Abstract Introduction In the organizational literature, there has been a recent shift from diversity to inclusion. Empirical results showed that diversity did not always lead to positive outcomes. In ...order to flourish, employees with different backgrounds need to feel included. Building on the job – demands resources model and the positive psychology, we aim to investigate whether supervisor diversity competence and organizational diversity management predict positive job outcomes (work engagement, performance, organizational citizenship behavior and innovative work behavior) indirectly via employee inclusion. Methods We investigated these relationships in a three-wave online survey study with 967 respondents (time lag of 4 months between subsequent measurement points). We ran a longitudinal autoregressive mediation model using MPlus. Results We found a significant positive relationship between organizational diversity management at Time 1 and inclusion at Time 2. Additionally, we found a significant positive relationship between inclusion at Time 1 and work engagement, performance and organizational citizenship behavior at Time 2. We did not find any significant relationships for innovative work behavior and for any of the variables across Time 2 and 3. No mediation effects were found. Discussion Our hypotheses were partially confirmed. Organizational-level policies regarding diversity and inclusion do contribute to employees’ feeling of inclusion. Inclusion in turn relates to positive job outcomes. Future research may replicate and extend these findings in a larger and more heterogeneous population. Conclusion Our findings contribute to the scientific knowledge on inclusion in the workplace and inform policy makers about strategies to improve inclusion at work.
Abstract Introduction Bridging the gap between scientific knowledge and the practical implementation remains a challenge within the field of occupational health. Human Design Thinking (HDT), a ...problem-solving approach rooted in innovation, and co-creation, a collaborative engagement strategy involving stakeholders, hold promise in addressing this gap. We explored the use and the impact of HDT in the process of research valorisation and implementation. Methods The double diamond is a HDT-model consisting of four stages—Discover, Define, Develop, and Deliver—that helps guide the process of problem-solving by emphasizing divergent and convergent thinking at each stage. The iterative and user-centric nature of HDT facilitates the translation of research insights into actionable solutions, while co-creation fosters collaborative involvement of stakeholders. Results The application of HDT and co-creation principles yielded substantial improvements in the valorisation of research outcomes. Complex challenges in occupational health were effectively addressed through innovative interventions, benefiting from diverse stakeholder input. Discussion The integration of HDT and co-creation represents a novel approach to enhance the impact of research in occupational health. The iterative nature of HDT allows for continuous refinement, while co-creation ensures that stakeholders contribute to solution development, increasing acceptance and implementation success. Conclusion We demonstrated the efficacy of HDT and co-creation in the valorisation of research within occupational health. The approach’s collaborative and iterative nature fosters the creation of solutions that address real-world challenges, ensuring a seamless transition from research to implementation. By embracing these principles, the field of occupational health can achieve more effective and sustainable outcomes, ultimately benefiting both workers and employers.
O-194 SELF-SAMPLING IN HUMAN MONITORING Godderis, Lode; Verscheure, Eline; De Ryck, Evi ...
Occupational medicine (Oxford),
07/2024, Letnik:
74, Številka:
Supplement_1
Journal Article
Recenzirano
Abstract Introduction Health surveillance is an important means in preventive medicine which requires human effort. With the increasing shortage of healthcare workers, we are investigating the ...feasibility to implement self-sampling techniques for continuous remote monitoring. Methods An overview of methods has been collected through literature and feasibility studies have been set up to assess the factors influencing successful implementation. Results We distinguish two main types of available techniques: self-tests and self-collection tests. With a self-test the worker performs the entire process of collection and interpretation of data, such as apps to assess irregularities in heart rhythm, sleep pattern, physical activity, respiratory rate and skin health. Other examples are online platforms connected with wearables that monitor mental health providing immediate feedback. Emerging technologies are extended reality and chatbots, which still experience important limitations on data security and validity. With self-collection tests a person collects the sample and sends it to the laboratory for analysis, such as volumetric absorptive microsampling that allows collection of human tissues in a minimal invasive way. Urine, saliva and oral buccal cells are promising matrices for simple, rapid and non- or minimally invasive sample collection and can be used for the analysis of a wide range of biomarkers. Discussion Self-sampling is a convenient, cost-effective screening strategy. Ethical and juridical aspects are important points to consider. Conclusion Finally, health management platforms including electronic medical file, integrating wearable, sensor and app interfaces are required in combination with human interaction, empathy and trust to guarantee positive user experiences and validated measurements in an uncontrolled real-world.
