2013-06-01 12:00 - Messages

Stressors, Recovery Processes, and Manifestations of Training Distress in Dance

Dancers are expected to maintain consistently high levels of performance capability and to perform on demand. To meet these expectations, they subject their bodies to long hours of intensive physical training. Such training regimens are often combined with tight rehearsal and performance schedules, which over time can lead to persistent fatigue, psychological distress, performance decrements, and injury. A similar process has been observed as a consequence of high-intensity training in many different sports, and considerable sport-related research has been devoted to identifying the antecedents, the symptoms that are experienced, and the most cost-effective ways of monitoring symptom development. This paper presents a general heuristic framework for understanding this "training distress process" and discusses the framework with specific reference to dance.

Source :
Grove, J. Robert; Main, Luana C.; Sharp, Lucinda. Journal of Dance Medicine & Science, Vol. 7, no 2, June 2013 , p. 70-78(9)
http://www.ingentaconnect.com/content/jmrp/jdms/2013/00000017/00000002/art00004

 

L’OCDE lance l’Indicateur du vivre mieux 3.0 : la satisfaction à l’égard de la vie, la santé et l’éducation sont au cœur des priorités

L’OCDE a lancé une version 3.0 de son Indicateur du vivre mieux (http://www.oecdbetterlifeindex.org/fr/), outil en ligne interactif qui permet aux individus de créer leur propre index sur la base de leurs priorités dans 11 domaines que l’OCDE a identifiés comme essentiels pour le bien-être. La version actualisée contient les dernières statistiques de base, les données nationales ainsi que les observations des utilisateurs. Elle est également disponible en espagnol pour la première fois. « Notre Indicateur du vivre mieux va au-delà des chiffres froids et bruts du PIB, pour comprendre réellement ce qui compte pour les gens  mais aussi ce qu’ils  veulent et attendent de leur vie et de la société », a déclaré M. Angel Gurría, Secrétaire général de l’OCDE. « Je me réjouis que nous poursuivions sa mise à jour avec de nouvelles informations et de nouvelles langues, afin d’obtenir une vision véritablement mondiale du bien-être, reflétant les préférences et les besoins des individus, où qu’ils soient et quels qu’ils soient. ». Depuis son lancement en 2011, plus de 24 000 utilisateurs ont partagé leurs préférences avec l’OCDE. Les conclusions des utilisateurs ont mis en lumière les priorités vers lesquelles les politiques devraient être axées pour tendre vers des vies meilleures, confirmant ainsi les résultats d’autres études menées par l’OCDE visant à analyser les facteurs clés du bien-être individuel et collectif.

Source : http://www.oecd.org/fr/presse/locdelancelindicateurduvivremieux30lasatisfactionalegarddelavielasanteetleducationsontaucurdespriorites.htm

 

 

Job insecurity and difficulties balancing work and family life are key components of mental health issues in the workplace

These findings, disclosed today, are the results of the largest research study ever conducted on the subject in Canada. The study was undertaken by researchers at the Université de Montréal, Concordia University and Université Laval with the support of Standard Life. Researchers focused on a series of factors that may lead to the development of psychological distress, depression and burnout at work. More than 2,100 employees at 63 companies were interviewed about their personal and professional lives. The results of this questionnaire were supported by cortisol measurements. This research methodology is a first in the field of study of mental health factors in the workplace. Cortisol is a hormone found in saliva and recognized as an indicator of an individual's stress level.

The researchers responsible for the study, professors Alain Marchand and Pierre Durand of the Université de Montréal's School of Industrial Relations, are convinced the impacts of an individual's personal and work-related problems on his or her mental health cannot be considered separately. Professor Durand explains: "The strength of this research is that it takes a large number of factors into account. These include work organization, family and employment relationships and certain personality traits, such as self-esteem, as well as other potential risk factors, like chronic illness or alcohol misuse."

