Introduction: Smoking has been considered as one of the leading preventable cause of lung disease, cardiovascular disease and cancer. China, has 20% of the population in the world, but consumes 30% of the world’s cigarette and has suffered 1 million deaths per year from tobacco use. The workplace is an important field for smoking control, but there are relatively few reports on the current situation of workplace smoking control with the exception of reports from North American countries. Objectives: This project aims to investigate the effectiveness of workplace smoking control policy on smokers’ behavior in Asian population, mainly the comparison of smoke free policy, smoke restriction ban with no smoking ban, and to identify the potential factors that associated with the compliance of smoking policy. Methods：Articles that are relevant to workplace smoking policy were searched and identified through PubMed and CNKI by using a combination of keywords. Articles that studied the effects of workplace smoking control policy on smoking behavior and the factors that associated the compliance of smoke control policy were included. All studies were conducted in the Asian countries and the outcome measures were current smoking prevalence, daily cigarette consumption, and willingness to quit smoking. Results: Of the 541 studies identified, 11 articles were identified to be relevant and included in this systematic review. Smoking-free policy was showed to be the most effective strategy to enhance the changes in smokers’ behavior. Eight of nine studies that compared smoke free with no smoke ban gave consistent conclusion that smoking free policy could reduce the prevalence of smoking dramatically. It was associated with higher willingness to quit smoking among smokers and could reduce the smokers’ daily cigarettes consumption by 3 to 4 cigarettes per day. There was limited evidence that smoke restriction policy could reduce the prevalence of smokers. Even though smoke restriction policy could reduce daily cigarettes consumption and increased the smokers’ willingness to quit smoking, but the effect was much lower than those in the workplace with smoke free policy. In addition, occupation, such as salesmen and marketing employee, the reason of implementing the smoke control policy(e.g. ‘workplace safety’, ‘maintain good air quality’, ‘reduce ETS in non-smokers’), and lack of knowledge of hazard in cigarettes were the factors contributed to the low compliance of smoke control policy. Conclusion: Overall, workplace smoke-free policy is the most effective way in changing smoking behavior. Workplace smoke-free should be implemented as a public health priority and accompanied with health education and smoking cessation service to assure the compliance. / published_or_final_version / Medicine / Master / Master of Public Health

The purpose of this study was to assess the status of worksite smoking policies in Indiana's manufacturing industries and to describe the relationship between policy, workforce size, and manufacturing type. Of the 493 questionnaires distributed, 181 (36.7%) were returned. Approximately 67% percent of the industries reported having some type of restrictive policy with the majority of those policies not allowing smoking at the worksite except in designated areas. Most policies were developed within the last five years and were implemented due to a concern for employee health. Workforce size was directly related to the prevalence of significant restrictions. Those companies employing greater then 100 employees were the most likely to have a policy whereas the employing less than 11 were the least likely to have a policy. Standard industrial classifications 34 (fabricated metal products) and 35 (machinery, except electrical) had less restrictive policies as compared to other S.I.C. classifications. A follow up on 10% (n=30) of the nonrespondents yielded similar results to those who did respond. / Department of Physiology and Health Science

Thesis (MTech (Public Management))--Peninsula Technikon, 2004. / Word processed copy. Summary in English. Includes bibliographical references (leaves 96-112). Also available online.

M.B.A. / The South African Minister of Health has, in terms of Section 2 of the South African Tobacco Products Control Act, 1993 (Act No. 83 of 1993), as amended, declared the public places specified in the Regulations as permissible smoking areas, subject to the conditions also specified in the Regulations. "Swanepoel et al., (2000:597) argues that it is common knowledge today that smoking causes health problems. These problems can basically be categorised into two groups: The health implications for the employee who smokes; and The health and other implications for non-smoking employees who become passive smokers as a result of their colleagues' smoking habits. Apart from the implications for the smoker, there are also major implications for the non-smoking employees and for the organisation as a whole. It follows that, if cigarette smoke is a health risk for the smoker, it must also be so for the non-smoker. The breathed-out smoke contains the same harmful ingredients (such as carbon monoxide and recognised carcinogens — in other words, chemicals that cause cancer) to which the smoker is exposed. In addition, smoking often bothers non-smokers, causing conflict, hostility, negative feelings, deteriorating interpersonal relations — all of which may impact negatively on workforce morale and productivity. There is no single approach and policy for all organisations. The general principles, however, are that a working party should be established, the issue should be raised, the workforce should be consulted and the policy must then be formulated and implemented. It is in the interest of good industrial relations to work out an agreed policy between the company, employees and their representative trade unions (if any), taking into account the interest of smokers and non-smokers, rather than merely imposing an immediate and total ban. The control of smoking in the workplace through a professional process of formulating and implementing an appropriate non-smoking policy will enhance the healthiness or wellness of both smoking and non-smoking employees". The aim of this research is to assess the perceptions of smoking as well as nonsmoking employees of the said regulations of the Act and to assess if the targeted companies adhered to the new Regulations. Employees of three different companies in the Johannesburg in the Gauteng area in South Africa will be ask to complete questionnaires regarding the New Smoking Regulations in South Africa.

