Work in demanding postures is a known risk factor for work-related musculoskeletal disorders (MSDs), specifically work with elevated arms may cause neck/shoulder disorders. Such a disorder is a tragedy for the individual, and costly for society. Technical measurements are more precise in estimating the work exposure, than observation and self-reports, and there is a need for uncomplicated methods for risk assessments. The aim of this project was to develop and validate an iOS application for measuring arm elevation angle. Such an application was developed, based on the built-in accelerometer and gyroscope of the iPhone/iPod Touch. The application was designed to be self-exploratory. Directly after a measurement, 10th, 50th and 90th percentiles of angular distribution and median angular velocity, and percentage of time above 30°, 60°, and 90° are presented. The focused user group, ergonomists, was consulted during the user interface design phase. Complete angular datasets may be exported via email as text files for further analyses. The application was validated by comparison to the output of an optical motion capture system for four subjects. The two methods correlated above 0.99, with absolute error below 4.8° in arm flexion and abduction positions. During arm swing movements, the average root-mean-square differences (RMSDs) were 3.7°, 4.6° and 6.5° for slow (0.1 Hz), medium (0.4 Hz) and fast (0.8 Hz) arm swings, respectively. For simulated painting, the mean RMSDs was 5.5°. Since the accuracy was similar to other tested field research methods, this convenient and “low-cost” application should be useful for ergonomists, for risk assessments or educational use. The plan is to publish this iOS application on Apple Store (Apple Inc.) for free. New user feedback may further improve the user interface.

Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

Health care is increasingly complex, which increases the demand for knowledge and expertise. Despite this, the share of specialized nurses, including anaesthesia nurses, has decreased from 65% to 48% from year 1995 to year 2008, according to statistics from the National Board of Health and Welfare (Socialstyrelsen) in 2010. Studies indicate that there may be various factors in the work environment that anaesthesia nurses, choose to leave the anaesthesia profession. The purpose of this study was to examine how anaesthesia nurses experienced the physical and psychosocial work. The study was conducted as a descriptive study with qualitative approach. The question guide consisted of semistructured questions relevant to the purpose of the study. The interviews were transcribed and analyzed using manifest content analysis. A total of 20 anaesthesia nurses from five Central Swedish hospitals of varying size were interviewed. Anaesthesia nurses' physical and psychosocial work environment includes many stressors such as physical hard work in confined spaces, production and fulfillment, requirements and lack of control, varying relations to managers, hierarchies, team work, a lot of responsibilities, including supervision of students. The deep interest in the work, and the experience of doing an important work, offsetting to a minor part the anaesthesia nurses' work environment's negative expressions, and was a driving force to continue to work on. The results of this study should be supported by further research and investigate both the psychosocial and physical work environment for anaesthesia nurses and the impact on their psychosocial health. / Sjukvården blir alltmer komplex, vilket ökar kraven på kunskap och specialistkompetens. Trots detta har andelen specialistutbildade sjuksköterskor, däribland anestesisjuksköterskor enligt statistik från Socialstyrelsen 2010, minskat från 65% till 48% åren 1995-2008. Studier indikerar att det kan finnas faktorer i arbetsmiljön som gör att anestesisjuksköterskor av olika orsaker väljer att lämna anestesiyrket. Syftet med denna studie var att undersöka hur anestesisjuksköterskor upplevde sin fysiska och psykosociala arbetsmiljö. Studien genomfördes som en deskriptiv studie med kvalitativ ansats. Frågeguiden bestod av semistrukturerade frågor relevanta för studiens syfte. Intervjuerna transkriberades och analyserades med manifest innehållsanalys. Totalt intervjuades 20 anestesisjuksköterskor från fem mellansvenska sjukhus av varierande storlek. Anestesisjuksköterskors vardag som innebar hårt fysiskt arbete i begränsade utrymmen, höga produktionskrav, bristande kontroll, varierande förhållande till chefer, hierarkier, teamarbete, handledning av studenter och mycket ansvar för patienten var en bra grogrund för stress. Det djupa intresset för arbetet, och upplevelsen av att vara betydelsefull, uppvägde till viss del anestesisjuksköterskornas arbetsmiljös negativa yttringar, och var en drivkraft att arbeta vidare.     Resultatet av denna studie bör styrkas med ytterligare forskning med syfte att undersöka både den fysiska och psykosociala arbetsmiljön för anestesisjuksköterskor, då resultat visar att fysiska faktorer även ger utslag på den psykosociala hälsan.