The study also provided an opportunity to review approximately 65 corporate practices designed to reduce stress and improve employee health. These practices range from operating a company fitness centre to implementing shorter working hours. "The good news is that we know it is possible to introduce effective measures to reduce mental health risks," says Eric Pfeiffer, Senior Consultant, Health and Wellness, at Standard Life. "The results of this study will provide our customers with additional motivation to adopt an integrated prevention approach tailored to their specific business needs."

Source : http://www.newswire.ca/en/story/1186387/job-insecurity-and-difficulties-balancing-work-and-family-life-are-key-components-of-mental-health-issues-in-the-workplace

 

Bien-être émotionnel au travail et changement organisationnel. Le cas Essilor

Pour s'adapter aux modifications d'un environnement très concurrentiel, la plupart des entreprises mettent en place des projets de changements organisationnels. Ce faisant, elles se heurtent à des difficultés liées notamment aux situations de mal-être que ces changements peuvent induire. Cet article vise à explorer les effets de nouvelles politiques managériales sur le bien-être émotionnel des salariés. A partir du cas d'un des sites du Groupe Essilor, les auteurs explorent les politiques mises en oeuvre dans le contexte d'un changement organisationnel. Ils analysent d'un point de vue quantitatif et qualitatif les effets induits par ces politiques sur les salariés et sur la façon dont l'entreprise en tient compte dans sa gestion des collaborateurs pour améliorer le bien-être au travail.L'étude montre que la conduite du changement est source d'émotions négatives en lien avec le stress. Ces émotions peuvent être des freins importants à la mise en oeuvre de ce type de management. Un management du changement qui tiendrait compte de la dimension émotionnelle des individus permettrait de diminuer le stress associé à ce type de contexte managérial.

Source : Remoussenard, C.;  Ansiau, D.PISTES (Revue ), no 15/1, 2013, 15 p. http://pistes.revues.org/3337#tocto1n1

Work environment and participation: the case of teachers in Denmark and New Zealand

Employees' participation in decision making at work is often identified as a key element in work environment quality. In this comparative case study, the focus is on teachers' work in Denmark and Zealand. The substantial variations in work environment quality found across four schools are shown to be associated with corresponding differences in participation. In particular, perceived work environment quality is associated with collective and representative forms of participation.

Source : Knudsen, Herman ;  Markey, Raymond. Industrial Relations Journal, 2013, vol. 44, no 1, p.38-56. http://dx.doi.org/10.1111/j.1468-2338.2012.00701.x

 

A hierarchical factor analysis of a safety culture survey

Introduction Recent reviews of safety culture measures have revealed a host of potential factors that could make up a safety culture (Flin et al., 2000 and Guldenmund, 2000). However, there is still little consensus regarding what the core factors of safety culture are. The purpose of the current research was to determine the core factors, as well as the structure of those factors that make up a safety culture, and establish which factors add meaningful value by factor analyzing a widely used safety culture survey. Method A 92-item survey was constructed by subject matter experts and was administered to 25,574 workers across five multi-national organizations in five different industries. Exploratory and hierarchical confirmatory factor analyses were conducted revealing four second-order factors of a Safety Culture consisting of Management Concern, Personal Responsibility for Safety, Peer Support for Safety, and Safety Management Systems. Additionally, a total of 12 first-order factors were found: three on Management Concern, three on Personal Responsibility, two on Peer Support, and four on Safety Management Systems. Results The resulting safety culture model addresses gaps in the literature by indentifying the core constructs which make up a safety culture. Impact on Industry This clarification of the major factors emerging in the measurement of safety cultures should impact the industry through a more accurate description, measurement, and tracking of safety cultures to reduce loss due to injury.

