Relationships between job organisational factors,biomechanical and psychosocial exposures

The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated.

Practitioner Summary: The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.     

The synergic role of sociotechnical and personal characteristics on work injuries in mines

Occupational injuries in mines are attributed to many factors. In this study, an attempt was made to identify the various factors related to work injuries in mines and to estimate their effects on work injuries to mine workers. An accident path model was developed to estimate the pattern and strength of relationships amongst the personal and sociotechnical variables in accident/injury occurrences. The input data for the model were the correlation matrix of 18 variables, which were collected from the case study mines. The case study results showed that there are sequential interactions amongst the sociotechnical and personal factors leading to accidents/injuries in mines. Amongst the latent endogenous constructs, job dissatisfaction and safe work behaviour show a significant positive and negative direct relationship with work injury, respectively. However, the construct safety environment has a significant negative indirect relationship with work injury. The safety environment is negatively affected by work hazards and positively affected by social support. The safety environment also shows a significant negative relationship with job stress and job dissatisfaction. However, negative personality has no significant direct or indirect effect on work injury, but it has a significant negative relationship with safe work behaviour. The endogenous construct negative personality is positively influenced by job stress and negatively influenced by social support.     

The synergic role of sociotechnical and personal characteristics on work injuries in mines

Occupational injuries in mines are attributed to many factors. In this study, an attempt was made to identify the various factors related to work injuries in mines and to estimate their effects on work injuries to mine workers. An accident path model was developed to estimate the pattern and strength of relationships amongst the personal and sociotechnical variables in accident/injury occurrences. The input data for the model were the correlation matrix of 18 variables, which were collected from the case study mines. The case study results showed that there are sequential interactions amongst the sociotechnical and personal factors leading to accidents/injuries in mines. Amongst the latent endogenous constructs, job dissatisfaction and safe work behaviour show a significant positive and negative direct relationship with work injury, respectively. However, the construct safety environment has a significant negative indirect relationship with work injury. The safety environment is negatively affected by work hazards and positively affected by social support. The safety environment also shows a significant negative relationship with job stress and job dissatisfaction. However, negative personality has no significant direct or indirect effect on work injury, but it has a significant negative relationship with safe work behaviour. The endogenous construct negative personality is positively influenced by job stress and negatively influenced by social support.     

STRIPS规划领域中动作效果关系的研究

以规划领域中的动作为研究对象,提出了描述动作前提条件和效果之间关系的方法,定义了动作前提和效果之间的基本关系:直接伴随关系、条件伴随关系和直接阻碍关系等,这些基本关系反映了规划动作中所隐含的领域知识.对动作效果的基本关系,定义了进行关系组合的运算,产生出间接阻碍关系和绝对阻碍关系.间接阻碍关系反映出动作前提条件的传递性;绝对阻碍关系表达出实现一个谓词对其他谓词实现的影响.最后给出动作效果关系在规划求解过程中的具体运用,这些动作效果关系为目标实现顺序的排序、目标状态可解性的判定以及动作选择策略的优化等提供了必要的理论依据.     

Work stress and patient safety: observer-rated work stressors as predictors of characteristics of safety-related events reported by young nurses

This study investigates the link between workplace stress and the 'non-singularity' of patient safety-related incidents in the hospital setting. Over a period of 2 working weeks 23 young nurses from 19 hospitals in Switzerland documented 314 daily stressful events using a self-observation method (pocket diaries); 62 events were related to patient safety. Familiarity of safety-related events and probability of recurrence, as indicators of non-singularity, were the dependent variables in multilevel regression analyses. Predictor variables were both situational (self-reported situational control, safety compliance) and chronic variables (job stressors such as time pressure, or concentration demands and job control). Chronic work characteristics were rated by trained observers. The most frequent safety-related stressful events included incomplete or incorrect documentation (40.3%), medication errors (near misses 21%), delays in delivery of patient care (9.7%), and violent patients (9.7%). Familiarity of events and probability of recurrence were significantly predicted by chronic job stressors and low job control in multilevel regression analyses. Job stressors and low job control were shown to be risk factors for patient safety. The results suggest that job redesign to enhance job control and decrease job stressors may be an important intervention to increase patient safety.     

On the Relation of Job Insecurity,Job Autonomy,Innovative Work Behaviour and the Mediating Effect of Work Engagement

European policy is focusing on innovation as a way out of the economic crisis. At the same time, job insecurity is rising as Europe is still in crisis. In this paper, we examine whether job insecurity affects the innovative work behaviour of employees by focusing on the relation between job insecurity, job autonomy, work engagement and innovative work behaviour (IWB). Using employee level survey data, we use structural equation modelling to disentangle the relations between these variables. The partially mediated model shows the best fit with the data. This model shows that job insecurity and autonomy are both directly and indirectly, through work engagement, related with IWB. For autonomy these relations are positive, while they are negative (and smaller) for job insecurity. Moreover, a negative covariance is observed between job insecurity and autonomy.     

