<b>BACKGROUND: </b>To prolong sustainable healthy working lives of construction workers, a worksite prevention program was developed which aimed to improve the health and work ability of construction workers. The aim of the current study was to investigate the effectiveness of this program on social support at work, work engagement, physical workload and need for recovery.<b>METHODS: </b>Fifteen departments from six construction companies participated in this cluster randomized controlled trial; 8 departments (n=171 workers) were randomized to an intervention group and 7 departments (n=122 workers) to a control group. The intervention consisted of two individual training sessions of a physical therapist to lower the physical workload, a Rest-Break tool to improve the balance between work and recovery, and two empowerment training sessions to increase the influence of the construction workers at the worksite. Data on work engagement, social support at work, physical workload, and need for recovery were collected at baseline, and at three, six and 12 months after the start of the intervention using questionnaires.<b>RESULTS: </b>No differences between the intervention and control group were found for work engagement, social support at work, and need for recovery. At 6 months follow-up, the control group reported a small but statistically significant reduction of physical workload.<b>CONCLUSION: </b>The intervention neither improved social support nor work engagement, nor was it effective in reducing the physical workload and need for recovery among construction workers.<b>Trial Registration: </b>NTR1278.
OBJECTIVES: The aim of this study was to (i) investigate the consequences of self-rostering for working hours, recovery, and health, and (ii) elucidate the mechanisms through which recovery and health are affected.
METHODS: Twenty eight workplaces were allocated to either an intervention or reference group. Intervention A encompassed the possibility to specify preferences for starting time and length of shift down to 15 minutes intervals. Interventions B and C included the opportunity to choose between a number of predefined duties. Questionnaires (N=840) on recovery and health and objective workplace reports of working hours (N=718) were obtained at baseline and 12 months later. The interaction term between intervention and time was tested in mixed models and multinomial logistic regression models.
RESULTS: The odds ratio (OR) of having short [OR 4.8, 95 % confidence interval (95% CI) 1.9-12.3] and long (OR 4.8, 95% CI 2.9-8.0) shifts increased in intervention A. Somatic symptoms (β= -0.10, 95% CI -0.19- -0.02) and mental distress (β= -0.13, 95% CI -0.23- -0.03) decreased, and sleep (β= 1.7, 95% CI 0.04-0.30) improved in intervention B, and need for recovery was reduced in interventions A (β= -0.17, 95% CI -0.29- -0.04) and B (β= -0.17, 95% CI -0.27- -0.07). There were no effects on recovery and health in intervention C, and overall, there were no detrimental effects on recovery or health. The benefits of the intervention were not related to changes in working hours and did not differ by gender, age, family type, degree of employment, or working hour arrangements.
CONCLUSIONS: After implementation of self-rostering, employees changed shift length and timing but did not compromise most recommendations for acceptable shift work schedules. Positive consequences of self-rostering for recovery and health were observed, particularly in intervention B where worktime control increased but less extensively than intervention A. The effect could not be statistically explained by changes in actual working hours.
OBJECTIVE: This study assessed the long-term effects of a workplace intervention aimed at reducing adverse psychosocial work factors (psychological demands, decision latitude, social support and effort-reward imbalance) and mental health problems among health care professionals in an acute care hospital.
METHODS: A quasi-experimental design with a control group was used. Pre-intervention (71% response rate) and 3-year post-intervention measures (60% response rate) were collected by telephone interviews with validated instruments.
RESULTS: Three years after the intervention, all adverse psychosocial factors except one were reduced in the experimental group, and the improvement was statistically significant for 5/9 factors: psychological demands, effort-reward imbalance, quality of work, physical load and emotional demands. In addition, all health indicators improved and 2/5 significantly: work-related and personal burnout. In the control hospital, three work factors improved significantly but two deteriorated significantly: decision latitude and social support. All health problem deteriorated, although not significantly, in the control hospital. Moreover, 3 years after the intervention, the mean of all adverse factors except one (psychological demands) and all health indicators was significantly more favourable in the experimental than the control hospital, after adjusting for pre-intervention measures.
