Traumatic brain injury (TBI) is the leading cause of death and disability in the industrialized world. This pilot study investigated demographic, clinical and environmental factors associated with return to work (RTW) among workers who sustained a mild to moderate work-related TBI (WrTBI). Using a retrospective cohort design, participants were recruited through an outpatient clinic dedicated to evaluating injured workers after a WrTBI. A mailed survey and medical record abstraction tool were used for data collection. Of the 40 injured workers who participated in this study, 19 reported working at time of follow-up. Those who were unable to RTW scored significantly lower on measures of emotional well-being; there were no significant between-group differences in cognitive or physical impairments. Gradual RTW and workplace accommodations were reported as key factors facilitating RTW. Our findings provide information that addresses improved rehabilitation and management of WrTBI as well as better education and support for employers.

Syftet med denna studie har varit att beskriva hur kvinnor med arbetsrelaterat handeksem upplever sin livskvalitet. Studien har en deskriptiv design med induktiv ansats och kvalitativ forskningsintervju som metod. Intervjuerna har genomförts med ett strategiskt urval och tematiserade frågor. Analysen utfördes med innehållsanalys enligt Graneheim & Lundman, (2004), på manifest och latent nivå och utmynnade i ett övergripande tema med fem underliggande kategorier. Temat är, Handeksem upplevdes som en begränsning och länkar samman det latenta innehållet i de fem kategorierna. Dessa består av; Kvinnornas uppfattning om livskvalitet, Kvinnornas upplevelse av bevarad livskvalitet, Kvinnornas upplevelse av handeksemets fysiska påverkan på livskvaliteten, Kvinnornas upplevelse av handeksemets psykiska påverkan på livskvaliteten och Kvinnornas upplevelse av hantering av påverkan på livskvaliteten. Resultatet visade att handeksem upplevdes som en begränsning hos kvinnor med arbetsrelaterat handeksem. Det som påverkade livskvaliteten negativt var de begränsningar som handeksem medför. De begränsningar som kvinnorna upplevde var påverkan på handfunktionen som medförde begränsningar som att  det är svårt att ta i saker. Kvinnorna upplevde även att det var plågamt att arbeta med handeksem och att arbetsuppgifter förvärrade symtomen. Begränsningarna innefattade även en psykisk påverkan av handeksemet som yttrade sig i inre känslor som irritation, frustration, skamkänsla eller känslor av oro och rädsla samt funderingar på hur andra människor uppfattade handeksemet. Det som påverkade livskvaliteten positivt var de goda relationer, bra arbete och berikande fritid som kvinnorna upplevde att de hade. Kvinnorna hanterade sina besvär genom att kämpa och de upplevda begränsningarna av handeksemet hanterades genom att inte se dessa som något hinder. Slutsats är att den kliniska nyttan med studien är att ökad kunskap och förståelse av begreppet livskvalitet , kan skapa nya strategier för att hjälpa individer med arbetsrelaterade handeksem. / The purpose of this study was to describe how women with work-related hand eczema perceive their quality of life. The study has a descriptive design with an inductive approach and qualitative research interview as a method. The interviews were conducted by a strategic choice and themed issius. The analysis was conducted with content analysis accored Graneheim & Lundman, (2004), on the manifest and latent level and resulted in an overall theme with the five underlying categories. These consist of: Women`s perceptions of quality of life, Women`s experience of maintaining quality of life, Women`s experience of hand eczema physical impact on the quality of life and Women`s experience of managing the impact on quality of life. The results show that living with hand eczema was seen as a restriction in women with occupational hand eczema. It has affected the quality of life negatively was the restriction of hand eczema leads. The limitations that women experienced were the effect on hand function, which led to restrictions that make it difficult to take in things. The women also felt that it was painful to work with hand eczema and the work exacerbated the symtoms. Limitations included a psychological impact of hand eczema, wich spoke of the inner feelings of irritation, frustration, shame or feelings of anxiety and fear, and thougts on how other people perceive hand eczema. It has affected the quality of life positively, they were good relationships, good work and enriching leisure time that the women felt that they had. The women managed their problems by fighting and the perceived limitations of hand eczema were handled by not seeing them as an obstacle. The conclusion is that the clinical be´nefit of this study is that increaséd knowledge and understanding of the concept of quality of life can create new strategies to assist individuals with work-related hand eczema, and through this reduce the risk of long-term psychosocial disability.

