The measure instruments used were: 1. authentic Leadership Questionnaire (ALQ; Avolio et. al., 2007) 2. climate for Creativity at Work Questionnaire (Karwowski, 2009) 3. innovative Output Questionnaire (De Jong and Den Hartog, 2010) 4. Three items from UWES (Schaufeli and Bakker, 2003) were used to measure work engagement. Results: Regression analyses revealed a strong, positive link between authentic leadership style and innovativeness. This relationship is partly mediated through one element of creative climate, i.e. challenge and through work engagement. Another element of creative climate under study, i.e. autonomy, was also positively connected with innovativeness but was not a mediator in authentic leadership – innovativeness relationship. Conclusion: Generally, the results proved the hypothesis that authentic leadership style is a determinant of employees’ innovativeness and this relation is partly mediated through creative climate and work engagement. This conclusion should be taken into account when planning positive interventions regarding employees’ wellbeing, as it promotes positive leadership and organisational climate proving its connection with innovative outcomes, which can be a major motivation factor and advantage for employers. 151 21
Charisma and leadership: New challenges for psychiatry
Guillaume Fond
Université Paris Est-Créteil, Pôle de psychiatrie des hôpitaux universitaires H Mondor, INSERM U955, Eq
Psychiatrie Génétique, Fondation FondaMental Fondation de coopération scientifique en santé mentale, DHU
Pepsy., France
Charisma is defined as «a quality that allows it’s possessor to exercise influence, authority over a group»; leadership as «the function, the position of chief, and by extension, a dominant position». The aim of the present work is to offer some reflections on charisma and leadership and the ways to develop them. The leader must first ask himself/herself about his/her vision of the future, so as to share it with passion with his/her mental health team. Charisma and leadership are based on several values, among which we can mention: Providing understandable, personalized care for the patient, in continuity and confidentiality; adapting care to the general population’s request, maintaining one’s own physical and mental health, submitting one’s daily practice to peer review, engaging in continuous improvement of one’s practices in response to new requirements, and recognizing that research and instruction are part of an M.D’s professional obligations. The clinician will work on ways to develop his/her own charisma, through interactions with peers and team members, the care of his/her appearance (especially for first meetings) and workplace, and through positive reinforcement (some cognitive‐
behavioral techniques like assertiveness have been proposed to enhance the charisma, e.g., visualization and affirmation). Leadership does not depend on hierarchical position and administrative responsibilities: Leaders should learn to manage and harmonize the different types of personalities within his/her team, paying special attention to passive‐aggressive attitudes. Although some features are common to all charismatic leaders (dominance, self‐confidence, high energy level), a recent theory of leadership (called contingency theory) seeks to examine how different leadership styles can adapt to circumstances. This theory focuses more on the vision, passion, determination and courage of the leader and depends not only on their intrinsic qualities. The most important qualities expected of a leader according to the current leadership theorists are: Listening, communication, stress management, development of other’s capacities, feedback, introspection and risk taking. Moreover, leadership involves positive reinforcement of the team while maintaining the feeling of individual autonomy, and being able to take an innovative decision alone with shared optimism. There is no need to have great management responsibilities in order to succeed in leadership. We reiterate the importance for a charismatic leader to smile, to be able to mock oneself and to regulate one’s emotions. 22
Correlation between ethical behaviour in organization and
absenteeism
Janez Stare, Jernej Buzeti, Manica Danko, Maja Klun
University of Ljubljana, Faculty of Administration, Slovenia
Designing a better workplace environment has been extensively connected to the employees’ behaviour. It has been formed based on various stimuli from the environment. Individuals detect them and physically react to them. There is a variety of reactions and associated forms of behaviour. The fact is that every individual’s behaviour is strongly influenced by his/her belief in what is right and what is wrong/evil, what is and what is not allowed, what is ethical and what is not. The role of 152 employees’ ethical behaviour in organization is not only important because it shows a certain level of culture and a role model for appropriate behaviour in organization but also what a great deal of research (Prottas (2008), Sanders (2004), Fitzgerald and Desjardins (2004), Martoccio and Jimeno (2003), De Boer et al. (2002) has proven: the correlation between ethical behaviour of employees and absenteeism. Van Yperen (1994) et al. have proven that the stricter the work ethics are in organization the lower the absenteeism is. Sanders (2004) also suggests that the stronger the work ethics in work team is the lower the rate of short absenteeism is. De Boer (2002) et al. research focused on the correlation between “unfairness” at workplace and absenteeism. Their results showed that if unfairness is recognized at workplace, it has certain influence on the employees’ health and directly affects the absenteeism. The feeling of unfair treatment at workplace also causes psychosomatic illnesses. The paper deals with the correlation between employees’ ethical behaviour and their absenteeism. It follows three aims: based on the theory, examples of good practice and research findings will (1) provide an explanation of the correlation between ethical behaviour and absenteeism, (2) present those results of INODEL (ensuring better workplace environment in Slovenia, 2010‐2012) which attempted to find out whether employees abused their absenteeism in spite of their ability to work and (3) define the importance of employees’ ethical behaviour for managing absenteeism. 23
Confidence in the back - and the work. A cluster-randomized
controlled trial of an educational-based workplace intervention
Pernille Frederiksen1, Aage Indahl2, Tom Bendix1
1
Knowledge Center for Reumatology and Back Diseases, Glostrup Hospital, Denmark, 2Sykehuset i Vestfold &
University of Bergen, Norway
Background: Low Back Pain (LBP) is one of the largest single causes of sick absence in Western countries. A Workplace intervention model from Norway (iBedrift=atWork) has been successful at reducing sick absence involving three components: 1) educational lectures** 2) peer advisors 3) access to health care professionals. However, use of peer advisors and health care was limited. We need to determine whether the effect from at Work can be attributed primarily to the educational lectures, because it may serve as a cheap and easy implementable intervention at work settings. Aim: With the focus on LBP, our aim is to test a part of the at Work intervention on Danish municipal workers with physically strenuous work. Methods: A cluster‐randomized controlled trial are performed in 11 municipal units in the Copenhagen capital region, primarily among workers with physically strenuous work (n=486). Two one‐hour lectures with two weeks in between are given to the intervention group units. Monthly SMS measurements follow identifying those with LBP in the past four weeks and measuring their self‐
rated: functional level (primary outcome), workability, sick behaviour, bothersomeness, visits to health care professionals, medicine consumption, and depression level. Furthermore, back beliefs are measured regardless of back pain status. Items used are taken from Core Outcome Measures Index (COMI), Work Ability Index (WAI), Subjective Health Complaints questionnaire (SHC) and Back Beliefs Questionnaire (BBQ). Statistical analyses will be performed using linear mixed models for repeated measurements to compare individuals. Also, intra‐cluster correlation analyses will be used to identify divergence between units in the two groups. Data collection will be terminated fall 2014. **..based on improving back confidence and hence reducing daily focus on the back. 153 24
Lasting Effects of Workplace Strength Training for Neck/Shoulder/Arm
Pain among Laboratory Technicians: Natural Experiment with 3-Year
Follow-Up
Peter Mortensen1, Anders I. Larsen1, Mette K. Zebis2, Mogens T. Pedersen3, Gisela Sjøgaard4, Lars L.