CONCLUSION: These results support the long-term effectiveness of the intervention. The reduction in many psychosocial factors in the experimental hospital may have clinical significance since most health indicators also improved in this hospital. These results support the whole process of the intervention given that significant improvements in psychosocial factors and health problems were observed in the experimental hospital but not in the control hospital.
PURPOSE: The aim of this study was to investigate the effect of work-time influence on stress and energy, work-family conflicts, lifestyle factors, and biomarkers of cardiovascular disease risk.
METHODS: The study was a quasi-experimental intervention study with a one-year follow-up among eldercare workers (baseline: n = 309; follow-up: n = 297). The nine work units in the intervention group designed their own intervention. We categorized these work units into three subgroups according to the interventions that they initiated: (A) self-scheduling via a computer program (n = 35), (B) setting up a task group that developed a questionnaire on work-time preference and participated in a one-day course on flexible working hours with the intention to increase employee influence on the fixed rota (n = 62), and (C) discussions of how employee work-time influence could be increased (n = 25). These subgroups were compared with a reference group consisting of ten work units (n = 187). Data consisted of questionnaires, blood samples, and measurements of waist and hip circumference.
RESULTS: The employees in subgroup A became increasingly involved in the planning of their own work schedule. Nevertheless, we found no effect on health and well-being attributable to the intervention.
CONCLUSION: The introduction of self-scheduling can successfully increase employee work-time influence. Yet, this study does not support the theory that increased work-time influence leads to better health and well-being.
The aim of the present intervention study was to examine if increased influence on working hours among shift workers led to better sleep quality. 391 employees were categorized into groups based on the performed activities: High (self-rostering), moderate (education and/or policy for working hours), and low intensity intervention (meetings and discussions) and reference. Sleep quality was assessed by Karolinska Sleep Questionnaire (KSQ) at baseline and follow-up (12 months). To elucidate the process of the intervention interviews were conducted. Influence on one's own working hours increased only in the high intensity group (p < 0.001). No effects of interventions on sleep quality were observed. Thus, sleep quality was not improved by increasing work time influence in the present group of Danish elder care workers. This was partly due to program failure (failed intervention), but may also be due to other factors such as few participants working night and few working full time.
PURPOSE: Few intervention studies aimed at preventing occupational injuries (OI) are available, particularly in the foundry sector. Evaluation of effectiveness of an intervention to prevent OI was carried out in two foundries (cast-iron = A, non-ferrous = B).
METHODS: A multifaceted intervention was developed by a team composed of occupational physician, safety personnel and workers' representatives. Intervention focused on safety procedures, education, health surveillance (HS), fitness for work and first aid. Mandatorily registered OI data were collected. Primary outcome was reduction in injury rates. Before-after, pre-peri-post and interrupted time series (ITS) analyses were performed. Secondary outcomes mainly regarded re-injury rates and lost workdays (LW) reduction, access to HS, implementation of good practices and insurance litigation costs.
RESULTS: In 1997-2009, 556 and 97 OI occurred in A and B, accounting for 11,597 and 2,567 LW, respectively. A significant (P < 0.01) decrease in OI incidence (-57% in A and -51% in B) and frequency (-56% in A and -46% in B) was shown. ITS analysis displayed a significant (P < 0.01) long-term decreasing trend for incidence (-0.29), frequency (-0.35) and severity (-0.55) rates in foundry B. Upper and lower extremity, eye, hand and head injuries were reduced. HS allowed focused human factor and fitness for work evaluation. Positive changes in safety culture and procedures were obtained.
CONCLUSIONS: The intervention showed effectiveness in reducing OI rates and in improving quantitative and qualitative outcomes in two representative foundries. Challenges and limitations of interventions to assess effectiveness in preventing OI were evaluated and solutions applied.
OBJECTIVE: In a longitudinal study design to analyze the development of burnout at worksites and to study the effect of interventions intended to reduce the level of burnout at individual level.