Studiens syfte var att undersöka om verksamhetstyp och de anställdas biologiska ålder påverkade den arbetsrelaterade identiteten och strävan. Studien genomfördes som en enkätundersökning på ett servicemanagement företag i en svensk mellanstor stad. Totalt deltog 56 personer, som bestod till 98.2% av kvinnor. Resultaten visade att ålder hade en tendens till signifikant effekt på organisationsidentitet och signifikant effekt med yrkesidentitet samt identifikation med kollegor, där äldre visades ha en starkare identitet än yngre. Verksamhetstyp visades ha en signifikant effekt på identifikation med kollegor och en tendens till signifikant effekt för strävan vad det gäller utvecklingsmöjligheter. / The study aimed to examine if the line of business and the employees' biological age had an impact on work-related identity and striving. It was conducted as a questionnaire survey at a service management company in a Swedish medium-sized town. A total of 56 people participated, consisting of 98.2% of women. According to the results older compared to younger participants were shown to have a stronger organizational identity, professional identity and identification with peers. Line of business was shown to have an on identification with peers and strivings in terms of development opportunities.

Studiens syfte var att undersöka huruvida arbetsrelaterade identiteter och ambitioner skiljer sig åt beroende på anställningsform, tillsvidareanställning (N = 26) och tidsbegränsad anställning (N = 22). En enkät besvarades av 48 individer, fördelade på fem avdelningar på ett sjukhus i Mellansverige. Respondenterna skattade de arbetsrelaterade identitetsmåtten: organisationsidentitet, professionsidentitet, medarbetaridentitet, identitetsbehov och identitetskonflikt samt ambitionsmåtten: engagemang, framsteg/karriär och konflikt. Resultatet visade att det finns intressanta skillnader i enskilda frågor, exempelvis att tidsbegränsat anställda i högre grad är nöjda med valet av profession än tillsvidareanställda. Samtidigt skulle de tillsvidareanställda förlora vem jag är-känslan mer om de förlorade sitt arbete, än de tidsbegränsat anställda. Utveckling, högre lön och ändrad anställningsform är det som respondenterna mest strävar efter i denna studie. Studien resulterar i slutsatsen att både organisationer och den enskilda individen har behov, gemensamt kan de dra nytta av varandra och tillsammans förverkliga uppställda mål. / The main purpose of this study was to determine whether permanent employees (N=26) and temporary employees (N=22) have different views regarding work-related identities and strivings. A survey was handed out to five different departments at a hospital in Sweden. The participants valued working identity based on: level of organization identity, profession identity, peer identity, need for identity and conflict identity. They also valued personal striving that included: commitment, progress and conflict. The result showed interesting differences in specific questions, e.g. that temporary employees are more satisfied with their choice of profession than permanent employees. Meanwhile the permanent employees would lose their feeling of who I am if they lose their work, more than the temporary employees. Furthermore, this study’s result also shows that personal development, higher wages and a change in their contracts are what the participants mostly strive for. The study results in the conclusion that both organizations and individuals have individual needs and together, they can benefit from each other and implement goals.

Syftet med denna studie var att undersöka hur personalchefer upplever sin egna psykosociala arbetsmiljö, vad det gäller arbetstillfredsställelse (motivation och kommunikation), arbetsrelaterad stress och ledarskap. En kvalitativ studie genomfördes med sju semistrukturerade intervjuer och utifrån ett grundläggande tematiskt tillvägagångsätt analyserades det insamlade materialet. Sammanfattningsvis indikerade resultaten att personalcheferna upplevde sin psykosociala arbetsmiljö som god, trots höga krav och perioder av stress.  Kontakten och arbetet med människor visades ha en stor betydelse för personalchefernas arbetstillfredsställelse. Resultatet visade också att chefserfarenheten gav goda förutsättningar för stresshantering och ledarskap. / The purpose of this study was to explore how HR managers experience their own psychosocial work environment, concerning work satisfaction (motivation and communication). A qualitative study was carried out with seven semi-structured interviews and the collected material was analyzed from a basic thematic approach. In summary, the results indicated that HR managers experienced their psychosocial work environment as good, despite high demands and periods of stress. The opportunity to have contact with, and to work with, people were of great importance to HR managers' job satisfaction. Moreover, the results showed that the experience of the manager's role provided good conditions to deal with stress and leadership.