Source :
Christopher B. Frazier, Timothy D. Ludwig, Brian Whitaker, D. Steve Roberts, A hierarchical factor analysis of a safety culture survey, Journal of Safety Research, Vol.45, June 2013, p. 15-28, http://dx.doi.org10.1016/j.jsr.2012.10.015.
http://www.sciencedirect.com/science/article/pii/S0022437512001235

The impact of job stress due to the lack of organisational support on occupational injury

OBJECTIVES: The aim of this study was to analyse the association between job stress and occupational injuries. METHODS: A prospective cohort study in a sample of 10 667 workers belonging to the insured population of the Mutual Insurance Company in Spain. Job stress was assessed with the Spanish version of the Job Stress Survey. A 1-year follow-up of the workers' clinical records was conducted to determine the incidence of occupational injuries, and the incidence rate per 1000 workers-year was calculated. The associations between the incidence of occupational injuries, job stress and job stress components (job pressure (JP) and lack of organisational support (LOS)) were assessed calculating the rate ratio (RR) and its CI of 95% using Poisson regression models. RESULTS: After adjusting for confounders, a significant association between LOS and increased incidence of occupational injuries was found. Such an association was observed for the LOS index (RRa=3.11, 95% CI 1.53 to 6.31), LOS severity (RRa=2.64, 95% CI 1.31 to 5.33) and LOS frequency (RRa=2.67, 95% CI 1.32 to 5.38) scales in women. There was no significant association between job stress or its components and the incidence of occupational injuries among men. CONCLUSIONS: This prospective study found evidence of an association between the LOS and the incidence of occupational injuries in women, with potential implications for the prevention of accidents at work.

Source : Mireia Julià, Carlos Catalina-Romero, Eva Calvo-Bonacho, Fernando G Benavides. Occup Environ Med oemed-2012-101184, Published Online First: 28 May 2013. http://dx.doi.org/10.1136/oemed-2012-101184

Work-related health risks in Europe: Are older workers more vulnerable?

Recent policy reforms in a number of countries are extending working lives and deferring the statutory retirement age. Yet such changes may have profound implications for the well-being of older workers if such individuals are more likely to suffer work-related health problems. Using international data from the European Working Conditions Survey for 2005, we test whether older workers (aged 55–65 years) differ significantly from younger workers across a range of self-reported job-related indicators including health risk perception, mental and physical health, sickness absence, injury and fatigue. We estimate discrete choice (probit) models of the outcomes above for a sample comprising 17,459 individuals in 23 countries, and control for personal, job and work characteristics including exposure to physical, ergonomic and psychosocial risk factors. Our results show that failure to account for both endogeneity and the ‘healthy worker effect’ (sample selection) can lead to misleading inferences. The latter is especially important: only after controlling for selection bias (using a re-weighting approach) do we find older workers are more ‘vulnerable’ than their younger counterparts in the sense of being significantly more likely to perceive each of the various adverse health outcomes above, with the exception of injury. For the remaining indicators, our estimates suggest the magnitude of this difference is substantial: between 5 and 11 percentage points compared with prime age workers, and 8 and 14 points relative to workers aged 15–35, depending on the measure under consideration.

Source: Melanie K. Jones, Paul L. Latreille, Peter J. Sloane, Anita V. Staneva, Social Science & Medicine, vol. 88, July 2013, p. 18-29
http://dx.doi.org/10.1016/j.socscimed.2013.03.027.
http://www.sciencedirect.com/science/article/pii/S0277953613001962

Workplace wellness fails bottom line, waistlines: Report

A long-awaited report on workplace wellness programs, which has still not been publicly released, delivers a blow to the increasingly popular efforts, Reuters has learned, casting doubt on a pillar of the Affordable Care Act and a favourite of the business community. According to a report by researchers at the RAND Corp, programs that try to get employees to become healthier and reduce medical costs have only a modest effect. Those findings run contrary to claims by the mostly small firms that sell workplace wellness to companies ranging from corporate titans to mom-and-pop operations.

Source : http://www.cos-mag.com/human-resources/hr-stories/workplace-wellness-fails-bottom-line-waistlines-report.html

 

Pike River Coal Mine : Guidelines for company directors on their health and safety responsibilities

An important resource for company directors, and part of the Ministry’s work to implement recommendations from the Royal Commission on the Pike River Coal Mine Tragedy, is now available.
The Good Governance Practices Guideline for Managing Health and Safety Risks was developed jointly by the Ministry and the Institute of Directors with input from employer and employee groups.  The guideline gives practical advice to company directors on managing health and safety risk and influencing performance in this critical area in their organisations. 
It is an essential resource for directors providing information on director responsibilities, the role of directors in health and safety, diagnostic questions and actions for directors as well as case studies and a checklist. 