Andersen5
1
Novozymes A/S, Medical Centre, Bagsværd, Denmark, 2Arthroscopic Centre Amager & Gait Analysis
Laboratory, Copenhagen University Hospital, Hvidovre, Denmark, 3Department of Nutrition, Exercise and
Sports, Faculty of Science, University of Copenhagen, Denmark, 4Institute of Sports Science and Clinical
Biomechanics, University of Southern Denmark, Odense, Denmark
261
P4
Objectives: This study investigated long‐term effects and implementation processes of workplace strength training for musculoskeletal disorders. Methods: 333 and 140 laboratory technicians from private and public sector companies, respectively, replied to a 3‐year follow‐up questionnaire subsequent to a 1‐year randomized controlled trial (RCT) with high‐intensity strength training for prevention and treatment of neck, shoulder, and arm pain. Being a natural experiment, the two participating companies implemented and modified the initial training program in different ways during the subsequent 2 years after the RCT. Results: At 3‐year follow‐up the pain reduction in neck, shoulder, elbow, and wrist achieved during the first year was largely maintained at both companies. However, the private sector company was rated significantly better than the public sector company in (1) training adherence, (2) training culture, that is, relatively more employees trained at the workplace and with colleagues, (3) self‐reported health changes, and (4) prevention of neck and wrist pain development among initially pain‐free employees. Conclusions: This natural experiment shows that strength training can be implemented successfully at different companies during working hours on a long‐term basis with lasting effects on pain in neck, shoulder, and arm. Presented by Karin Lehn (1) and Marianne Kjellow‐Andersen (1). (1) Novozymes A/S, Medical Centre, 2880 Bagsværd, Denmark 25
Truck drivers' work environment and possibilities for workplace
interventions
Charlotte Ahlgren Saervoll, Birgit Aust, Andreas Benjamin Christensen, Simone Visbjerg, Andreas
Holtermann, Anne Helene Garde
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Truck drivers report low workability and reduced self‐rated health in comparison with the majority of other job groups. The work environment of truck drivers is both physically and psychosocially demanding and drivers are suffering from physical and mental health problems like MSD, CVD and stress. Nevertheless, there is little scientific evidence on how to improve the work environment of drivers. Both the number of initiatives and sustained effects are low. To establish 154 long‐term changes, organizational interventions integrating work environment improvements and health promotion have been suggested. However, developing such interventions requires a profound knowledge of the drivers’ work environment. Aim: The aim of the study is to develop interventions in collaboration with key actors in the transport sector that can improve health and work ability among truck drivers in Denmark. Method: The study is designed to map the work environment of drivers in the Danish land transport sector as a basis for development of interventions. Quantitative data analyses are used to describe associations between working conditions and health outcomes in Danish land transport drivers. A qualitative study will include about 12 open‐ended interviews with drivers in a variety of Danish companies. The interviews are tape recorded and transcribed ad verbatim. A thematic analysis approach will be used to condensate the information and generate themes representing the drivers’ experiences of positive and negative aspects in their work environment. Based on knowledge from these two data sources supplemented with input from representatives of employer and employee organizations in the transport sector, suggestions for interventions will be developed. Preliminary results: At the conference a profile of the drivers work environment and suggestions for interventions focusing on how to improve work ability for the drivers will be presented. 26
Obesity and metabolic syndrome prevention: promotion of a healthy
lifestyle among health care workers of a major hospital of Northern
Italy
Luisella Vigna1, Alessandro Romano2, Claudia Barberi1, Diana Misaela Conti3, Gianna Maria Agnelli1, Luciano
Riboldi1
1
U.O. Medicina del Lavoro 1, Clinica del Lavoro L. Devoto, Fondazione IRCCS Ca’ Granda Ospedale Maggiore
Policlinico , Milano 20122, Italy, 2Scuola di Specializzazione in Medicina del Lavoro. Universitá delgi Studi di
Milano, Italy, 3U.O. Protezione e Promozione Salute Lavoratori, Clinica del Lavoro L. Devoto, Fondazione
IRCCS Ca’ Granda Ospedale Maggiore Policlinico , Milano 20122, Italy
In recent years, metabolic‐related disorders, such as metabolic syndrome, obesity and, consequently, cardiovascular and endocrine diseases, insulin resistance, type 2 diabetes mellitus, dyslipidaemia and osteoarticular pathologies have increased in health workers because of the spread of an incorrect lifestyle, smoking and unhealthy eating habits. Moreover, health care workers represent a high risk population with high physical demands, involving patient handling and other manual work tasks with high peak force, walking and standing as well as awkward postures. As cardiovascular and osteoarticular diseases may cause a significant loss of working days, the Occupational Health Service of Fondazione IRCCS Ca’ Granda Maggiore Hospital in Milan has worked in the direction of reducing the incidences of these chronic pathologies by implementing a healthy lifestyle and monitoring the risk factors in the working population. The 3,500 health workers population consists of two main categories: The healthcare personnel largely involved in nocturnal and diurnal shifts and the technical and administrative personnel mostly working in one diurnal shift. Many of the workers consume at least one meal at the hospital canteen and lead a sedentary lifestyle, thus developing more easily metabolic disorders. The aims of the project are: 155 Improving the awareness of the importance of a healthy lifestyle as regards eating habits and physical activity and the knowledge of the risks associated with an inappropriate lifestyle, broadening the knowledge of the caloric value of the foods offered in order to give tools for a balanced management of the dietary regime, offering opportunities for an increase of the physical activity during working time, diagnosing and eventually curing pathological conditions related to unhealthy lifestyles. Outcome indicators to evaluate the effectiveness of the health promoting polices will take into account the workers compliance to physical activity programs, the adoption of a controlled dietary regime obtained by using the gained knowledge of food caloric value and the lifestyle positive changes verified through the administration of a questionnaire provided by a physician before and 6 months after the beginning of the health promotion campaign. We expect to observe a positive trend in the adoption of long‐term healthy eating habits and the increase of physical activity practice, higher consumption of fresh fruit, vegetables and low‐calorie dishes and beverages in the workplace canteen in about 25 % of the health workers and the improvement of the glycometabolic state and anthropometric index of about 20 % in workers with altered metabolic indexes. 27
Health promoting actions in an engineering factory: evaluation of the
serum 25-OH in a group of shift workers
Luisella Vigna1, Valentina Belluigi2, Alessandro Romano3, Amedea Silvia Tirelli4, Luciano Riboldi1
1
U.O. Medicina del Lavoro 1, Clinica del Lavoro L. Devoto, Fondazione IRCCS Ca’ Granda Ospedale Maggiore
Policlinico , Milano 20122, Italy, 2Novelis Italia S.p.A, Italy, 3Scuola di Specializzazione in Medicina del
Lavoro. Universitá delgi Studi di Milano, Italy, 4U.O. Biochimica Clinica, Fondazione IRCCS Ca’ Granda
Ospedale Maggiore Policlinico , Milano 20122, Italy
Low levels of vitamin D, as scientific evidence prompts, seem to be related to muscle weakness, low balance performance and higher risk of falls and the maintenance of adequate serum 25‐OH vitamin D levels is associated with a desirable physical performance. Following two health‐promoting campaigns, cigarette smoking cessation and overweight prevention, we evaluated the serum concentration of 25‐OH vitamin D in shift workers of an engineering factory of Northern Italy, specialized in belt and aluminium alloys production. The population of the study consisted of 65 male workers, 50 of which employed on three shifts, with a mean age of 48 years. All the workers had a good work performance, presented a slight overweight (average BMI= 26.9). The mean serum concentration of 25‐OH vitamin D (Liason Sorin) was 13.4 ng/mL (minimum 4 ng/dL, maximum 28.6 ng/mL); a severe deficit of vitamin D concentration (values less than 10 ng/mL) was found in 21 subjects, a moderate deficit (values between 10.01 and 20 ng/dL) in 37 subjects and insufficiency in 7 subjects (values between 20.01 and 30 ng/dL). The workers were divided into four job categories (casters, maintenance crew, varnishers and supervisors); no difference of serum 25‐OH vitamin D levels between the groups was found. Furthermore, workers were invited to fill out a questionnaire related to their lifestyle and habits (diet, physical exercise and smoking habit) and underwent the determination of Heel Bone Mineral Density (data in progress). The preliminary results of the study showed that almost one third of the workers (21 subjects) suffered from severe deficit of vitamin D (i.e. serum values less than one third of the concentration considered sufficient), regardless of the age and the BMI value. The corrective polices taken regarded 156 information activity about the biological property of vitamin D, promoting a healthy lifestyle. Besides, a convention for the low‐price purchase of vitamin D supplements was stipulated, and the distribution of vitamin D‐supplemented foods will be provided in the workplace canteen. 28
