Occupational health is concerned with health in its relation to work and the working environment. This study was undertaken to present an overview of occupational health in South Africa, with national and international perspectives on the discipline, in the light of : (a) the recent commissions of enquiry into aspects of occupational health in South Africa (b) the development of the national and self-governing states (c) new strategies by the authorities in the form of decentralization and deregulation. Information on the health profile of its workers, current legislative and service provisions and on policies for economic development and urbanization is vital for health administrators, occupational health and safety practitioners and policy makers. Data was collected through the use of literature surveys and postal questionnaires to the various interested persons and groups involved with occupational health. The findings reveal that (a) an inadequate occupational health policy exists in that the responsibilities of government(s), employers, workers and health professionals are not defined (b) there is an absence of an organizational and service framework for an occupational health system in South Africa although the morbidity and mortality data are significant (with their concomitant economic and social consequences) (c) there is a lack of financial and human resources for the practice of occupational health in South Africa. Recommendations are made taking into account the developed and developing components of South Africa. / Thesis (M.Med.)-University of Natal, Durban, 1987.

Tender vessels in the United States will soon need to comply with new safety regulations as mandated by the Coast Guard Authorization Act of 2010. This thesis focuses specifically on assisting in the formation of an Alternative Safety Compliance Program (ASCP) for the unique tender vessel fleet and seeks to understand why tender vessels experience fatalities and vessel casualties. By analyzing data of tendermen fatalities and tender vessel casualties between 2000 and 2012, the report sheds light on the realities of these incidents. Among other findings, the data show that the most common cause of vessel casualty was striking rocks or the ocean floor, and the most common human error was falling asleep at the helm. This thesis then proposes potential regulations that would be economically feasible and realistic for tenders by comparing the casualty data to the reported financial realities of current tender vessels. Notably, the analysis indicates that applying the current Alternative Compliance and Safety Agreement (ACSA) to tenders would not be beneficial. Ultimately, the proposed regulations herein should act as a foundation for a discussion regarding an alternative compliance agreement, as the final agreement will be reached through a much greater dialogue between many involved parties, including tendermen, regulators, safety compliance experts, and others.

Thesis (D.P.H.)--University of Michigan, 1993.

Thesis (D.P.H.)--University of Michigan, 1993.

Thesis (M.S.)--University of Michigan, 1995.

Thesis (M.S.)--University of Michigan, 1995.

Thesis (M.Tech.: Radiography)-Dept. of Radiography, Durban University of Technology, 2006 xi, 86 leaves, Annexures A-Q / The study will determine the sulphur dioxide (SO2) levels in the x-ray department and evaluate it’s effects on the health of the radiology workers. The aim of the study is to mainly create awareness of occupational hazards posed by processing chemistry to radiology workers.

South Africa’s Constitution and the Employment Equity Act have a major impact on the performance of medical examinations within the employment relationship. Health and safety statutes list a number of occupational medical examinations, which an employer must perform. Other legislation permits the execution of medical examinations. After listing the different statutory references to occupational medical examinations, this treatise examines under which conditions medical testing is required or permissible. The fairness of employment discrimination based on medical facts, employment conditions, social policy, distribution of employee benefits and inherent job requirement is analysed through a study of the legal texts, experts’ opinions and case studies. The particularities of the ethical and legal duties of the medical professional, performing the occupational medical examination, are also examined. Finally, a comprehensive analysis of the different forms of occupational medical examinations is compiled by combining legal and policy-related job requirements and is attached as an annexure. This is the practical result of the research in this treatise combined with the personal experience of the author.