Favor-based decision: A novel approach to modeling the strategy diffusion in causal multiagent societies

In previous work on collective motion, agents always tend to imitate the behavior strategies of higher ranks; this model is called rank-based strategy diffusion. Unfortunately, this model is, by itself, insufficient in causal multiagent societies where agents may have causal links with each other. In causal environments, agents will develop positive (or negative) attitudes (favor) about those who can increase (or decrease) their own utilities. Naturally, for collective motion, agents will be inclined to imitate those who are well-favored and avoid those who are disfavored. This paper presents the concept of favor in causal environments, and presents a model for favor-based strategy diffusion. In the proposed model, agents in causal environments are inclined to associate with and imitate the strategies of those who are well-favored. Obviously, such diffusion effects well reflect the impact of causal relations in the real world.     

Psychosocial aspects of working with video display terminals (VDTs) and employee physical and mental health

Psychosocial aspects of using video display terminals (VDTs) have been recognized as contributors to employees' mental and physical health problems for more than 15 years. Yet, little has been done by employers to change work organization conditions to improve the psychosocial work environment of VDT users. Thus, psychosocial aspects of work are emerging as one of the biggest problems for VDT users in the late 1990s. This paper explores how psychosocial aspects of VDT work are related to job stress, and their consequences for mental and physical health. Using the research literature, it defines various aspects of work organization and job design that have been shown to be related to VDT users' ill-health. Some of the important work design aspects uncovered include a lack of employee skill use, monotonous tasks, high job demands and work pressure, a lack of control over the job, poor supervisory relations, fear of job loss, and unreliable technology. These are the same job stressors that have been defined as problematic for a variety of blue collar jobs in previous research. Work organization improvements for healthier VDT jobs are proposed. These include organizational support, employee participation, improved task content, increased job control, reasonable production standards, career development, enhanced peer socialization, and improved workstation ergonomics. These organizational improvements are derived from a more detailed organizational strategy for job stress reduction. A model of job redesign through proper ‘balancing’ of work organization features is discussed.     

Influence of occupational stress on the mental health of Ghanaian professional women

Managerial women experience a number of work-related stressors which produce strain symptoms that function as predictors of their ill-health in organizations. This finding is made from a study that examined the existing relationships among job characteristics symptoms of stress, and the development of health outcomes (depression, anxiety and physical symptoms) among women in lower and middle management positions in some organizations in Ghana. The stratified and simple random sampling procedure was used to select the study participants which numbered 170 female managers. Data was collected using both questionnaires and interviews, and analyzed using the Occupational Stress Indicator, the Depression, Anxiety and Stress Scale, and the Beck's Anxiety Inventory. It is concluded that since work-related stressors are predictors of women managers' ill-health in the work environment, organizations should be aware of the stressors in order to be able to guard against the deterioration of job performances of their women managers.Relevance to Industry: This study highlights the high prices organizations pay for the work-related stresses their women managers experience at the workplace, which impact negatively on their mental health, and by implication their productivity. Recommendations made can be used to enhance the managerial capacity and productivity of female managers at the workplace.     

An investigation of the impact of abusive supervision on technology end-users

Although they are likely to occur in many organizations, few research efforts have examined the impact of negative supervisor behaviors on technology end-users. In this study we investigate abusive supervision, and the effects it has on perceptions about the work and psychological, attitudinal, and behavioral intention outcomes. Our sample consisted of 225 technology end-users from a large variety of organizations. Results revealed that abusive supervision has a positive impact on perceived pressure to produce, time pressure, and work overload, and a negative impact on liking computer work, and ultimately these variables impact job strain, frustration, turnover intentions, and job satisfaction.     

Ergonomic stress levels,personal characteristics,accident occurrence and sickness absence among factory workers

This study was designed to evaluate the association of a single, integrated measure of simultaneous exposure to a number of adverse work and environmental conditions, termed the Ergonomic Stress Level (E-S-L), on workers' accident and sickness absence rates. The factors determining the E-S-L were body motion and posture, physical effort, active hazards and environmental stressors. E-S-L evaluation was based on ‘walk-through’ hazard inventories, direct observations, measurements and interviews. Workers were assigned to one of four stress levels ranging from low (A) to high (D). Subjects were 729 males, aged 20-67 years, employed in five factories in Israel. A linear relationship between E-S-L and accident incidence was found, increasing from the lowest to the highest E-S-L. Moreover, workers more sensitive to environmental stressors, as indicated by their reported subjective annoyance, showed higher accident rates across all the ergonomic stress levels, a tendency which was statistically significant at levels C and D. On the other hand, sickness absence was significantly related to the overall subjective stress experienced, as manifested by reported job dissatisfaction and somatic complaints, and not directly to E-S-L. These findings highlight the role of aggregate work stress, coupled with individual sensitivity to environmental stressors, in increasing the risk of accidents.     