Collaborative care for common mental disorder in the workplace
Eva Rothermund1, Reinhold Kilian2, Bernhard Reiter3, Dorothea Mayer4, Michael Hölzer5, Monika Annemarie
Rieger6, Harald Gündel1
1,7
University Clinic of Psychosomatic Medicine and Psychotherapie Ulm, Germany, 2Klinik für Psychiatrie II,
Universitätsklinikum Ulm, Germany, 3Betriebsärztlicher Dienst, in Fa. CASSIDIAN an EADS Company, Ulm,
Germany, 4Daimler AG Werksaerztlicher Dienst Health and Safety Sindelfingen, Sindelfingen, Germany,
5
Sonnenbergklinik Stuttgart, ZfP Südwürttemberg, Germany, 6Institut für Arbeitsmedizin, Sozialmedizin und
Versorgungsforschung, Universitätsklinikum Tübingen, Germany
Background: Within the vocational context common mental disorders gain more attention for societal and economic reasons. The unmet need for easy accessible and early interventions led to the implementation of a variety of offers in this area e.g. the “Psychosomatic Consultation in the Workplace” (PCIW). The intervention consists of interpersonal psychosocial delivery of initial psychosomatic consultation, diagnosis, crisis intervention, as well as referral into the existing secondary treatment system by a psychotherapist (medical doctor or psychologist). In contrast to regular care the intervention is part of the company health care system and takes place within the facilities of the occupational physician. Aim: To learn more about this offer we set out to analyse the user profile by a cross sectional design. Method: Users of the PCIW were recruited consecutively in three companies that established the offer in cooperation with local psychosomatic clinics. The comparison group (CAU) was recruited in two cooperating psychosomatic clinics excluding individuals with no work. Latent class analysis (LCA) was used to classify individuals into distinct groups based on individual response patterns. The number of latent classes is determined via various statistical methods (BIC, AIC, Lo‐Mendel‐Rubin Test). By extending this model to a conditional latent class model, the effects of covariates on the likelihood of class membership can be estimated. Data were collected by self‐administered questionaires: work ability (work ability index), quality of life (SF‐12), mental health (PHQ9‐
depression, PHQ‐15‐somatization, PHQ‐7‐anxiety) and work‐related stress (irritation scale (is), maslach burnout inventory (mbi)). Results: The sample consists of n=352 individuals: PCIW n=173 / CAU n=179. Age in years (PCIW 44.9, SD 10.1/CAU 39.4, SD 11.9) and gender (PCIW 70% male/ CAU 30 % male). Service utilization i.e. previous contact with the psychotherapeutic‐psychosomatic‐psychiatric health care system (PCIW 38 % / CAU 63 %) differs between the groups (p< 0.05). Education or marital status have no impact and are excluded. The LCA identifies four subgroups of users with different patterns of impairment; generally those with less impairment seem to be seen in the vocational context. The final model with all relevant covariates will show in detail the user profil of the PCIW and provide us with data to tailor interventions at this interface. Conclusion: PCIW stands for an easy accessible therapeutic offer in the vocational context. Our data suggest that we reach a different type of user in regard to age, gender, utilization, disease severity, work ability, quality of life and work‐related stress. 157 29
How to design a workplace-based intervention to improve
psychological wellbeing and work ability among elementary school
teachers? Preliminary results from the BALANCE-trial
Signe Ravn Andersen, Andreas Benjamin Christensen, Hanne Würtzen, Anne Helene Gaarde, Reiner Rugulies,
Vilhelm Borg, Glen Winzor, Jesper Kristiansen
The National Research Centre for the Working Environment, Copenhagen, Denmark
Background: Reduced psychological wellbeing is associated with reduced work ability, loss of productivity, increased sickness absence and disability pensions. Furthermore, psychosocial factors at work may contribute to the onset of mental health problems. Analyses of the Danish Working Environment Cohort Study show that teachers have a high prevalence of mental health problems. This might be due, at least partly, to problematic working conditions, as teachers report higher work related emotional demands, more work‐life conflicts, and lower work‐related self‐esteem than employees from other occupational groups. Knowledge of how to design effective workplace interventions to reduce the prevalence of mental health problems, improve psychological wellbeing and improve work ability is scarce. However, combining interventions on the individual and the organizational level has been discussed as a promising approach. Aim: The aim of the study is to design and evaluate the implementation and the effect of a multimodal intervention on psychological wellbeing, work ability and sickness absence among Danish elementary school teachers. Method: This is a two‐armed cluster randomized controlled trial comparing an intervention group with an assessment only control group. The study is conducted among 696 teachers employed at 15 Danish elementary schools within one municipality. At intervention schools an intensive educational program will be administered among school management, shop stewards and local health and safety representatives providing information and training on how to deal with reduced psychological wellbeing among teachers. In addition, intervention on the organizational level includes a seminar for all teachers at each intervention school in order to initiate a long‐term process on improving the psychosocial working environment. After individual consent all teaching staff at intervention schools will be screened for reduced psychological wellbeing. Teachers at risk will be contacted and offered individual sessions with a study affiliated case manager and participation in group based stress‐
management courses. The case manager will conduct systematic interviews to determine the need for job‐crafting and offer support in the process of identifying the best way to temporarily adapt job demands to current individual resources. At baseline and after one and two years of follow up, self‐
reported data regarding psychosocial well‐being, psychosocial working environment and mental health literacy will be collected. Preliminary results: The intervention, evaluation methods and baseline characteristics of the participants, including prevalence of reduced psychological wellbeing and problematic working conditions, will be presented along with preliminary analyses of the implementation process. 158 30
Effectiveness of a worksite mindfulness-related multi-component
health promotion intervention on work engagement and mental
health: results of a randomized controlled trial
Jantien Van Berkel1, Cécile Boot1, Karin I Proper1, Paulien M Bongers2, Allard J van der Beek1
1
VU University Medical Center, EMGO Institute for Health and Care Research, Amsterdam, The Netherlands,
2
Netherlands Organisation for Applied Scientific Research TNO, Hoofddorp, The Netherlands,
Background: Over the last decades, increasing automation and globalization have led to a change in daily working life in most sectors in the Western countries. Due to the increase in work pressure, competition, work pace, and job instability, work has become more mentally and emotionally demanding. A work‐related indicator of subjective mental well‐being is work engagement. Increasing work engagement is potentially beneficial for individual workers as well as their employers and society as a whole. Objectives: To evaluate the effectiveness of a worksite mindfulness‐related multi‐component health promotion intervention on work engagement, mental health, need for recovery and mindfulness. Methods: In a randomized controlled trial design, 257 workers of two research institutes participated. The intervention group (n=129) received a targeted mindfulness‐related training, followed by e‐
coaching. The total duration of the intervention was 6 months. Data on work engagement, mental health, need for recovery and mindfulness were collected using questionnaires at baseline and after 6 and 12 months follow‐up. Effects were analyzed using linear mixed effect models. Results: There were no significant differences in work engagement, mental health, need for recovery and mindfulness between the intervention and control group after either 6‐ and 12‐months follow‐up. Additional analyses in mindfulness‐related training compliance subgroups (high and low compliance versus the control group as a reference) and subgroups based on baseline work engagement scores showed no significant differences either. Conclusions: This study did not show an effect of this worksite mindfulness‐related multi‐component health promotion intervention on work engagement, mental health, need for recovery and mindfulness after 6 and 12 months. 31
Strengths of employees 55+ in opinion of managers from SME sector
Anita Richert-Kazmierska, Katarzyna Stankiewicz
Gdansk University of Technology, Faculty of Management and Economics, Poland
