Acknowledging the critical role that occupational factors play in employee health, researchers have tried to understand ways to reduce the harmful effects of work on employee health. As the process by which individuals recharge resources that have been depleted, recovery has been recognized as important due to its potential to mitigate the negative effects of work on employee well-being. Although the recovery literature has continued to grow, many questions remain unanswered. The purpose of the present study was to expand our knowledge of recovery by examining situational (job characteristics) and individual (trait guilt) predictors of recovery and investigating psychological attributes of off-job activities. An experience sampling design was used to understand relationships among focal variables at day level. Hypotheses were tested using the data from 99 full-time employees living with a full-time working spouse and at least one dependent. The results suggest that daily job characteristics serve an important role in recovery such that they relate to recovery experiences of psychological detachment and relaxation. However, job characteristics did not have significant relationships with the choice of off-job activities. With regard to subjective experiences of off-job activities, findings demonstrated considerable variance across individuals. Further, psychological attributes of off-job activities were found to relate to recovery experiences although the results were not always consistent with expectation. Next, little support was found for the moderating role of trait guilt in the relationship between job characteristics and off-job activities. Finally, consistent with previous research, recovery experiences related to better well-being outcomes.

Background: Jet injectors are advantageous over needle injectors by eliminating sharps hazards. The Government Accountability Office estimates 29% preventable sharp injuries with an estimated direct cost of more than $500 million out of the CDC's reported incidence of 385,000 needle stick injuries per year among US hospital healthcare workers. Yet the forces required to set and trigger devices using spring mechanisms for medication delivery have not been explored. This laboratory experiment measured forces exerted by healthcare workers (HCWs) using a particular jet injector approved by FDA in 2011. Objectives: In order to quantify the ergonomic impact on HCWs using a needle-free injector, the first objective was to evaluate the dynamic forces required to activate the trigger injector button and the reset station for the injector, with their respective means, for each of the parameters studied. The second objective was to compare these forces to those required to use four previously analyzed retractable intramuscular syringes with needles. Finally, the third objective was to assess potential psychophysics ergonomic impact on HCWs with use of these devices to formulate future design changes and recommendations for manufacturers and HCWs, respectively. Methods: This laboratory experiment was conducted through a multi-disciplinary team approach. It included a total of 136 trials (10 validation trials, 116 experimental trials and 10 padded trials for soft tissue simulation), which were conducted using the PharmaJetTM Injector. A force gauge and a load cell were integrated into the triggering setup and reset station, correspondingly, enabling force measurements to be obtained directly from the human-machine interfaces. These force data allowed for observations of force profiles in time by the healthcare worker as researcher while preparing for and administering injections. Data collection used three software applications for force conversions and data manipulation. Data were analyzed using descriptive statistics and analytical results by using ANOVA for the trigger injector & reset station with multiple comparison tests for parametric and non-parametric distributions, respectively. Results: The descriptive results indicated an average force for triggering the injector in the 116 trials was 15.92 lbs. (70.8 N) with a range of 9.77-26.46 lbs. (43.46-117.69 N). The measured forces for the reset station ranged from 5.35-82.78 lbs. (5.35-368.22 N) with an average of 25.32 lbs. (112.62 N) (SD 12.36). Spurious findings presented with tensile forces to fill the syringes resulting in hand strain in the first metacarpal joint after repetitive pinprick motion. The analytical results showed an ANOVA for trigger injector with a parametric-normal distribution with an F (2,133) Ratio 10.0472, p- value (F) 0.0001<0.05, showing statistical significance and with a Tukey's comparison test showing a significant difference in between the means of the padded trials vs. the validation & experimental trial groups. The ANOVA for the reset station showed a Kruskal Wallis H-statistic of 0.2568, p-value (H) 0.8795>0.05 presenting NO statistical significance with a Dunn's comparison test confirming NO difference in between the medians or mean ranks of all three groups. Conclusions: Triggering the injector and resetting the station required considerable effort in comparison to activating 4 retractable intramuscular syringes with needles from our previous studies, the range of mean forces were 3.63-17 lbs (16.19-77.53 N) for those syringes with the trigger injector maximum voluntary force of 71 N being above the recommend 56.6 N.The jet injector required more force per effort than 2 (4.4x) syringes & similar to other 2 syringes (0.9x) previously tested when considering the compression forces related with the trigger injector. Additional vector forces (displacement & gripping of reset station) could increase the cumulative effort affecting different musculoskeletal components when the whole components of the procedure are taken into account. Suggestions for the manufacturer regarding design changes to facilitate HCWs' use of this device are warranted, since some of the summation forces during the 12 mini-steps could be avoided to achieve a higher efficiency. This information may be useful for health care facilities when choosing devices to protect their workers from ergonomic injuries.