Development and validation of a self-report measure of bus driver behaviour

There are likely to be individual differences in bus driver behaviour when adhering to strict schedules under time pressure. A reliable and valid assessment of these individual differences would be useful for bus companies keen to mitigate risk of crash involvement. This paper reports on three studies to develop and validate a self-report measure of bus driver behaviour. For study 1, two principal components analyses of a pilot questionnaire revealed six components describing bus driver behaviour and four bus driver coping components. In study 2, test–retest reliability of the components were tested in a sub-sample and found to be adequate. Further, the 10 components were used to predict bus crash involvement at three levels of culpability with consistently significant associations found for two components. For study 3, avoidance coping was consistently associated with celeration variables in a bus simulator, especially for a time-pressured drive.

Statement of Relevance:The instrument can be used by bus companies for driver stress and fatigue management training to identify at-risk bus driver behaviour. Training to reduce the tendency to engage in avoidance coping strategies, improve evaluative coping strategies and hazard monitoring when under stress may improve bus driver safety.     

Development and validation of a self-report measure of bus driver behaviour

There are likely to be individual differences in bus driver behaviour when adhering to strict schedules under time pressure. A reliable and valid assessment of these individual differences would be useful for bus companies keen to mitigate risk of crash involvement. This paper reports on three studies to develop and validate a self-report measure of bus driver behaviour. For study 1, two principal components analyses of a pilot questionnaire revealed six components describing bus driver behaviour and four bus driver coping components. In study 2, test-retest reliability of the components were tested in a sub-sample and found to be adequate. Further, the 10 components were used to predict bus crash involvement at three levels of culpability with consistently significant associations found for two components. For study 3, avoidance coping was consistently associated with celeration variables in a bus simulator, especially for a time-pressured drive. STATEMENT OF RELEVANCE: The instrument can be used by bus companies for driver stress and fatigue management training to identify at-risk bus driver behaviour. Training to reduce the tendency to engage in avoidance coping strategies, improve evaluative coping strategies and hazard monitoring when under stress may improve bus driver safety.     

Ergonomic stress levels, personal characteristics, accident occurrence and sickness absence among factory workers

This study was designed to evaluate the association of a single, integrated measure of simultaneous exposure to a number of adverse work and environmental conditions, termed the Ergonomic Stress Level (E-S-L), on workers' accident and sickness absence rates. The factors determining the E-S-L were body motion and posture, physical effort, active hazards and environmental stressors. E-S-L evaluation was based on 'walk-through' hazard inventories, direct observations, measurements and interviews. Workers were assigned to one of four stress levels ranging from low (A) to high (D). Subjects were 729 males, aged 20-67 years, employed in five factories in Israel. A linear relationship between E-S-L AND accident incidence was found, increasing from the lowest to the highest E-S-L. Moreover, workers more sensitive to environmental stressors, as indicated by their reported subjective annoyance, showed higher accident rates across all the ergonomic stress levels, a tendency which was statistically significant at levels C and D. On the other hand, sickness absence was significantly related to the overall subjective stress experienced, as manifested by reported job dissatisfaction and somatic complaints, and not directly to E-S-L. These findings highlight the role of aggregate work stress, coupled with individual sensitivity to environmental stressors, in increasing the risk of accidents.     

Male managers under stress in Singapore

The paper reports an investigation of managerial stress in Singapore. From two quasi-government bodies, 142 male managers volunteered as subjects. Their demographics, perception of their job and organization, and their personality (using Cattell's 16PF) were measured. The dependent variables were psychological ill-health (anxiety score from 16PF) and physical ill-health (using Gurin's Psychosomatic Symptom List). Managers were compared across levels and across functional areas. Lower level managers were found to exhibit higher anxiety than middle level managers (p < 0.05) but their functional activity had no significant effect on stress intensity. Managers in the 35–45 years age group experienced significantly higher physical ill-health than all other managers (p < 0.05). All of the anxiety-prone personality traits (eg., shyness, uncontrolled self-concept, and introversion) had a significant relationship with ill-health (at least p < 0.03). A comparison with data from the UK revealed important cross-cultural differences. It is concluded that stress prevention and stress coping strategies need to be specific to Singapore, and that increased participation in the decision-making process will reduce managerial stress.     