Due to the global aging process of society, one of the key macro and microeconomic issues becomes the question of how to properly use the potential of the growing number of older people. Thereby reduce the economic and social consequences of aging population process. Utilization of the skills of older workers requires a proper assessment of their professional competences as well as a realistic plan for their usage. 159 The aim of this research was to recognize the manager’s opinions about strengths of workers aged 55+ and examine whether those strengths are utilized in their companies. Method: The research was carried out in the framework of the international project Best Agers Lighthouses ‐ strategic age management for SME in the Baltic Sea Region[1]. The results were obtained by in‐depth interview method conducted among managers in the organizations of the SME sector in Poland, Finland, Lithuania and Sweden in 2013. Results: Managers are aware and identify strengths of workers aged 55+. They can enumerate many of their characteristics, skills and behaviors that are important for the organizations. At the same time it’s not so easy for them to point at any specific practices in their companies that are dedicated to optimize the usage of older employees’ potential. The results are different because of the managers’ origin country and type of organization they represent: public institution or private enterprise. Conclusions: Managers can identify the strengths of their employees, including those aged 55+. Unfortunately they do not implement solutions that could raise the efficiency of this group’s potential often enough. ________________________________________ [1] Best Agers Lighthouses ‐ strategic age management for SME in the Baltic Sea Region is the project co‐financed by European Found of Regional Development in the Baltic Sea Region Programme 2007‐2013. 32
Promoting Employment Success through Workplace Accommodations
Following Traumatic Brain Injury and Electrical Injury
Mary Stergiou-Kita1, Elizabth Mansfield2, Angela Colantonio1, Vicki Kristman3, Manuel Gomez, David Cassidy,
Bonnie Kirsh, Joel Moody
1
Department of Occupational Science and Occupational Therapy, University of Toronto, Canada
2
Toronto Rehabilitation Institute, University Health Network, Toronto, ON, Canada, 3Institute for Work and
Health, University of Toronto, Canada
Background: Returning to work following a workplace brain or electrical injury can be challenging due to a confluence of physical, cognitive and emotional impairments. Workplace accommodations assist injured workers to successfully return to work and are legally mandated through human rights legislations. However, very little is understood about the types of workplace accommodations that are relevant following a brain or electrical injury and how factors within the worker, occupation and workplace environment interact to facilitate positive outcomes. Aim: To understand the process of workplace accommodations following brain and electrical injuries, from both injured worker and employer representative perspectives. Methods: We conducted 37 semi‐structured telephone interviews‐ 13 with elctrical injured workers, 12 with workers who sustained a brain injury, and 12 with employer representatives in the electrical sector in Ontario, Canada. Thematic analysis was employed to identify themes related to return to work processes and the request and provision of workplace accommodations. Thematic analysis involves: 1. becoming familiar with the data 2. generating initial codes 3. categorizing codes into initial themes 160 4. identifying key themes related to the research questions 5. defining and naming themes and 6. producing a scholarly report of the analysis. Results: Accommodations were narrowly defined in relation to physical work restrictions and graduated return to duties. Accommodations challenges included: i. communication difficulties ii. issues with perceived injury severity and legitimacy iii. workplace culture issues and iv. issues related to ʺpaying lip serviceʺ to accommodations with inadequate follow through. Individual, injury, workplace and institutional elements workers perceived to most directly impact their return to work included: 1. personal resources 2. job characteristics 3. workplace setting 4. injury elements 5. workersʹ compensation context in which they operated and 6. supports and advocacy provided. Process elements that facilitate effective provision of workplace accommodations included: i. finding a ʺjust rightʺ fit between workersʹ abilities and assigned tasks/duties ii. effective stakeholder communications iii. prompt response to needs and making changes to accommodations as required iv. knowledgeable individuals in a position of power to advocate on workersʹ behalfs. Conclusions: Further education regarding workplace accommodations is required to broaden employersʹ and workersʹ understanding of accommodations. Clinicians must consider the wide number of factors that can influence the return to work process. These include the legitimacy of the injuries and resulting impairments, knowledge regarding accommodation legislations, institutional structures such as workersʹ compensation systems, social relations at work (with employers and co‐
workers) and broader economic imperatives. 33
Supporting the capability to 'Lead the Self' through Resilience training
for leaders in aged care
Heather Gibb
MAPS, COPs, FACN, Australia
As part of its workforce reform agenda in aged care, the Australian federal government recognizes the critical need for developing its leadership capability (ACLD capability framework, 2013). A partnership has been developed towards achieving this aim with Health Workforce, Australia (HWA) who has successfully developed a leadership capability framework ‘Health Leads’ ‐ for the acute health workforce (HWA, 2013). The challenge within aged care is to adapt principles of Health Leads, in programming the development of its own leadership. 161 Our research has focused on the adaption of the first of 5 areas of leadership, entitled ‘Leads Self’ and defined by capabilities of self‐awareness, self‐development and strength of character. Psychological elements of these capabilities are strongly connected with resilience: Self‐awareness, self‐regulation, motivation and empathy (McEwen, 2011). We recognized an opportunity to engage a reticent cohort of aged care staff into a leadership development course, through offering an invitation to undertake resilience training with these same capabilities as course goals. Our poster tracks the development of a dynamic program based on Mindfulness, underpinned by evidence from neuropsychology (Rock and Page, 2009) and emotional intelligence (Ciarrochi and Blackledge, 2006). We exploited the appeal of resilience based on scientific theory, for participants educated through a medical model, along with a dynamic rather than a theory driven course, for a workforce accustomed to learning through practice. The poster also elaborates our use of Mindfulness techniques and theories that underpin practices and provide the rationale for this approach to developing capability to lead oneself. It also reports our evaluation of the program, using the Most Significant Change Story technique (Dart and Davies, 2003). References  ACLD capability framework. (2013). Australian Aged Care Leadership Capability Framework: For all leaders in aged care. Canberra: Australian Government.  Ciarrochi, J. & Blackledge, J. (2006). Mindfulness based emotional intelligence training: A new approach to reducing human suffering and promoting effectiveness. In J. Ciarrochi, J Forgas & J Mayer (Eds.), Emotional Intelligence in every day life. 2nd Ed. New York: Psychology Press, 206‐228.  Dart, J. & Davies, R. (2003). A dialogical story based evaluation tool – the most significant change technique. American Journal of Evaluation, 24, 137‐155.  HWA. (2013). Health LEADS Australia: The Australian Health Leadership Framework. Health Workforce, Australia. Adelaide, SA. McEwen, K. (2011). Building resilience at work. Qld: Australian Academic Press.  Rock, D. & Page, L. (2009). Coaching with the brain in mind. NJ: John Wiley & Sons Inc. 34
A framework for resilience. The line between individual and
organisational resilience
Rob John Woollen
Peninsula College of Medicine and Dentistry, Rightway Wellbeing Ltd, United Kingdom
In psychology, resilience has been studied scientifically for over forty years (Rolf and Glantz, 1999) but in the past decade or so it seems to have taken on great importance in the fields of management and employment (CIPD, 2011). Organisations aim to be resilient – to function and even grow even in times of adversity ‐ and at the same time seek to employ staff with the individual ability to make positive adaptations and maintain positive behaviour in the face of hardship (Coutu, 2002). Representative texts were selected of diverse yet relevant theoretical perspectives and the key concepts disclosed by them in relation to resilience were distilled and tabulated. The initial 200 162 processes contained in this table were condensed into ten conceptual categories which provide a framework for resilience. This approach owes much to the open coding described by Glaser and Strauss (1967) for the discovery of grounded theory. The intention here is not a systematic review of the literature, but rather to reduce a diverse, representative set of research into a format by which it can be simply related to daily life. This poster presents the process and the results of this taxonomy of resilience, before comparing responses to a specific business challenge faced by a micro‐business and examining whether the response of the resilient individual is the same as the response of the resilient organisation.  CIPD, (2011), ʹDeveloping Resilience: An evidence‐based guide for practitionersʹ, London, CIPD.  Coutu, D. L. (2002). ʹHow resilience worksʹ. Harvard business review, 80 (5), pp 46.  Glaser, B. G. & Strauss, A. L. (1967). The discovery of grounded theory: strategies for qualitative research. New Brunswick: Aldine de Gruyter.  Rolf, J. E. & Glantz, M. D. (1999). ʹAn Interview with Norman Garmezyʹ. Resilience and development: Positive life adaptations, pp 5. 35
Tools for healthy workplaces in low-resource settings. An example
from the Pacific Islands.