1. The problem and objective of study Workers in physically demanding jobs have, over the last decade, shown a high incidence of work-related injuries as well as other related physical disorders (Dempsey & Hashemi, 1999:183; Mital & Ramakrishnan, 1999:74; WHO, 1999:1; Weir & Nielson, 2001:128; Cox et al, 2003:6). This has been shown to lead to absenteeism, lost work time and poor work quality which in turn give rise to increased costs of yearly worker compensation claims, medical treatment and general loss of production (Ciriello & Snook, 1999:149; Mital, 1999:246-247; Cox et al., 2003:6). For example, the World Health Organization indicates that work related injuries and illness kill an estimated 1.1 million people worldwide every year. This is roughly equal to the number of worldwide deaths due to malaria each year (WHO, 1999:1). Research indicates that these types of injuries and/or work disability usually occur when the physical demands of the work tasks exceed the physical work capacity of the worker (Chaffin, 1974:251-254; Fraser, 1992:24; Shrey, 1997a:8). Two types of workers are usually pointed out by management in this regard, namely the older workers and females that are exposed to tasks with a high physical demand (Ayoub & Mital, 1989:9; Smith & Mustard, 2004:755; Sluiter, 2006:438). The above-mentioned problem seems to be a global concern (Mital, 1999:246; WHO, 1999:1) and forces companies to better manage the physical incapacity of workers in physical demanding jobs. The management of the electricity supply company in South Africa (hereafter the company) who realised that this problem was also prevalent in their workforce, developed minimum physical ability task requirements, that represent the physical work demands, for all the physically demanding jobs (Lubbe, 2003b:4). These minimum requirements enable the company to determine which workers do not have the physical work capacity to perform their physical work demands and to implement the necessary management process, such as a worksite wellness program, to address the problem. Hence the objective of the study were to determine the: a) role of gender on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; b) role of age on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; c) effect of a worksite wellness program on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job. 2. Summary of results a) The physical work capacity of male workers in this population are practically significant greater than that of female workers with the same job-related minimum physical ability task requirements. b) Practically significant more female workers do not have the minimum physical work capacity required by their job, than male workers. c) The physical work capacity of workers in physically demanding jobs within this company declines with aging. d) The age-related decline in physical work capacity for male workers is to such an extent that from the age of 60, the physical work demands of their job exceed their physical work capacity. e) The age-related decline in physical work capacity for female workers is to such an extent that, in general, the indication is that they will never have the required physical work capacity based on the minimum physical ability task requirements of their job, for it is predicted that from the age of 18, the physical work demands of their job exceed their physical work capacity. f) A worksite wellness program assists workers whose physical work capacity profile does not meet the minimum physical ability task requirements of their job, to regain the required physical work capacity. g) A worksite wellness program provide an alternative option to managing the physical work capacity of their workers, other than ill-health retirement, retrenchments or prolonged sick-leave. / Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