System-initiated digressive proposals in automated human–computer telephone dialogues: the use of contrasting politeness strategies

System-initiated digressive proposals may be used to introduce new and unexpected information into automated telephone services. These digressions may be viewed as particularly pronounced forms of unsolicited interruptions as they contain information not directly related to the caller's intended activity. In human–human conversation, interruptions are considered to be speech acts which intrinsically threaten both the positive and negative face wants of the addressee and conversants adopt specific verbal strategies to mitigate the negative impact of their interruptions. A question therefore arises whether the introduction of face-redressive expressions, based on human–human conversational strategies, into the design of system-initiated proposals in automated services can mitigate the negative impact of the interruptions. A usability experiment was conducted to examine the effectiveness of three contrasting politeness strategies for system-initiated digressions in a mass-market telephone banking dialogue using speech recognition technology. Participants (N=111) experienced these proposals while using the automated service to perform banking tasks. Results indicated that all these system-initiated digressions—irrespective of politeness strategy employed—had a negative impact on the user attitudes towards the service. This paper reports these results and explores participants’ perceptions of the politeness styles and registers employed in the system-initiated proposals.     

Occupational musculoskeletal and mental health: Significance of rationalization and opportunities to create sustainable production systems – A systematic review

This literature review aims to identify occupational musculoskeletal and mental health effects of production system rationalization as well as organizational-level measures that may improve health outcome (“modifiers” in this review). A short review of the effect of ergonomic interventions is included as background and rationalization is discussed as a theoretical concept. Indicator variables for occupational musculoskeletal and mental health and related risk factors are presented. Variables with a generalized format were allowed in the literature searches (e.g., job satisfaction and absenteeism were accepted as risk factor and health indicator, respectively), suitable for the research fields of work sociology, organization science, human resource management (HRM) and economics research.One hundred and sixty-two studies of rationalization effects on health and risk factors and 72 organization-level modifier results were accepted into the final database. Entries were sorted by rationalization strategy and work life sector, and trends in outcome (positive, mixed, no effect, or negative effect on health and risk factors) were determined.Rationalizations have a dominant negative effect on health and risk factors (57% negative, 19% positive); the most negative effects were found for downsizing and restructuring rationalizations in general (71 studies negative, 13 positive) and for the health care sector in particular (36 studies negative, 2 positive). The rationalization strategy High Performance Work System (HPWS) was associated with the highest fraction positive outcome studies (6 of 10 studies). Other rationalization strategies (lean practices, parallel vs. serial production and mechanization level) reported intermediate results, in part dependent on work life sector, but also on the year when studies were carried out. Worker participation, resonant management style, information, support, group autonomy and procedural justice were modifiers with favourable influence on outcome.It is concluded that production system rationalization represents a pervasive work life intervention without a primary occupational health focus. It has considerable and mostly negative influence on worker health, but this can be reduced by attention to modifiers. The results create a basis for new priorities in ergonomic intervention research.     

Predicting vigilance: A fresh look at an old problem

Individual differences in vigilance are ubiquitous and relevant to a variety of work environments in industrial, transportation, medical and security settings. Despite much previous work, mostly on personality traits, it remains difficult to identify vigilant operators. This paper reviews recent research that may point towards practically useful predictor variables for vigilance. Theoretical approaches to identifying predictors that accommodate the heterogeneous nature of vigilance tasks are compared. The article surveys recent empirical studies using personality measures, ability tests and scales for stress and coping as predictors of vigilance. Promising new constructs include trait scales linked to fatigue, abnormal personality and the stress state of task engagement. Implications of the data reviewed for occupational selection are discussed. Selection should be based on a multivariate assessment strategy, cognitive task analysis of the operational vigilance task and use of work sample measures to capture typical stress responses to the task. This review paper surveys recent research that may point towards practically useful predictor variables for vigilance. The article surveys recent empirical studies using personality measures, ability tests and scales for stress and coping as predictors of vigilance. Selection should be based on a multivariate assessment strategy.     

Revisiting feedback systems: Trust building in digital markets

Data from ebay.com online auctions were used to examine the impact of buyer feedback and other trust-evoking variables on the final auction prices realized by sellers. Direct counts of positive and negative feedback were found to influence ending auction price significantly. However, when difference measures between positive and negative feedback were used as buyer feedback measures, no significant price effects were found. Since much more positive, than negative, feedback is obtained by sellers, the marginal impact of negative feedback is much greater than that of positive feedback. Therefore, subtracting negative feedback counts from positive feedback counts may not be appropriate. Support was also found for other factors, such as product warranties, impacting final auction prices.     

The impact of role stress fit and self-esteem on the job attitudes of IT professionals

We used person–job fit theory to examine the relationships between the match in IT developers’ preferred and perceived actual role stress (role stress fit) with job satisfaction and organizational commitment. Self-esteem was considered as either a potential moderator or mediator of those relationships. Results from surveys completed by IT developers in 12 Fortune 500 companies indicated that role stress fit was positively related to both job satisfaction and organizational commitment and that self-esteem significantly moderated the relationship between role stress fit and job satisfaction. The results of our research has provided insight into staff assignment and the design of coping interventions.