Katja Siefken
Auckland University of Technology, New Zealand
Background: The Pacific Islands are experiencing among the highest non‐communicable disease (NCD) burden worldwide. These diseases are contributing to approximately 75 % of death in the region. They further contribute to a large proportion of NCD‐related morbidity. Both, NCD‐mortality and ‐morbidity are projected to increase further. Workplaces have been internationally recognised as a priority setting for health promotion and disease prevention. Lamentably, however, healthy workplaces are seldom a reality in the Pacific region. Whilst WHO has worked with Member States in the Pacific Region on the development of healthy workplaces since more than a decade, little significant progress has been felt. Aim: Previous formative work in the region indicates workplace strategies may be effective intervention settings. The purpose of this research is to identify, develop, and deliver novel strategies to prevent and reduce non‐communicable diseases (NCDs) in the Pacific region using workplaces as a setting. Method: Formative work with stakeholders involved in workplace and occupational health was conducted in Fiji. Further information for the design of practical tools that aid in the facilitation and implementation of healthy workplace programmes was sought from stakeholders placed in Vanuatu, Tuvalu, Tonga and Kiribati. Results: Findings indicate a strong need for health education approaches. Whilst workplace health approaches may focus on advanced well‐being strategies in higher income countries, this research emphasises the need for culturally attractive and effective workplace‐based health promotion and health education strategies. 163 Conclusion: Based on the information sought, healthy workplace tools were designed to promote health and reduce and control NCD risk in Pacific workplaces, addressing the “Best Buy” intervention content of the Pacific Crisis Response Package (CRP). The four avenues of influence in workplace health promotion, as outlined in the WHO Healthy Workplaces: A Model for Action (2010) was carefully addressed. 36
Effects of organic food conversion in public food service on employee
wellbeing and job-satisfaction: development and pilot-testing of a
web-based questionnaire
Nina Nørgaard Sørensen
Technical University of Denmark National Food Institute Division of Nutrition, Denmark
Background: In 2011 the Danish Ministry of Food, Agriculture and Fisheries launched an Organic Action Plan for 2020 (FVM 2012) with a goal to increase the organic food percentage up to 60 % in all public kitchens in Denmark (DK) by 2020. The plan includes investments into conversion projects, working to train the public food service staff in organic food conversion. Objectives: The objective of the present study was to develop and pilot test a web‐based questionnaire designed to measure the effects of organic food conversion in public kitchens on employees’ experienced wellbeing and job‐satisfaction. Methods: Insight into work conditions of public food service staff was gained through a test of 17 hypotheses on organic food conversion that were generated based on existing literature. The hypotheses were discussed during personal visits/interviews with staff from seven public kitchens, including three day care centres, three nursing homes and a workplace canteen. Based on centers hypothesis‐test and expert guidance, a web‐based questionnaire including questions on the psychological and physical working environment was developed and pilot‐tested. Results: The seven kitchens recognized all 17 hypotheses. Agreement/non‐agreement with the hypotheses identified 24 relevant questions for the questionnaire design. The pilot‐test showed that all
seven public kitchens approved the questionnaire in relation to relevance, balance between sections and length. However, the test revealed problems with the response options for three of the 24 questions and an ambiguous question formulation in a fourth question. Results from this study demonstrate the importance of appropriate hypothesis‐testing and background information before developing a questionnaire. Conclusions: The study design enabled researchers to gain a better understanding of the wellbeing and job‐satisfaction experienced by public kitchen staff in relation to organic food conversion. The pilot‐test of the web‐based questionnaire design indicated the need for specific improvements. After considering these, kitchen staff supported the use of the questionnaire and agreed it had strong potential for measuring wellbeing and job‐satisfaction in this area specifically. Future recommendations include additional research to validate this method. Conflict of interest: None disclosed. Funding: Related research was funded by Danish Veterinary and Food Administration and the 164 National Food Institute. Contact: Nina Nørgaard Sørensen, [email protected] 37
Promoting a Culture of Safety for New Nurses in a Hostile Work
Environment
Josiane Hickson
St. John's Riverside Hospital & Teachers College, Columbia University, United States
Background/Significance: The success for the future of the nursing profession has relied upon the cultivation, assimilation, professionalism, and satisfaction of newly licensed Registered Nurses (RNs). Nursing hostility has been a familiar experience for many nurses at the start of their nursing profession and its impact has been devastating towards new RNs. Relevance of this study includes worth to the contemporary health care industry and the areas for improvement for the success of new nurses at the start of their profession. This study’s findings contribute to the foundation of assisting health care organizations, nursing leaders, and staff nurses towards the development of strategies to eliminate behaviors of nursing hostility and promote a culture of safety. Objectives/Aims: To investigate the perceptions of nursing hostility and job satisfaction of new RNs, comparing the working settings of Magnet and non‐Magnet hospitals. Methods: An online survey was conducted using the Negative Acts Questionnaire‐Revised, the McCloskey/Mueller Satisfaction Survey, the Casey‐Fink Graduate Nurse Experience Survey, and a demographic questionnaire, through an advertisement on Facebook which targeted individuals based on specifications of this study‘s focus. Participants were new graduate RNs, less than three years of experience, and working full‐time (N = 1,165). Results: Findings indicated that RNs of Magnet and non‐Magnet facilities had similar hostility and job satisfaction results. Magnet nurses (n = 226) perceived nursing hostility significantly different than non‐Magnet nurses (n = 939); however, both groups reported a global perception of nursing hostility as new RNs. 48 % Magnet RNs and 49 % non‐Magnet RNs were classified as victims of bullying. Additionally, there was a statistically significant difference (p < .001) indicating higher job satisfaction among Magnet RNs. More than 80 % of RNs from both groups perceived a lack of comfort, confidence, and support in their current job, though these attributes of satisfaction were higher among Magnet nurses. Conclusion: The theory of oppression provided a model for understanding the dynamics and the effects of nursing hostility and job satisfaction of newly RNs. Based on this study’s findings, greater consideration should be placed on: orientation/residency programs, collaborative partnerships between academia and service, zero‐tolerance for behaviors undermining culture safety, and addressing nursing hostility. 38
Measuring and developing wellbeing at work with a co-creation and
positive approach
Jaana-Piia Mäkiniemi, Kirsi Heikkilä-Tammi
165 Research and Education Centre Synergos, School of Management, University of Tampere, Finland
Background: The process of measuring wellbeing at work in municipalities is mainly based on traditional measures of wellbeing such as sick‐leave, turnover and retirement. Furthermore, measurements are often designed for descriptive and managerial purposes – not to start fast, agile and lean development processes in the workplace. Aim: The aim of the current action research is to assist one of the largest municipalities in Finland to develop a novel measurement and development tool for supporting and increasing wellbeing at work. The tool will be used by leaders and immediate superiors whenever they want to have a snapshot of the current state of their workplaces. It will include a measurement (e.g. questionnaire or qualitative methods, or both) and developmental (e.g. procedure to start a development process in workplaces) components. Method: The first phase of the study focused on the current state and needs of the municipality. Several facilitated workshops were organized for getting a full picture of the needs and visions regarding the forthcoming tool. The principles of co‐creation and appreciative inquiry were applied in the facilitation processes. In addition, the existing procedures, practices and questionnaires were analyzed. Results: Preliminary findings of the first phase of the study indicate that the municipality needs a novel tool since existing measurements, the questionnaires, are not able to give enough information about the state of wellbeing, especially to immediate superiors aiming to develop their workplace. As a visionary aim, actors of the municipality wish to get a tool which in itself (e.g. by wording and format) can encourage employees to take responsibility of their own actions in the workplace and enhance positivity in the work community. In addition, social interaction, a key factor of wellbeing at work, will be a main object of the measuring and developing. Conclusion: The aim of the project is to develop in collaboration with a municipality a novel tool for measuring and developing wellbeing at work in Finnish municipalities. It seems that there is a need for a new kind of tool for measurement and development which can enhance responsibility and positivity in workplaces, as well as act as an engine for developmental processes. 39
Holistic work wellbeing measurement
Harri Virolainen
Turku university, School of economics, Pori unit, Finland