Motivation: The South-African deep level gold mining industry has adapted in many ways, as the pursuit for gold has led deep into the earth core, where rock face temperatures measure around 60°C. Ventilation adapted through engineering developments like refrigeration systems, creating cooler work environments to an extent. Despite these developments the risks of high ambient temperatures coupled with strenuous work and dehydration remains, leading to alternative methods of control that have to indicate whether employees have the necessary functional capacity to perform daily work tasks. Objectives: The objectives of this study were: to measure and compare the physiological effects of the tasks performed by workers in an underground mining environment; To measure the soundness of heart rate as a gauge of work stress in real-life work conditions, taking into account the stressors that influence it; to determine the efficacy of functional and physical work capacity assessments as a method of determining work readiness. Methods: A study group (n = 16) was chosen to represent the “most exposed” work population, all of whom have previously passed the functional work capacity and physical work capacity assessments. The assessments were repeated and the maximal oxygen uptake assessment was done. The participants were divided into two groups (n = 8) according to their work areas. Measurements were taken over a period of eight consecutive shifts. Each group was later divided into three groups as per the work they performed. Dehydration was determined through urine analysis and body weight changes. Heart rate was observed continuously through a heart rate monitor and oral temperature was measured on an hourly basis. Results: The shift durations seen during this study were much longer than the customary 8-hour work day. The mean HR results of group I, which was suspected of having the most strenuous work, were very similar to the results for group II and III. This group did, however, have the highest % heart rate ≥ 120 beats per minute and mean cumulative heart beats, group III having the lowest. All of the groups were found to be mildly dehydrated at the end of their shifts, the urine specific gravity indicating that the participants were generally already considerably dehydrated at the onset of the shifts. Group I was the only group whose mean heart rate had a statistically significant correlation (r ≥ 0.5) with % weight loss. There was a statistically significant (p ≤ 0.05) correlation between heart rate and mean oral temperature for all of the groups. The participants that passed the functional work capacity and physical work capacity assessments were found to have performed comparatively better during the real-time shifts than those that failed. Conclusions: Although there were several employees that had a high mean maximum heart rate, none of the mean heart rates were higher than the self-pacing rate of 110 beats per minute. This ability of self- pacing was seen in the way the participants were able to manage energy expenditure by alternating between heavy and lighter tasks. A great concern is the fact that all of the participants had a % weight loss (0.9 – 2.8% weight loss) indicative of mild dehydration after the shifts, on top of morning urine specific gravity samples (1.020 – 1.025) showing signs of considerable dehydration. Several correlations were found between the functional work capacity and physical work capacity assessments and maximum temperature, maximum heart rate and maximal oxygen uptake, suggesting a significant relationship between the real life situation and the homogenous laboratory setting. comparing the employees that passed the functional work capacity and physical work capacity assessment to those that failed, a marked difference was seen in their respective performances. The groups that passed had a lower mean heart rate and maximum heart rate and higher maximal oxygen uptake. It may, therefore, be concluded that the functional work capacity and physical work capacity assessments provide a valid evaluation of an individual’s work capacity and potential to cope with the varying demands of underground work. / Thesis (MSc (Occupational Hygiene))--North-West University, Potchefstroom Campus, 2013.

Motivation: The South-African deep level gold mining industry has adapted in many ways, as the pursuit for gold has led deep into the earth core, where rock face temperatures measure around 60°C. Ventilation adapted through engineering developments like refrigeration systems, creating cooler work environments to an extent. Despite these developments the risks of high ambient temperatures coupled with strenuous work and dehydration remains, leading to alternative methods of control that have to indicate whether employees have the necessary functional capacity to perform daily work tasks. Objectives: The objectives of this study were: to measure and compare the physiological effects of the tasks performed by workers in an underground mining environment; To measure the soundness of heart rate as a gauge of work stress in real-life work conditions, taking into account the stressors that influence it; to determine the efficacy of functional and physical work capacity assessments as a method of determining work readiness. Methods: A study group (n = 16) was chosen to represent the “most exposed” work population, all of whom have previously passed the functional work capacity and physical work capacity assessments. The assessments were repeated and the maximal oxygen uptake assessment was done. The participants were divided into two groups (n = 8) according to their work areas. Measurements were taken over a period of eight consecutive shifts. Each group was later divided into three groups as per the work they performed. Dehydration was determined through urine analysis and body weight changes. Heart rate was observed continuously through a heart rate monitor and oral temperature was measured on an hourly basis. Results: The shift durations seen during this study were much longer than the customary 8-hour work day. The mean HR results of group I, which was suspected of having the most strenuous work, were very similar to the results for group II and III. This group did, however, have the highest % heart rate ≥ 120 beats per minute and mean cumulative heart beats, group III having the lowest. All of the groups were found to be mildly dehydrated at the end of their shifts, the urine specific gravity indicating that the participants were generally already considerably dehydrated at the onset of the shifts. Group I was the only group whose mean heart rate had a statistically significant correlation (r ≥ 0.5) with % weight loss. There was a statistically significant (p ≤ 0.05) correlation between heart rate and mean oral temperature for all of the groups. The participants that passed the functional work capacity and physical work capacity assessments were found to have performed comparatively better during the real-time shifts than those that failed. Conclusions: Although there were several employees that had a high mean maximum heart rate, none of the mean heart rates were higher than the self-pacing rate of 110 beats per minute. This ability of self- pacing was seen in the way the participants were able to manage energy expenditure by alternating between heavy and lighter tasks. A great concern is the fact that all of the participants had a % weight loss (0.9 – 2.8% weight loss) indicative of mild dehydration after the shifts, on top of morning urine specific gravity samples (1.020 – 1.025) showing signs of considerable dehydration. Several correlations were found between the functional work capacity and physical work capacity assessments and maximum temperature, maximum heart rate and maximal oxygen uptake, suggesting a significant relationship between the real life situation and the homogenous laboratory setting. comparing the employees that passed the functional work capacity and physical work capacity assessment to those that failed, a marked difference was seen in their respective performances. The groups that passed had a lower mean heart rate and maximum heart rate and higher maximal oxygen uptake. It may, therefore, be concluded that the functional work capacity and physical work capacity assessments provide a valid evaluation of an individual’s work capacity and potential to cope with the varying demands of underground work. / Thesis (MSc (Occupational Hygiene))--North-West University, Potchefstroom Campus, 2013.