ObjectivesDrawing on a literature review on sentinel and alert systems for identifying new/emerging work-related diseases (WRDs) a basic typology of systems was developed. These systems differ in ...characteristics, ability to capture new WRDs and link with prevention. The objectives of the subsequent study of a subset of systems were to describe in-depth aims, drivers and obstacles of the systems and use of their data in practice, for prevention and detecting new/emerging WRDs.MethodsTwelve systems were chosen reflecting the different types (linked to compensation or not, aimed at all WRDs or a subset of diseases, sentinel systems, workers only or general public). Six systems were described based on desk research and six other systems were studied through interviews with different actors to gather information on the operation of the systems and the use of the gathered data for prevention.ResultsSeveral important themes emerged from the comparative tables, related to the design and performance of the system: visibility, reporting methods, exposure assessment, data quality, linkage to other institutions, and related to data use for prevention, alert on hazardous situations, awareness on new/emerging diseases.ConclusionsEach system has its strengths and limitations, closely related to its purpose and the country that developed it. Sentinel systems seem to be best equipped for prevention and alert on new/emerging diseases. Enhancing reporting needs to balance required information and perceived reward for reporters. Embedding of systems in governmental or public health organisations is important in terms of financing, expertise and dissemination of results.
The number of sick-listed employees has increased dramatically worldwide. Therefore, many countries aim to stimulate early and sustainable return to work opportunities to obtain better health ...outcomes and lower costs for disability pensions. To effectively orientate resources to patients with a high risk of not resuming work spontaneously, it is necessary to screen patients early in their sickness absence process. In this study, we validate "Quickscan", a new instrument to assess return-to-work needs and to predict risks of long-term sick leave. As part of the Quickscan validation process, we tested and compared the reliability and construct validity of the questionnaire in two different populations. First, we conducted a cross-sectional study in which the screening instrument was sent to sick-listed individuals in healthcare insurance. In a second cross-sectional study, sick-listed workers who consulted the occupational health physician for return-to-work assessment were asked to fill out the questionnaire. We compared both samples for descriptive statistics: frequencies, means and standard deviations. Reliability of the scales was calculated using Cronbach's alpha. Confirmatory factor analysis was performed to evaluate the construct (factorial) validity of the studied scales using software package AMOS 24. The screening tool was shown to be an instrument with reliable scales (except for the perfectionism and health perception patient scale) in both populations. The construct validity was satisfactory: we found that the hypothesized measurement models with the theoretical factors fitted the data well in both populations. In the first sample, the model improved for scales concerning stressful life events and showed worse fit for person-related factors. Work-related factors and functioning factors both showed similar fit indices across samples. We found small differences in descriptive statistics, which we could explain by the differences in characteristics of both populations. We can conclude that the instrument has considerable potential to function as a screening tool for disability management and follow-up of sick-leave, provided that some adaptations and validation tests are executed.
Celotno besedilo
Dostopno za:
DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
The way in which retirement is conceptualized and measured is likely to influence the research findings. The previous literature has addressed a wide range of elements related to the complex ...work-to-retirement process, such as early, late and partial retirement, statutory retirement, work disability and unemployment paths to retirement, or different types of bridge employment. However, conceptual clarity in terms of connections between the different elements is called for. We introduce a conceptual framework of the work-to-retirement process to guide its future measurement. Together with information on the statutory retirement age, the main elements of the framework are based on employment and pension receipt, acknowledging that these may overlap. The framework is flexible to the user, providing the possibility to add various specifications—e.g. of types of employment, types of pension receipt, unemployment, and being outside the labour force—depending on the study context and aims. The framework highlights the complexity of the work-to-retirement process, bringing forth its multifaceted, multiphased and multidirectional features. Accounting for such complexity in later-life labour market dynamics helps to elaborate what is actually addressed when investigating “retirement”. Our conceptual framework can be utilized to enhance well-defined, precise and comparable measurement of the work-to-retirement process in studies.