There are many different ways to measure work wellbeing. However, in many workplaces, measurement of work wellbeing is biased and limited to only a few indicators. Measurement is one way to get to know the current level of workplace work wellbeing. The aim of this article is to present a holistic work wellbeing measurement model which includes many work wellbeing indicators such as personal and organizational level indicators, preventive and reactive indicators. The model can be used as a practical tool in workplaces and researchers can also use it when measuring work wellbeing. This article presents both traditional and modern ways to measure work wellbeing. Traditionally, work wellbeing has been measured by absenteeism numbers, organization climate statistics, number of danger and close by situations, number of workplace accidents etc. In the past, measurement has mainly been focused on things that are not working well in the workplace. This article presents also positive indicators such as work satisfaction, happiness at work and work engagement. Work 166 wellbeing has traditionally been measured by using statistics (fx. absenteeism), gathering opinions from personnel by using questionnaires and by taking blood samples of the personnel and analyzing them in the laboratory. Nowadays, new ways have been developed to measure wellbeing such as measuring the personnel’s recovery level by using pulse meter and measuring personnel’s sleeping habits by using biohacking devices. Use of technology has become a new trend in the measurement of wellbeing. Measurement is a good start to improve work wellbeing but usually measurement itself does not improve wellbeing. What happens after the measurement is important. This article handles good practices and models how to use measurement results as a tool to improve work wellbeing. The first thing is to tell the organizational and team level results openly to the personnel. There is no point to hide the results even if the results are not as good as expected. The second phase is to be solution focused and start thinking about what areas of workplace and working need improvement and how to develop them. The third phase is to gather a group whose task is to make sure development areas will be improved. The fourth phase is to measure again. 40
Salutogenic health and work experience factors among primary care
workers in Sweden
Ingemar Andersson
Centre of Public Health, School of Health and Society, Kristianstad University, Kristianstad, Sweden
Background: The Swedish primary health care has undergone several and far‐reaching organisational changes during the last decades. The workload has increased in connection with an extensive reduction of the hospital based health care. Impact on work health among primary care workers has been studied in a pathogenic perspective, while salutogenic health indicators of importance to health promotion mostly are missing. Aim: To study work experiences and health in primary health care from a salutogenic perspective as a basis for intervention with a salutogenic approach. Method: The study comprised all 26 primary care centres (PCC) in the northeast of Scania. Initially five focus group interviews were carried out to catch salutogenic work experiences specific for primary health care. Interview data, analysed through content analysis, showed that sense of coherence theory was essential to interpret health at work, and the results contributed to the development of questions on work climate, relations, and positive backup. Combined with questions on age, gender, health – using SHIS (Salutogenic Health Indicator Scale) – and work experiences – using WEMS (Work Experiences Measurement Scale) – a questionnaire was made. SHIS and WEMS are two short validated instruments, which both give indexes for work experiences and health indicators, respectively. Workers at the 26 PCC (n= 620) were at local meetings invited to complete the questionnaire. One‐way ANOVA, chi‐squared test, Spearman correlation and logistic regression were used for analyses. Results: Questionnaire data has so far been collected from 13 PCC (n=326; response rate 85 %) Preliminary results showed that younger workers (<35years) and workers scoring high on self‐esteem and optimism reported higher on salutogenic health and work experiences. Other resources for salutogenic health experiences were time for reflection, satisfaction with work‐life balance, experience of energy excess from work and satisfaction with sleeping habits. A positive correlation between WEMS and SHIS (total group; rs= 0.53) was found. Satisfaction with recovery at work was strongly associated with experience of salutogenic health (rs=0.65). 167 Conclusion: Positive work experiences related highly to salutogenic health indicators. Individual as well as group related and organisational factors are important in exploring the possibilities for health promotion. Further studies are necessary to increase the understanding of salutogenic work factors in relation to different professions in primary care. 41
Exclusion from the labour market – a major challenge
Johanne Bratbo
The ONE OF US secretariat - the national campaign for antistigma in Denmark c/o Danish Commitee for
Health Education, Denmark
The ONE OF US information campaign (Landskampagnen EN AF OS) vision is: ‘To create a better life for all by promoting inclusion and combating discrimination connected to mental illness’. Mental illness is a frequent cause for exclusion from the labour market. Part of the explanation is due to stigma, taboos and a lack of knowledge about mental illness. It is essential for ONE OF US to strengthen awareness of the need for inclusion of people with mental illness to the labour market. Campaign period: 2011‐2015. Statistics from the Danish labour market underline the call for action. Research from the National Research Centre for Working Environment estimates the societal expenses connected to mental illness to be about 55 billion Danish kroner annually of which only 10 % are treatment expenses. The rest go to sickness, unemployment and incapacity benefits and lost hours at work etc. Among people with a handicap or severe health issues employment is significantly lower than among people with no handicap. In 2012 the employment rate for people with mental illness was only 24,2 % and for people with a mobility handicap it was 43,9 % ‐ compared to 77,5 % for people with no handicap or illness (The Danish National Centre for Social Research). This development is reflected in international statistics (OECD, 2012). The labour market is one of five target areas of ONE OF US which has the following objectives: Explode myths – e.g. ‘people with mental illness can never recover’, ‘only weak people have depressions’, ‘a person who has had a mental illness should never regain professional responsibility’ Increase knowledge and acquaintance – the personal experience with colleagues with a mental illness often break down barriers and stigma Strengthen ties and maintain employment – this is also a needed focus in psychiatry and psychosocial rehabilitation efforts Combat discrimination – discrimination happens both because of law and regulations but also attitudes and lack of knowledge The primary means of ONE OF US are to provide information and material, contact to the media, social events providing contact with people with lived experience of mental illness (ambassadors) and ‘ambushing’ at especially labour market related conferences and activities. Find us at www.en‐af‐os.dk or Facebook EN AF OS. 168 42
Linking worker wellbeing to resident quality of care: A case study of
teambuilding in aged care
Heather Gibb
MAPS, COPs, FACN, Australia
Aged care is a growing industry world‐wide, and in Australia it is highly regulated by government, in terms of service compliance with industry standards. However there is little published research to verify suitable models of teamwork organisation to achieve these standards. The aged care workforce is complex, comprising a mix of clinical professionals and non‐accredited personal care workers, generally structured hierarchically with command‐and‐control leadership. Despite the government imposed compliance metrics, there is evidence of high variability in the quality of care delivered to residents (Gibb, 2013), a problem evident across the whole of the aged care industry (Cawiezell and Vogelsmeier, 2006). This highlights the need for validated teamwork models to ensure quality service delivery (West et al, 2006). We used a developmental research approach to study the impact of improving teamwork competencies (Kozlowski et al, 1996), on team practice and work culture. These teamwork competencies were supported with a repertoire of team communication strategies: Joint decision making/problem solving, feedback within the team to improve practice and finally, briefing/debriefing during the shift. We also introduced the well‐known clinical communication tool, SBAR (Ferguson, 2008; Stead et al, 2009). We worked with four teams within a residential aged care facility that had not consistently used these strategies prior to the intervention. This paper reports our interpretive findings on emerging properties of teams under cultural change. The team that most successfully embraced the strategies also showed positive growth on several dimensions of worker wellbeing and engagement: Increased team trust and mutual respect (Abrams, Cross, Lesser and Levin, 2003; Schaubroeck et al, 2011) and psychological safety (Abraham, 2004; Dollard and Karasek, 2010). Teams that were unable to assimilate and practice the strategies showed no development of indicators of wellbeing amongst their team members. Furthermore, trust and respect, and psychological safety were manifested in teams that shifted from a command and control leadership style to a more distributed leadership, with opportunities to lead extending across all worker cohorts in the team. In this paper, we also discuss the interplay between distributed leadership and worker wellbeing, as well as between worker wellbeing, and safety and quality of care provided to residents. Our work has validated an application of teamwork for the residential sector in aged care, with further application envisaged in community aged care. We discuss ways of applying our findings nationally, as a cost effective, team based model of aged care. 43
Horsens Regional Hospital, Central Denmark Region - winner of the
Working Environment Prize 2013 in the category occupational injuries.