1. The problem and objective of study Workers in physically demanding jobs have, over the last decade, shown a high incidence of work-related injuries as well as other related physical disorders (Dempsey & Hashemi, 1999:183; Mital & Ramakrishnan, 1999:74; WHO, 1999:1; Weir & Nielson, 2001:128; Cox et al, 2003:6). This has been shown to lead to absenteeism, lost work time and poor work quality which in turn give rise to increased costs of yearly worker compensation claims, medical treatment and general loss of production (Ciriello & Snook, 1999:149; Mital, 1999:246-247; Cox et al., 2003:6). For example, the World Health Organization indicates that work related injuries and illness kill an estimated 1.1 million people worldwide every year. This is roughly equal to the number of worldwide deaths due to malaria each year (WHO, 1999:1). Research indicates that these types of injuries and/or work disability usually occur when the physical demands of the work tasks exceed the physical work capacity of the worker (Chaffin, 1974:251-254; Fraser, 1992:24; Shrey, 1997a:8). Two types of workers are usually pointed out by management in this regard, namely the older workers and females that are exposed to tasks with a high physical demand (Ayoub & Mital, 1989:9; Smith & Mustard, 2004:755; Sluiter, 2006:438). The above-mentioned problem seems to be a global concern (Mital, 1999:246; WHO, 1999:1) and forces companies to better manage the physical incapacity of workers in physical demanding jobs. The management of the electricity supply company in South Africa (hereafter the company) who realised that this problem was also prevalent in their workforce, developed minimum physical ability task requirements, that represent the physical work demands, for all the physically demanding jobs (Lubbe, 2003b:4). These minimum requirements enable the company to determine which workers do not have the physical work capacity to perform their physical work demands and to implement the necessary management process, such as a worksite wellness program, to address the problem. Hence the objective of the study were to determine the: a) role of gender on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; b) role of age on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job; c) effect of a worksite wellness program on the physical work capacity profile of workers in the company based on the minimum physical ability task requirements of their job. 2. Summary of results a) The physical work capacity of male workers in this population are practically significant greater than that of female workers with the same job-related minimum physical ability task requirements. b) Practically significant more female workers do not have the minimum physical work capacity required by their job, than male workers. c) The physical work capacity of workers in physically demanding jobs within this company declines with aging. d) The age-related decline in physical work capacity for male workers is to such an extent that from the age of 60, the physical work demands of their job exceed their physical work capacity. e) The age-related decline in physical work capacity for female workers is to such an extent that, in general, the indication is that they will never have the required physical work capacity based on the minimum physical ability task requirements of their job, for it is predicted that from the age of 18, the physical work demands of their job exceed their physical work capacity. f) A worksite wellness program assists workers whose physical work capacity profile does not meet the minimum physical ability task requirements of their job, to regain the required physical work capacity. g) A worksite wellness program provide an alternative option to managing the physical work capacity of their workers, other than ill-health retirement, retrenchments or prolonged sick-leave. / Thesis (Ph.D. (Human Movement Science))--North-West University, Potchefstroom Campus, 2008.