Abstract not available. / Thesis (M.Dev.Studies)-University of Natal, Durban, 2000.

Thesis (M.A.)--Indiana University, 2009. / Title from screen (viewed on August 28, 2009). Department of History, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Marianne Wokeck. Includes vita. Includes bibliographical references (leaves 93-99).

Source: Dissertation Abstracts International, Volume: 70-07, Section: B, page: 4054. Adviser: Benjamin C. Amick. Includes bibliographical references.

Thesis (M.T.S.C.)--Miami University, Dept. of English, 2004. / Title from first page of PDF document. Includes bibliographical references (p. 31).

Thesis (MA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: Background: South African companies need to contend with numerous transformation and development issues since the country's re-entry into the international marketplace. One component that is receiving increasing attention is the wellbeing of employees in the drive to remain competitive within the global economy. This study argues that mental illness is a component of employee wellbeing that has been ignored, even though these conditions are highly prevalent and costly to businesses. The lack of recognition, research and information about mental illness in the workplace raises questions about the knowledge and orientation of human resource (HR) practitioners. This study therefore aimed to investigate and describe the mental health literacy and attitudes ofHR practitioners in South Africa. Methodology: This study had a descriptive purpose and employed a sample survey research design to distribute a mail questionnaire to a randomly selected sample of human resource practitioners registered with the South African Board for Personnel Practice (SABPP). The measuring instrument comprised mental health literacy and attitudes scales that have been extensively researched and reported to have sound psychometric properties. Three vignettes portraying mental disorders selected for their relevance to the business world (i.e., depression, panic disorder and alcohol abuse) were used as aids to achieving the research aim. A standard statistical package (SPSS 10.0) was utilised to determine descriptive and inferential statistics with an accepted 5% level of significance. Results: A response rate of 31% was achieved yielding an equal distribution of responses across the study vignettes. HR practitioners who acted as respondents to this study were found to be illiterate regarding mental illness and to hold subtle negative attitudes towards the mentally ill. Less than 10% could recognise mental illness as opposed to the majority who regarded the behaviour in the vignettes as normal responses. Whereas just over a third could correctly name the diagnosis described in the vignettes, only 7% were able to identify panic disorder. Most respondents believed that psychosocial stress factors caused mental illness, while only 29% where of the opinion that biological factors had a role in the aetiology of mental illness. Respondents favoured psychological and lifestyle treatment strategies and opposed medical treatments, irrespective of the type of mental illness presented with. Although as a group respondents showed mainly positive attitudes towards the mentally ill, evidence was found that the commonly held myths of danger/violence and the irresponsible/ childlike nature of the mentally ill were adhered to. Conclusions: The HR field should take cognisance of the reality of mental illness. Urgent steps need to be taken to adequately equip HR practitioners and students with both evidencebased knowledge and a positive orientation to enable the effective