Helle Marker, Henning Nellebjerg Rasmussen
Horsens Regional Hospital, Denmark
In recent years Horsens Regional Hospital systematically has been giving the safety of the staff pride of place. Among others this has led to nearly a bisection of the numbers of occupational injuries. Sharp injuries might cause transmitted diseases. A reduction of the number of transmitted diseases has caused an increased sense of security among the staff. This achievement is among others the result of a better registration of the sharp injuries. Knowledge from the registration has led to an increased focus on which kind of sharp injuries that occur most frequently. 169 Innovation of safety arrangements: Horsens Regional Hospital is selected as Central Denmark Region’s innovation hospital. Working environment, safety and a decrease of occupational injuries are also an essential focus in the innovation strategy of the hospital. To prevent injuries Horsens Regional Hospital has set procedures for the staff for the best method of handling needles and other sharp objects. But human errors are hard to prevent. It is of great significance that the staff always has the safest instruments at their disposal. According to the innovation strategy and to ensure that it is always the safest products which are purchased and used in the hospital it is necessary continually to check if new and safer products are available. Economic analyses have shown that it often is cost‐effective to purchase safe products. The total treatment costs of sharp injuries caused by a certain product type are often higher than the costs connected with conversion to a safe product. FACTS Horsens Regional Hospital and their achievements: In the period 2008‐2012 Horsens Regional Hospital has decreased the number of sharp injuries with 42 %.  In 2008 Horsens Regional Hospital had 47 sharp injuries. In 2012 this was reduced to 27 sharp injuries.  In 2013 Horsens Regional Hospital was the hospital in Denmark which used the largest number of secure products in proportion to the number of patients. Horsens Regional Hospital:  has 1.400 full‐time employees.  admits 23.500 patients a year  treats 145.000 outpatients a year. 44
”Get moving” is an ergonomic campaign targeted against
inconveniences and strains in hope of changing conduct among users
of IT-workstations
Jane Hoffmann, Niels Peter Sørensen, Lene Keylan
Koncern HR, Fysisk Arbejdsmiljø Region Midtjylland, Danmark
Background: In Central Denmark Region many IT‐systems are implemented especially at the hospitals. This has called for an increased attention to the ergonomic issues when working at the IT‐
workstations. IT‐workstations are not only in the traditional office but also in the clinic. Nurses and doctors have to make documentation using IT‐systems. The use of keyboard, mouse and monitors has increased the last years. 170 The working environment consultants in Central Denmark Region have experienced a lack of knowledge in the organisation regarding working in a correctly ergonomic manner at IT‐
workstations. The consultants have been instructing members of the hospital staff in arranging an ergonomic correctly IT‐workstation – unfortunately without the wished impact. Furthermore the Danish Working Environment Authority has been on inspections and has issued enforcement notices to Central Denmark Region to ensure that IT‐workstations are referring to the Danish regulations of working environment. Methods: In cooperation with Koncern HR, Fysisk Arbejdsmiljø (a staff function in the Central Denmark Region) Aarhus University Hospital has made a campaign called “Get moving”. The task of the working environment teams was to make a campaign, where all IT‐workstations were marked with a green or a red sign. A workstation which accomplishes the ergonomic demands is marked with a green sign and a workstation which is not was marked with a red sign. The campaign has two purposes:  to make the employees aware of the differences between green and red signed IT‐workstations  to draw attention to the number of green and red IT‐workstations Results:  Extra focus on knowledge sharing  Increased focus establishing ergonomic correctly IT‐workstations in Central Denmark Region  Increased focus purchasing equipment and furniture to the IT‐workstation  A better charting of green and red IT‐workstations  A new E‐learning programme showing how to work in a correctly ergonomic manner at the IT‐workstations Conclusions: With central endorsement the working environment teams were asked to make a campaign that drew attention to a specific problem (IT‐workstations) and made focus of the problem in the entire organisation. 45
Objectively Measured Sitting Time and Low Back Pain: A CrossSectional Investigation of Blue-Collar Workers in the NOMAD Study
Nidhi Gupta1, Caroline Stordal Christiansen1, Isabella Gomes Carneiro1, Christiana Hanisch2, Mette Korshøj1,
Andreas Holtermann1
1
The National Research Centre for the Working Environment, Copenhagen, Denmark, 2Federal Institute for
Occupational Safety and Health (BAuA), Berlin, Germany
Background: Studies on the association between sitting and low back pain (LBP) have found contrasting results. This may be due to poor self‐reported measures of sitting and socioeconomic confounding. Therefore, we investigated the association between objectively measured sitting time per day (at work, leisure and in total) and LBP among blue‐collar workers. Methods. A cross‐sectional analysis of 186 blue‐collar workers (male=105, female=81) from the NOMAD study was utilized. The workers wore accelerometers for three‐four consecutive days for objective measurements of sitting time. Total sitting per day, as well as sitting per day at work and at leisure on working days, were analyzed by Acti4 software, and subsequently categorized into low, 171 moderate and high sitting time duration. The workers reported a single item LBP intensity the past month (scale 0‐9), and were categorized into low (≤5) and high (>5) pain intensity groups. Results. A total of 7,913 hours, with 4,300 working and 3,614 leisure hours were analyzed. The multi‐
adjusted odds ratios (OR) of high LBP pain intensity was significantly higher among males with high total sitting duration per day (OR=4.32, 95 % CI 1.24‐15.07), but not significant for males with high sitting duration at work (OR=2.59 95 % CI 0.74‐8.99) and high sitting duration at leisure (OR=2.58, 95 % CI 0.72‐9.25), compared to male workers with low sitting duration. Similarly, non‐significant patterns were found among females workers. Conclusion. High total sitting duration per day is positively associated with a high intensity of LBP among male blue‐collar workers. 46
Sitting time among office workers: Who sits how much and when?
Stine Kloster, Ida Høgstedt Danquah, Janne Schurmann Tolstrup
National Institute of Public Health, University of Southern Denmark, Copenhagen, Denmark
Purpose: Recent epidemiologic studies show that sedentary behavior has detrimental effects on wellbeing and health. Office workers are often considered to be sedentary during working hours. Based on objectively assessed data, we aim at describing how much office workers sit and stand during work days and which demographic and workplace characteristics are associated with high amounts of sitting time. Methods: Data was obtained from 260 Danish adults with office work participating in the intervention study Take a Stand! Data on sitting and standing time was measured objectively using Actigraph accelerometer. Participants wore the accelerometer on the thigh for 5 days. Background characteristics were obtained using a webbased questionnaire. Findings: Our preliminary results show that Danish office workers have high amounts of sitting time during working days. Total amount of sitting and standing time during work and leisure will be presented in relation to age, sex, number of meetings and office conditions. Conclusions: The results can be used to identify potential target groups for interventions to reduce the amounts of sitting time during working hours. 47
When intervention meets organisation. Motivation and barriers for
High-Intensity physical exercise at the workplace.