The way in which retirement is conceptualized and measured is likely to influence the research findings. The previous literature has addressed a wide range of elements related to the complex ...work-to-retirement process, such as early, late and partial retirement, statutory retirement, work disability and unemployment paths to retirement, or different types of bridge employment. However, conceptual clarity in terms of connections between the different elements is called for. We introduce a conceptual framework of the work-to-retirement process to guide its future measurement. Together with information on the statutory retirement age, the main elements of the framework are based on employment and pension receipt, acknowledging that these may overlap. The framework is flexible to the user, providing the possibility to add various specifications-e.g. of types of employment, types of pension receipt, unemployment, and being outside the labour force-depending on the study context and aims. The framework highlights the complexity of the work-to-retirement process, bringing forth its multifaceted, multiphased and multidirectional features. Accounting for such complexity in later-life labour market dynamics helps to elaborate what is actually addressed when investigating "retirement". Our conceptual framework can be utilized to enhance well-defined, precise and comparable measurement of the work-to-retirement process in studies.
Rapid changes in working conditions constantly give rise to new occupational health risks and work-related diseases (WRDs). Monitoring these new WRDs is essential from the aspects of early ...recognition and prevention. In addition, it requires a comprehensive approach, using several complementary methods. One of these methods are early warning systems designed to collect information on health effects in order to trigger interventions and prevention. These systems differ in characteristics, their ability to capture new WRDs and their link with prevention. Therefore, the aim of this study is to identify sentinel and alert systems for detecting new and emerging WRDs, describe their main characteristics, and set up a basic typology. In the first phase, we conducted an extensive scientific and grey literature review and we identified 75 surveillance systems covering 26 different countries. We set up a basic typology of these systems dividing them into four main groups: compensation-based systems (21), non-compensation related comprehensive systems (38), sentinel systems (12) and public health surveillance systems aimed at workers and non-workers (7). These systems further differed in type of WRDs, coverage, data collection, evaluation of work-relatedness; follow up of new/emerging risks, link with prevention etc. In the second phase, we chose a representative selection of 12 good practise examples to be described in-depth. Through a desk research and interviews with stakeholders, we gained additional insight into drivers and obstacles regarding these systems and usage of collected data for identification of WRDs, prevention and policy recommendations.
Long-term sickness absence is increasing in 27 European member states and Norway. Promoting good health and attendance, instead of penalising absence, has become a growing policy issue (Edwards & ...Greasley, 2010). As most employees will return to work spontaneously, resources for return to work projects should be focused on the high-risk group for long-term sickness absence.In this project a questionnaire was developed to predict the risk of long-term sickness absence.The development of the questionnaire started with a literature review of the predictive factors for long-term sickness absence, and with a review of existing questionnaires that question long-term sickness absence. The questionnaire will be validated in a pilot study of 10 000 participants. These data will be used to calculate its predictive value and to build a model to predict the risk of long-term sickness absence. The literature study revealed 16 predictors for long-term sickness absence. The most predictive factor is, according to existing research, the patient‘s expectancy regarding their return to work. As the other factors are not unambiguously strong predictors, the pilot study will explore the predictive value of the complete model and each separate parameter. A new questionnaire was developed based on both reviews and the 16 predictors they revealed. The questionnaire is not specific for a certain illness, nor for use in a specific country.The questionnaire developed in this research will support physicians to assess the risk of long-term sickness absence, and to guide more employees successfully and sustainably back to work.
Exposure to insects used in pet food, scientific research, or live fish bait can cause an occupational allergy. The recent shift toward enhanced insect production for human consumption and animal ...feed will likely expose more employees.
To investigate sensitization and symptoms in employees exposed to edible insects in Flanders.
Fifteen insect-exposed employees were recruited and sensitization was explored by skin prick test, basophil activation test, and immunoblotting. Lung function, FeNO, histamine provocation, and sputum induction were studied. Airborne dust sampling was performed and proteins were studied by silver stain and immunoblotting.
Sixty percent of employees self-reported upper respiratory tract symptoms related to insect exposure. Ten employees (71.4%) had a positive histamine provocation test concentration causing a 20% drop in FEV1 less than 8 mg/mL and four (26.7%) had FeNO levels above 25 ppb. Four employees (30.7%) had a positive skin prick test for at least one insect, and seven (58.3%) had a positive basophil activation test. In eight participants with insect sensitization, four (50%) had co-occurring house dust mite sensitization. Two participants had strong IgE binding to a 50-kDa migratory locust allergen, one to a 25-kDa mealworm allergen, and one to mealworm α-amylase. In one center, facility adjustment resulted in a substantial decrease in the inhalable dust fraction.
Insect exposure leads to high levels of sensitization among employees. Most employees reported symptoms of the upper respiratory system, and two-thirds of employees had bronchial hyperreactivity. Prevention and health surveillance will be important in the developing insect-rearing industry.
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