Syftet med denna kvalitativa studie var att undersöka chefers upplevelse av den egna psykosociala arbetsmiljön, särskilt frågan om den arbetsrelaterade stressen. Åtta linjechefer, fyra kvinnor och fyra män, intervjuades och besvarade frågor kring den egna upplevda arbetsrelaterade stressen utifrån följande områden; (1) Faktorer som bidrar till arbetsrelaterad stress; (2) Hur stress yttras samt; (3) Faktorer som kan minska arbetsrelaterad stress. Resultaten visade att samtliga chefer hade upplevt en negativ arbetsrelaterad stress som ledde till konsekvenser för både arbetsliv och privatliv. Mot bakgrund av detta är slutsatsen att organisationen i fråga bör se över chefers arbetsrelaterade stress inom den psykosociala arbetsmiljön för att på så vis förbättra förutsättningar för ett långsiktigt och hållbart ledarskap. / The aim was to examine managers perception of their own psychosocial work environment, especially in the case of the issue of work-related stress. Eight line managers, four men and four women, were interviewed and answered questions about their own perceived work-related stress based on the following issues; (1) Factors that contributes to work-related stress; (2) How stress is expressed and; (3) Factors that can reduce work-related stress. The result showed that all managers had experienced a negative work-related stress which led to consequences both for work and in personal life. Against this background the conclusion is that the organization should review the work-related stress in the psychosocial work environment among managers to provide better conditions for long-term and sustainable leadership.

This essay focus on work related stress and psychosocial enviroment in working life. The purpose of this study is to present a detailed description of regulation of the the Occupational Safety and Health Act and investigate how well employees are being protected by the law. I will also explain with the help of statistic which employees that most often suffer from work related stress and the results is discussed from a gender perspective. Work related phycosocial health is a big issue in todays workplaces, and people who suffers from stress are supposed to be protecteded by the the Occupational Safety and Health Act, but is that really the truth? The Occupational Safety and Health Act is a frame law, meaning the law is general and needs binding regulations to define the rules, and there is no such act about work related stress at the moment. No employer has ever been convicted for work related stress. At the same time the Occupational Safety and Health Act explains that the employer has a responsibility to take arrangement to prevent mental illness in working life. It’s mostly women who suffer from work related stress. The most common reason for sick leave among women is caused by their mental health, and it often caused by organizational elements like a heavy work load or a minor self-monitoring. These elements commonly appear in occupations where the employee works with people. The fact that there is no binding regulation about work related stress can create problems, especially for women. The problems and effects that can occur will be treated and analyzed in this essay. Finally there will be a reflection about how binding regulations in the aspect of work related stress may help women get a better protection in the Occupational Safety and Health Act.

Across the world, job insecurity plays a critical role in organisations. This insecurity affects not only the individual, but also the organisation. In South Africa, the Employment Equity Act (No. 55 of 1998), and the Broad-Based Socio-Economic Empowerment Charter for the South African Mining Industry (Mining Charter), brought changes to the mining industry policies and decision-making process in terms of selection and recruitment, which could in turn lead to feelings of job insecurity. Other factors such as the availability of gold left to be mined, restructuring and strikes increase work-related stress. The objectives of this study were to investigate the role of job insecurity in predicting health related behaviours, and to determine whether coping moderates the effect of job insecurity on health behaviours for a group of managers in a South African gold mining company. A cross-sectional design was used. The study population (n = 206) consisted of managers in a gold mining company in South Africa The Job Insecurity Scale, Cybernetic Coping Scale and Health Complaints Questionnaire were used as measuring instruments. Descriptive statistics (e.g. means, standard deviations and kurtosis) were used to analyse the data. Hierarchical multiple regression analysis was used to test for the hypothesized moderating effect of coping on the relation between job insecurity and health-related behaviours. The results of the regression analyses showed that qualitative job insecurity was a significant predictor of health complaints. Qualitative job insecurity was also a significant predictor of health complaints in employees who smoked cigarettes and drank alcohol, and exercised at least once a week. Quantitative job insecurity did not play a role in predicting health-related behaviour. Coping did not moderate the effects of job insecurity for employees with health complaints. Rather, it is suggested that using negative coping behaviours may actually contribute to health complaints. Recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

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<p><font face="Arial"> <p align="left">The aim of the study was to determine the prevalence of and risk factors contributing to work-related musculoskeletal injuries amongst underground mine workers in Kitwe, Zambia.</p> </font></p>