METHODS: At baseline the study, sample consisted of 1024 individuals divided at six organizations and 18 worksites in the human service sector. Four different types of interventions were identified: external and internal reorganizations, educational days, and consultancy. Burnout defined as work related, client related, and personal burnout was measured by means of the Copenhagen Burnout Inventory at baseline and at first and second follow-up during the years 1999 to 2005.
RESULTS: We found a weak but statistically significant negative effect of reorganizations after adjusting for potential confounders and mediators defined as changes in the psychosocial working conditions.
CONCLUSION: The four types of interventions did not reduce the level of burnout in our study.
This research evaluates a healthy work organization intervention implemented in a retail setting. Using a participatory process, employee teams in 11 intervention stores developed customized plans for improving work organization at their sites. Ten comparable stores served as controls. Employee surveys were administered prior to the intervention and twice again at 12-month intervals. Business results were compiled monthly for each store. The baseline data were used by the teams to identify needs and establish action priorities for their stores. Most study outcomes declined across time for all stores, due primarily to internal corporate events and a generally adverse economic environment. However, the intervention process appeared to buffer some of these declines; intervention stores fared better in terms of selected aspects of organizational climate and psychological work adjustment. Intervention stores also performed better than controls on general indices of perceived health and safety and two of the four business outcomes: employee turnover and sales per labour hour. These results are discussed in terms of the challenges involved in evaluating organizational-level interventions in work settings.
Evaluations of participative ergonomics (PE) interventions have reported mixed results, potentially due to both program and theory deficits. In a multiple case study of four worksites in different companies using a quasi-experimental approach, we examined process, implementation, and effects. The process evaluation was based upon fieldwork and interviews with approximately 90 persons. Implemented changes were documented by PE teams and intensity judged by the research team. The effect evaluation was performed using questionnaire-based measures (physical effort, influence, pain and potential confounders) among cohorts present both before and after the changes (N=258). Ergonomic change teams (ECTs) faced challenges securing employees' time, varying management commitment and significant production pressures. Nevertheless they actively introduced between 10 and 21 changes over 10-20 months of activity. Limited intensity of exposure reduction was observed, resulting in no discernible effects on physical effort or pain among the employees. Potential reasons that may account for limited effects and lessons for workplace parties, practitioners, and intervention researchers are discussed.
OBJECTIVE: To explore the effect of participatory intervention for workplace improvement on mental health and job performance. METHODS: Eleven assembly lines were randomly allocated to six intervention and five control lines (47 and 50 workers, respectively). The primary outcome was defined as the improvement in the following measures during the intervention period: General Health Questionnaire and WHO Health and Work Performance Questionnaire. RESULTS: General Health Questionnaire scores significantly deteriorated in the control lines, whereas the score remained at the same level in the intervention lines. Health and Work Performance Questionnaire scores increased in the intervention lines, but decreased in the control lines, yielding a significant intervention effect (<i>P</i> = 0.048). CONCLUSION: It is suggested that the participatory intervention for workplace improvement is effective against deterioration in mental health and for improving job performance. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
To prolong sustainable healthy working lives of construction workers, a worksite prevention program was developed which aimed to improve the health and work ability of construction workers. The aim of the current study was to investigate the effectiveness of this program on social support at work, work engagement, physical workload and need for recovery.
METHODS:
Fifteen departments from six construction companies participated in this cluster randomized controlled trial; 8 departments (n=171 workers) were randomized to an intervention group and 7 departments (n=122 workers) to a control group. The intervention consisted of two individual training sessions of a physical therapist to lower the physical workload, a Rest-Break tool to improve the balance between work and recovery, and two empowerment training sessions to increase the influence of the construction workers at the worksite. Data on work engagement, social support at work, physical workload, and need for recovery were collected at baseline, and at three, six and 12 months after the start of the intervention using questionnaires.
RESULTS:
No differences between the intervention and control group were found for work engagement, social support at work, and need for recovery. At 6 months follow-up, the control group reported a small but statistically significant reduction of physical workload.
CONCLUSION:
The intervention neither improved social support nor work engagement, nor was it effective in reducing the physical workload and need for recovery among construction workers.Trial Registration: NTR1278.