Guidelines and laws prohibit smoking in public places, and evidence supports the safety and effectiveness of workplace wellness programs in promoting healthy environments. A long-term care (LTC) facility selected as the focus for this project does not offer wellness programs and does not restrict on-site smoking by employees. The purpose of this project was to construct an evidence-based smoking cessation education program for delivery to employees at the LTC facility. The practice-focused question addressed whether a workplace wellness smoking cessation education program would increase employees' knowledge of the harmful effects of smoking and promote engagement in smoking cessation strategies. A pretest and posttest to assess knowledge of the harmful effects of smoking was designed to be administered to employees prior to and after the education program. A panel of 6 experts consisting of 4 clinical nurse specialists, a nurse educator, and a nurse researcher was selected to assess the potential effectiveness of the education program. A 10-question survey was used to obtain the panel experts' evaluation of the program. Descriptive statistics were then used to analyze the results. Nearly all of the experts surveyed reported that they would recommend the education program to a friend or colleague, with 66% selecting "very likely" This is indicative of the potential for the program to be effective. Findings might support social change at the selected facility by increasing staff knowledge of the harmful effects of smoking and staff commitment to participating in a smoking cessation program.

Thesis (MTech (Public Management))--Peninsula Technikon, 2004 / The World Health Organisation (WHO) presented evidence illustrating that tobacco smoking kills three million people yearly. These statistics are increasing, and unless current trends are reversed by the decade 2020-2030, tobacco will kill 10 million people a year, with 70% of deaths occurring in developing countries (WHO, 1998:1). The WHO then issued a mandate to 191 countries, which included South Africa, requesting them to write, advocate, pass and enforce laws on tobacco control taking into account work and public places, as people tend to spend much time there (WHO,20031-2). According to the literature review, since the promulgation of the Tobacco Act. 1999 (12 of 1999) public officials have been leaving the office much more regularly to congregate with other smokers for a smoke break. This is because legislation stipulates that they may not smoke in the office. It has also been found that the public service delivery process is slow, not only as a result of the phenomenon of smokerism, but also due to staff shortages. Hence, the main purpose of this study was to explore the impact of the Tobacco Act. 1999 (Act No.12 of 1999) on the performance of librarians employed by the City of Cape Town's Library and Information Services: Tygerberg Administration, by focusing on answering two assumptions stating that service delivery is slow and inefficient because of smoke breaks; and that the performance of staff is poor as a result of regular smoke breaks. The research population for this study consisted of 23 out of the 26 librarians-in charge employed in the City of Cape Town's Library and Information Services: Tygerberg Administration, who is the entire target population. The respondents were interviewed using a self-administered questionnaire. The data collected was analysed using software called StatPac for Windows. The results derived indicated that the librarians-in-charge (82.6%) are satisfied with the service delivery offered by their employees. This is regardless of the regular smoke breaks employees take and the grievances of non-smoking employees with regard to the regular smoke breaks taken. However, the Iibrarians-in-charge (91.3%) added that there was room for improvement in terms of dealing with the staff shortages and not the regular smoke breaks. Therefore, based on the findings, the assumptions that relate to this study are discovered to be invalid and untrue. Thus, the Tobacco Act. 1999 (12 of 1999) does not impact on the performance of librarians employed by the City of Cape Town's Library Services, Tygerberg Administration. The following recommendations were formulated: Management should consider taking on volunteers to address the staff shortage situation. Management should motivate employees with any kind of special rewards, remuneration and credentials for work well done. The Director of Social Development and Community Services of the City of Cape Town, Tygerberg Administration, should review the salary structure of librarians and consider increasing it. Both the librarians-in-charge and employees should be educated about the Tobacco Act, 1999 (12 of 1999). This education should also consist of the importance smoking restrictions have in terms of promoting a healthy environment, smoking cessation and job satisfaction. The librarians-in-charge should understand the negative ramifications the lack of rewards, credentials and salary have on job satisfaction. Team-building exercises should be done on a regular basis to strengthen the relationship between employees.

M. Tech. Business Administration / This is a study about perceptions, attitudes and behaviours held by employees of the South African Department of Defence (DOD) on the fairness of the Tobacco Control Policy (TCP) at the workplace in DOD. It was based on a stratified random sample of n=125 individuals selected from 1, 000 employees. The study was also predominantly quantitative in nature, where data was collected with a pre-tested and validated structured questionnaire. Pearsons chi-square tests of association and factor analysis were used for identifying factors that significantly influenced perception on the TCP adopted by DOD. The Cronbach Alpha test and face validation were used for ensuring internal consistency and validity.