management of these conditions in the workplace. Attention should be given to addressing common mistruths and misconceptions, and to creating an awareness of the significant role that the HR practitioner can play in timeously recognising and appropriately dealing with employee mental health problems so that companies can benefit by the optimal utilisation of human resources. / AFRIKAANSE OPSOMMING: Agtergrond: Suid-Afrikaanse maatskappye het te doen met verskeie transformasie- en ontwikkelings aangeleenthede sedert die land se terugkeer na die internasionale mark. Die welstand van werkers is 'n aspek wat toenemend aandag verkry met hierdie strewe om mededingend te bly in die globale ekonomie. Hierdie studie argumenteer dat geestessiekte as 'n komponent van werkerwelstand geïgnoreer word, alhoewel dit algemeen voorkom en besighede heelwat geld kos. Die beperkte herkenning, navorsing en inligting oor geestessiekte in die werkplek lei tot vrae omtrent die kennis en inslag van Menslike Hulpbron- (MR) praktisyns. Derhalwe, ondersoek en beskryf hierdie studie die kennis en houding jeens geestesgesondheid van MH-praktisyns in Suid-Afrika. Metodologie: Hierdie studie se doel is beskrywend van aard en maak gebruik van 'n steekproef opname navorsingsontwerp. 'n Vraelys is gepos aan 'n ewekansig gesellekteerde steekproef van MH-praktisyns wat geregistreer is by die Suid-Afrikaanse Raad vir Personeelpraktyk. Die meetinstrument bestaan uit geestesgesondheid kennis- en houdingskale wat ekstensief nagevors is en wat beskryf is om goeie psigometriese eienskappe te besit. Drie gevaUestudies van geestessteurings relevant tot die besigheidswêreld (depressie, panieksteuring en alkoholmisbruik) is gebruik as hulpmiddels om die navorsingsdoeiwit te bereik. Standaard statistiese sagteware (SPSS 10.0) is gebruik om beskrywende en afleidende statistiek te bepaal met 'n aangenome 5% vlak van betekenisvolheid. Bevindings: Altesaam 31% van vraelyste is beantwoord en dit was eweredig verdeel tussen die verskillende gevallestudies. MH-praktisyns wat deelgeneem het aan hierdie studie het swak kennis omtrent geestessiekte en subtiele negatiewe houdings ten opsigte van persone met geestesiekte getoon. Minder as 10% kon geestessiekte identifiseer teenoor die meerderheid wat die gedrag in die gevallestudies as normaal beskou het. Net oor 'n derde kon die diagnose korrek benoem en slegs 7% kon panieksteuring korrek identifiseer. Meeste van die respondente het geglo dat psigososiale stresfaktore geestessiekte veroorsaak, terwyl net 29% van mening was dat biologiese faktore 'n rol speel in die etiologie van geestessiekte. Respondente het psigologiese en lewensstyl behandelingsmodaliteite verkies bo mediese behandeling en dit was onafhanklik van die tipe geestessteuring wat voorgekom het. Alhoewel die respondente as 'n groep hoofsaaklik 'n positiewe houding getoon het ten opsigte van persone met geestessiekte, was daar bewyse dat algemene mites ondersteun is en dat persone met geestessiekte beskou is as gevaarlik/aggressief en as onverantwoordeliklkinderlik. Gevolgtrekkings: Die MH veld moet die realiteit van geestessiekte aanvaar. Dringende stappe moet geneem word om MH-praktisyns en studente te voorsien van uitkomsgebaseerde kennis en 'n positiewe houding sodat effektiewe hantering van hierdie toestande kan plaasvind in die werkplek. Algemene onwaarhede en miskonsepsies moet aangespreek word en die bewustheid van die betekenisvolle rol van die MH-praktisyn moet benadruk word. Geestesgesondheidsprobleme van die werker moet betyds herken word en toepaslik gehanteer word sodat maatskappye voordeel kan trek uit die optimale gebruik van menslike hulpbronne.