The purpose of this study was to examine the perceived outcomes of participation in a summer camp that included physical work and service as a major component. A qualitative data analysis approach was used. A convenience sample of 10 male adolescents and 10 parents were selected. The data was analyzed using open, axial, and selective coding. Data analysis was used to ascertain perceived outcomes from the program from both boys and their parents. Analysis of the data showed the emergence of a core theme of boys learning to work and enjoying work. Enjoying work was the term chosen to represent this core theme, and a theory of enjoying work was developed with seven salient attributes. These attributes were that the work was productive and taught skills, provided challenge, was intrinsically rewarding, made a difference for someone else, was done with others, was physical and done outdoors, and took place over an extended period of time.

Syftet med denna studie var att undersöka hur fyra olika aktörer med skilda yrkesroller upplevde organisationens befintliga rehabiliteringsprocess med dess möjligheter och begränsningar samt deras synpunkter på vad som kan förbättras för att undvika sjukskrivningar. En förhoppning var också att kunna ge konkreta förslag på hur man kan arbeta förebyggande i syfte att undvika sjukskrivningar inom organisationen. Fyra minifokusgruppintervjuer, bestående av två till fyra personer, genomfördes där två fiktiva fall användes som diskussionsgrund. Materialet analyserades med hjälp av en induktiv tematisk analys, vilket resulterade i de fyra temaområdena; Verktyg för att förbättra hälsoarbetet, Insatser för att motverka sjukskrivningar, Begränsningar i hälsoarbetet samt Chefens roll i hälsoarbetet. I studien framkom att deltagarna ansåg att rehabiliteringsprocessen är ett bra verktyg som förenklar rehabiliteringsarbetet, men att den behöver fortsatt utveckling. Resultatet visade även att deltagarna hade många förslag på åtgärder för att förbättra den fysiska och psykosociala arbetsmiljön. / The aim of this study was to examine the experience, of four different actors’ with diverse occupational roles, of the existing rehabilitation process in the organization, with its limitations and possibilities. A further aim was to examine the preventive work and hopefully contribute with some practical solutions to counteract sick leave within the organization. Four mini focus group interviews with two to four people were carried out with two fictitious cases as a base for discussion. Data was analyzed by an inductive thematic analysis and resulted in four thematic areas; Tools to improve the health work, Efforts to avoid sick leave, Health work limitations and The manager’s role in health work. The study showed that the participants considered that the rehabilitation process was a good tool that simplifies the rehabilitation work, but it needs further development. The results also showed that the participants had many suggestions of how to improve the physical and psychosocial work environment.

Organizations strategically design the physical work environment to enhance employees' creativity. Understanding the impact of workspace layout on individual perceptions of creativity across generational cohorts can be vital to sustaining organizational competitiveness. Researchers have theorized that workspace layout affects employees' perceptions of creativity; however, few studies have looked at the effect of generational cohort on this relationship. A quantitative study was conducted to examine the effect of workspace layout on individual perceptions of creativity across generational cohorts. A sample of 162 participants completed an online demographics questionnaire as well as aKEYS, a modified version of the KEYS to Creativity and Innovation instrument. An ANOVA was used to determine whether generational cohort and workspace layouts affected the participants' individual perceptions of creativity. Results did not support the theory that workspace layout and generational cohort affected individual perceptions of creativity. However, these nonsignificant results can be used strategically by organizations to design physical workspaces that foster individual perceptions of creativity in order to attract and retain a diverse workforce by accommodating employees equally rather than on generational cohort membership. Social change implications are that the results can provide organizations with an understanding of ways in which they can effectively treat and meet the needs of the workforce as a whole, rather than develop strategies based on generational cohort membership.