M.Cur. / Occupational health nurses are qualified registered nurses with a post-graduate qualification in occupational health nursing as a specialised discipline, and provide the basic healthcare aspect of the occupational health programme. Their most important activity is to identify and assess the health hazard risks in the workplace. Health risk assessments are conducted by occupational health nurses to determine all the stresses, e.g. hazardous chemicals, vibration, insufficient lighting, noise exposure and thermal exposure, which may affect employees‟ health and working efficiency. The researcher conducted audits and, over a period of time, observed that 85% (n=23) of occupational health nurses in different settings conduct health risk assessments only to a certain extent. The following questions were raised: To what extent do occupational health nurses conduct health risk assessments? What are the possible reasons for them conducting the health risk assessments only to a certain extent, or not at all? What can be done to improve this? The purpose of this study was thus to explore and describe the extent to which occupational health nurses conduct health risk assessments; and the possible reasons for not conducting them or conducting them only to a certain extent. Guidelines were developed to assist occupational health nurses in conducting health risk assessments. A quantitative, descriptive design was used in this study. A sampling frame was developed from a list of all the members of the South African Society of Occupational Health Nursing Practitioners (SASOHN) in Gauteng. From the target population of occupational health nurses in Gauteng, a systematic cluster sampling method was used. A developed questionnaire was distributed by mail and e-mails, and reminders were sent by the researcher to the respondents (Burns & Grove, 2006). The researcher ensured validity and reliability throughout the study by means of theoretical review, content securing and statistical assistance (Burns & Grove, 2006). Ethical standards of the right to self-determination, right to privacy, right to confidentiality and autonomy, right to fair treatment and right to protection from discomfort and harm were adhered to. The findings revealed that the occupational health nurse is a mature, predominately female experienced practitioner who operates on behalf of a disproportionably large number of employees. Four factors influencing these nurses in conducting a health risk assessment to a certain extent were identified: competence, ignorance about the role of the occupational health nurse, workload and attitude. The researcher formulated guidelines to assist practising occupational health nurses to conduct health risk assessments.

The labor force is aging globally. It is projected that the number of older workers will increase in the workforce in the near future. At the same time, it is estimated that workplaces will grow more age-diverse, where younger and older workers will work side-by-side more often than they used to. These demographic shifts in the workforce necessitate a further understanding of the differences between the values, needs and motivation, and work outcomes of employees of different ages. To this end, few studies to date have investigated whether job-related resources are differentially useful for the work and non-work outcomes of younger and older workers. Guided by Conservation of Resources (COR) theory and two lifespan development theories (Selection-Optimization-Compensation, SOC; Socio-emotional Selectivity Theory, SST), this dissertation suggests that the utility of resources is age-dependent. Specifically, this dissertation includes three studies that expand our knowledge of age-based differences in the usefulness of job-specific, social, and personal resources, and how they relate to various job attitudes, different forms of job performance, and employee well-being. Study 1, which was published in the Journal of Vocational Behavior, examines the moderating role of age in the relationship between baseline resources (skill discretion, leader-member exchange, and procedural fairness) and perceived stress after one year in a sample of U.S. construction workers (N = 243). As hypothesized, the findings of this study showed that these autonomy and support resources were more important for older workers: When resources were high in the workplace, all employees reported lower levels of stress. However, when resources were low, older workers experienced greater stress compared to their younger colleagues. In Study 2, multi-source data from Turkish manufacturing employees (N = 156) are utilized to investigate the age-based differences in the link between social support resources (leader-member exchange, perceived organizational support) and supervisory ratings of in-role performance and organizational citizenship behaviors in a cultural context other than the U.S. It was hypothesized that these social support resources would be more important for older workers' performance. However, the findings showed that both leader-member exchange and perceived organizational support were considered as equally important by older and younger workers to perform well at work. Finally, Study 3 explores whether resource from job (decision-making autonomy) and personal resources (optimism, perceived work ability) differentially relate to work attitudes (job satisfaction, work engagement) and well-being (perceived stress, emotional exhaustion) of older and younger nurses (N = 111) working in the Pacific Northwest, U.S. The findings of this study supported that the usefulness of decision-making autonomy and optimism were more pronounced for older workers. Overall, the results suggested that, when these resources were low, all employees had lower job satisfaction and work engagement, and greater emotional exhaustion and perceived stress independent of their ages. However, under high resource conditions, older employees shined at work and in life: When resourceful, they enjoyed their job more and felt strong and vigorous at work, and they perceived an overall sense of control over life as well as had an ease of mind at and outside of their work environments. Taken together, the findings of these three studies suggest several implications for theory and practice, particularly those pertaining to the key role that age may play in understanding different workers' needs for job-related resources and how this may affect their work attitudes, behavior, and well-being. Theoretical implications suggest that COR theory can be integrated with lifespan development theories to address the age-related differences in the resource utility. In addition, the findings of this dissertation highlight the need to examine employee age as a main study variable to explore the boundary conditions of various resources -- work and non-work outcomes. Implications for practice include recommendations such as facilitating job crafting and job redesigns for older workers, developing managerial trainings on relationship building with subordinates, creating a fair work environment through transparent organizational policies and practices, and improving personal capacities through stress management interventions. Avenues for future research are discussed as well, including identifying additional resources (e.g., overqualification, support from coworkers and family), and work and well-being outcomes (e.g., objective health measures such as sleep, sick days, and injuries) that may show age-based differences based on lifespan development theories. Finally, this dissertation highlights the need to replicate these study findings across industries, job types, gender, and culture as the usefulness of resources may be context-specific.