Individuals are required to manage multiple tasks which require strategic allocation of time and effort to ensure goals are reached efficiently. By providing the worker with autonomy over their work, performance and worker well-being have improved. This increased control allows individuals to organize work according to the needs of the body, which prevents fatigue leading to improved productivity. When given the option, humans tend to switch between tasks frequently. This behaviour can be used to determine the change in self-regulation strategies. An understanding of human task-switching behaviour is important for the design of job rotation systems. However, there is a lack of evidence explaining the factors motivating the need to switch between tasks. This study aims to use physiological, subjective and behavioural measures to explain the factors influencing selfregulation through the act of task-switching. Three primary hypotheses were developed to explain the factors underlying taskswitching behaviour. It was hypothesized that the degree of boredom experienced, the effort required to perform the task and the resource usage induced by the task are factors responsible in deciding task switching behaviour. Participants (17 males and 17 females) switched freely between five different information-processing tasks for the 45 minutes. Participants were allowed to switch back and forth between tasks and did not have to conduct all five tasks. The following measures were recorded during the experiment: subjective measures of boredom, mental effort, task frustration and perceived performance of the tasks; energy consumption and physiological measures of effort (HR, HRV and body temperature) and behavioural measures, including duration and frequency of task. Perceived boredom was found to differ among the tasks and before and after the experiment. The average boredom rating at each task transition for all tasks exceeded a score of 2.5 out of a possible 4. There were no significant changes in physiological measures between the beginning and end of the task trials. However, changes in physiological measures showed a decrease in effort investment following task transition. Heart rate variability was lower for externally-paced tasks than for self-paced tasks, despite the differences in cognitive demands. The most frequent task-switch combination occurred between tasks of high and low cognitive demand. The least frequent task-switching combination occurred between tasks of similar characteristics, which produced no differences in physiological responses. Task-switching behaviour was influenced by the degree of boredom, and therefore more time was spent on less monotonous tasks. The level of physiological effort required for the task affected task-switching behaviour. Task switches were made before any changes in effort took place in an attempt to maintain task efficiency. It appears plausible that a task switch was made to reduce effort investment and activation levels. The type of information processing resources used by different tasks affected the task-switching combinations. Individuals tended to switch between tasks of differing resources so that those in limited supply were able to replenish. Therefore the findings from this study can potentially be used to improve the design of job rotation systems. Such improvements may enhance productivity and worker well-being by inhibiting the onset of down regulation and fatigue processes. This study showed that autonomy is necessary for individuals to regulate behaviour to suit human needs. / Microsoft� Office Word 2007 / Adobe Acrobat 9.54 Paper Capture Plug-in

Work is an essential activity that provides goods or services of value to oneself and others. Paradoxically, in a bid for self-realisation, workers are seriously endangered. Work-related or induced diseases and stresses pose serious threats to workers’ health and the general well-being, hence, the need to seriously consider the issue of occupational health and safety of workers. In terms of safety at work, the experience of small and medium scale enterprises (SMSEs) worldwide is that of neglect. Their incomes are very low and uncertain, coupled with high levels of risk and hazard in their work, with little or no social protection coverage (Chen, 2008). This study therefore examines how environmental and sociological factors determine occupational health and safety of workers in SMSEs in Lagos State, Nigeria. Ulrich Beck “Risk Society” theory, Political Economy of Health framework (PEH) (Minkler et al 1994, Linnan et al, 2001) and Labour Process Theory (LPT) (Braverman, 1974; Marx, 1976; Bottome, 1991) underpinned the study. The study adopts both the qualitative and quantitative methods of data collection. The qualitative method includes field observation of the selected workplaces, six Focus Group Discussion (FGD) and eight In-depth interviews (IDIs). The quantitative involved the use of structured questionnaire. The sample survey involved 180 respondents in a multi-stage sampling technique from purposively selected sawmills, mechanic villages and blacksmith cottages in three Local Government Areas in Lagos State. The quantitative data analysis uses simple percentile and univariate analyses, while the qualitative data are content-analysed, based on the objectives of the study. The findings identified low level of education (60.5%), and poor awareness of OHS in SMSEs (86.1%). It further reveals poor physical (69.5%) and technological environment (70.5%), unavailability of OHS facilities (60.5%) and prevention methods by manager/owners (60.5%), carefree attitudes of workers/managers/owners to OHS (69.5), non-acquaintance of workers to OHS laws (86.1%), workers’ economic incapacitation to deal with issues of occupational hazard (76.1%), lack of enforcement of OHS (88.3%), and transferring knowledge on OHS (82.2%) in the selected SMSEs. The study recommends roles for managers/owners, workers, trade associations, government, non-governmental organisations to promote effective OHS in the selected SMSEs. / Sociology / D.Phil. (Sociology)

The aim of the study was to determine whether there is a relationship between organisational culture and occupational health. The General Health Questionnaire and the South African Culture Instruments were used for this purpose. Structural equation modelling (SEM) was used for this purpose. The study focused on clarifying the two concepts and their impact on the organisation. The effects of general health factors were determined in the organisation under investigation. The existing organisational culture was also investigated. In conclusion, the assumption that occupational health can have an impact on organisational health, or vice versa, was confirmed. / Industrial and Organisational Psychology / MCom (Industrial and Organisational Psychology)