Thomas Bredahl
The second of three presentations in the symposium “High‐Intensity Physical Training in the Treatment of work‐related Musculoskeletal Disorders” will provide a comprehensive qualitative understanding of motivational factors and barriers important for compliance to high‐intensity workplace physical exercise aiming at reducing musculoskeletal disorders. The data are based upon 172 semi‐deductive, thematic, and structured in‐depth interviews with informants with diverse fields of sedentary office work, participating in strength training at the workplace three times 20 minutes per week. Results show that attention should be given to the interaction between the management, the employees and the intervention since main barriers for compliance were internal working culture. The results also emphasise the need for a clear connection between implementation intentions from the management and the actual implementation. Furthermore, the results highlight the importance of ensuring legitimacy of the intervention among managers, participants and colleagues. Moreover, the data show it is important to centrally organise, structure, and ensure flexibility in the working day freeing time for participants to attend the intervention. WORD CLOUD AND POSTERS FROM DANISH WORKING ENVORONMENT
INFORMATIONCENTRE
48
Campaign: From stress to wellbeing
Malene Markussen, Rikki Hørsted
Danish Working Environment Information Centre
Background: Stress is a work environment issue that causes much public awareness. In Denmark, about 15 % of employees feel stress often or all the time. In 2009 the Danish Working Environment Information Centre launched a comprehensive campaign titled “From stress to wellbeing”. The purpose of the campaign is to communicate knowledge on how to prevent and manage stress and improve wellbeing in the Danish public workplaces. Campaign knowledge: Stress is a reaction that occurs in the relation between the individual and his/her surroundings. People can react differently to the same set of circumstances. The campaign is based on the Cognitive Activation Theory of Stress (CATS), which assumes that the stress response depends on acquired expectancies of the outcome of stimuli and available responses. An open dialogue in the workplace is essential for preventing and managing work‐related stress. The key is to involve everyone in the workplace in working together to create a good psychosocial work environment. 173 Campaign communication: The campaign “From stress to wellbeing” was launched as a comprehensive mass communication campaign. Campaign elements include a website, printed materials, events, ads (tv, print, web) and a Facebookgroup. Results: The campaign has achieved a high degree of awareness in the target group and the campaign website and print materials have been well received. 49
Campaign: Prevent workplace bullying
Christer Bøgh Andersen, Rikki Hørsted
Danish Working Environment Information Centre
Background: 12 % of Danish workers report having been victims of workplace bullying during the last 12 months. Workplace bullying can have a long‐term negative impact on the health and well‐
being of the victims. For this reason in 2010 the Danish Working Environment Information Center decided to launch the campaign ʹBullying ‐ itʹs not just a schoolyard problemʹ which aims to communicate knowledge to the Danish public sector on how to prevent and deal with bullying in workplaces. Campaign knowledge: The campaign is based upon Danish and Norwegian research on bullying. The research shows that a healthy psychosocial working environment is a key element in preventing bullying in the workplace. The campaign therefore focuses on how to create a healthy psychosocial working environment but also how to deal with bullying, if it does occur. Campaign communication: Key elements in the campaign so far include a comprehensive campaign website (e.g. articles, videos, knowledge test, expert blogs), campaign ads with the message ʺBullying ‐ itʹs not just a schoolyard problemʺ and pamphlets concentrating main campaign points. Results: The campaign has contributed to raising the level of awareness in the target group. 50
Campaign: Prevent workplace violence
Christer Bøgh Andersen, Rikki Hørsted
Danish Working Environment Information Centre
Background: Violence or threats are a serious problem in certain areas of public workplaces. Workplace violence can have a very negative impact on the health of the employees and the psychosocial working environment of the workplace. For this reason in 2012 the Danish Working Environment Information Center decided to launch the campaign ʹprevent workplace violenceʹ which aims to communicate knowledge to the Danish public sector on how to prevent and deal with violence in workplaces. Campaign knowledge: The campaign is based upon Danish and international research on violence in the workplace. The research show three key factors for preventing and handling violence at workplaces: identification (the process of defining what kind of incidents employees at a specific workplace consider as being workplace violence), prevention (the process of taking preventive measures into consideration for example workplace design, administrative practices, etc) and 174 handling (the process of handling involves defining what to do if incidents occur, for example what and where to report, how to help the victims, etc). Campaign communication: Key elements in the campaign so far include a comprehensive campaign website (e.g. articles, videos, knowledge test, expert blogs), campaign ads with the message ʺprevent violence in your workplaceʺ, and pamphlets concentrating main campaign points and including a guidance tool on preventing violence in the workplace. Results: The campaign has contributed to raising the level of awareness in the target group. 51
Campaign: Sound organizational changes - Ensuring employee
wellbeing during restructuring
Malene Markussen, Rikki Hørsted
Danish Working Environment Information Centre
Background: Organizational changes have significant impact on employers’ and employees’ psychological health and well‐being. The aim of the campaign “Sound organizational changes – Ensuring employee wellbeing during restructuring“ is to communicate knowledge about planning and carrying out organizational changes without affecting the psychosocial working environment negatively. The campaign site was launched in 2013 as part of a collaboration with the parties on the Danish labour market. Campaign knowledge: The goal of an organizational restructuring is usually better performance. The restructuring may have an impact on the employee’s health and wellbeing. Often the effects are negative, but they may also be positive. Consequences for the psychosocial working environment may include job insecurity, increased job demands, and changed social relations within the organization. Three important factors should be taken into account in a sound organizational change process: Communication, participation and support. The campaign is based on knowledge from international research, including the PSYRES‐project (Psychological Health and Wellbeing in Restructuring: Key Effects and Mechanisms) and the HIRES‐project (Health in Restructuring: Innovative Approaches and Policy Recommendations). Campaign communication: The campaign consists of a comprehensive campaign website with articles about organizational changes, videos, case stories and tools for the change process. 52
Campaign: Job and Body
Niels Geisle, Rikki Hørsted
Danish Working Environment Information Centre
Background: Workplaces do a lot to prevent risk factors for Musculoskeletal disorders (MSD), but the prevalence of back and neck pain is not decreasing. For this reason the campaign Job and Body introduce a new approach to MSD not only focusing on preventing the onset of MSD in a healthy working population, but also focusing on how to prevent that pain in muscles and joints leads to long‐
term absenteeism due to sickness. 175 Campaign knowledge: Many people believe that rest is the best cure for pain in the back or the neck. But current research shows that rest for more than a day or two usually does not help and may prolong pain and disability. The most important thing is to stay active, which includes staying at work if possible. Campaign communication: In cooperation with Danish trade unions and employers’ associations, the Danish Working Environment Information Centre launched Job and Body as a network campaign in 2011, targeting all public sector workplaces. The campaign communicates scientific knowledge, case stories from workplaces, tools and exercises. Results: In the first two years of the campaign, key persons and liaison committees in all relevant organizations were contacted and asked to participate. And all five of the Danish regions joined the campaign, 19 of 21 ministries and all 98 municipalities have a campaign contact person. A campaign bus visited 145 workplaces, and the Danish Working Environment Information Centre held seminars for about 12,000 employees at 226 workplaces. 11,000 persons follow the campaign on Facebook. Workplaces have received 74,000 pocketbooks and 11,000 dialog folders – and they are well‐received: 82 pct. who know of the campaign, say they are satisfied or very satisfied with the campaign. 176 

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Dr. Peter Gerner-Smidt is a Danish MD, ScD with specialty