Source : http://dol.govt.nz/news/media/pikeriver/index.asp

 

Pénibilité, le temps de l'action

Dossier TS
Le dispositif pénibilité introduit par la réforme des retraites est venu créer une véritable dynamique de négociations dans les entreprises. Le sujet, qui pour beaucoup reste complexe, pourrait bien apporter un nouveau souffle pour les pratiques en santé et sécurité au travail.
Après une présentation générale, ce dossier propose des reportages sur le terrain :
- rédaction de fiches pénibilité dans une entreprise de maintenance industrielle,
- utilisation d'une grille d'aide au diagnostic de la pénibilité dans un restaurant et dans un hôtel,
- mise en place d'un accord sur la pénibilté dans une station d'épuration,
- démarche de prévention dans une entreprise du BTP,
- mesures d'accompagnement au vieilissement des travailleurs dans deux entreprises agro-alimentaires.

Source : http://www.inrs.fr/accueil/dms/inrs/CataloguePapier/TS/TI-TS739page13/TS739page13.pdf

 

Waiting for safety: Responses by young Canadian workers to unsafe work

INTRODUCTION: This study examines young workers' responses to unsafe work through the lens of the exit, voice, patience, and neglect typology (Leck & Saunders, 1992). METHOD: In Canada, social marketing campaigns and high school curriculum concerning workplace safety for young workers promote the benefits of "speaking out" against dangerous work. We conducted focus group interviews with teenagers in two Canadian cities to understand the types of work-related hazards experienced by this group, how they respond to hazards, and barriers to injury prevention. RESULTS: Instead of speaking up about hazards, the vast majority of young workers in our sample take a "wait-and-see" approach when they have safety concerns. Their reluctance to raise issues by voicing concerns was related to fear of being fired, status as newcomers, supervisor indifference, and feelings of powerlessness. CONCLUSIONS: Despite the emphasis on "speaking out" against unsafe work, young workers' beliefs about the perils of voicing persist.

Source : Sean Tucker, Nick Turner. Journal of Safety Research, Vol. 45, June 2013, p. 103-110. http://dx.doi.org/10.1016/j.jsr.2013.01.006

 

 

Nouveau numéro de PISTES

Dans ce numéro, intitulé « Passerelle », il sera question du geste, utile à la fois pour mieux comprendre l'activité en situation de travail et pour agir sur la prévention durable des TMS. Deux contributions s'intéressent aux guides en santé et en sécurité du travail agissant comme relais de connaissances. Les changements organisationnels sont aussi scrutés au regard du bien-être émotionnel au travail. Le lecteur est également invité à prendre connaissance d'un nouvel ouvrage portant sur la vulnérabilité au travail et à parcourir l'histoire d'un écrit phare portant sur les accidents de travail et la fatigue des ouvriers publié au début du 20e siècle.

Source : http://pistes.revues.org/

Occupational safety and health and education: a whole-school approach

A Whole-School Approach to OSH integrates risk education and school safety and health management throughout the school’s activities and the way it functions, making them part of school life. It also actively involves staff and pupils in school safety management. The approach improves both risk education and the learning environment for staff and pupils. This report that presents and analyses in-depth cases focused on implementing the whole-school approach.

Source : https://osha.europa.eu/en/publications/reports/occupational-safety-and-health-and-education-a-whole-school-approach

The effects of horizontal violence and bullying on new nurse retention

Horizontal violence and bullying are pervasive throughout nursing. New graduate nurses are at higher risk. Challenged with the task of making the transition from student to practitioner, new graduates often lack the confidence and social connectivity that may ward off interpersonal conflict. Continued interpersonal violence directed at new graduates may lead to negative physical and psychological consequences, high turnover rates, or abandonment of the profession. This article describes possible strategies to break the chain of violence.

Source : Weaver KB. J Nurses Prof Dev . 2013; 29(3): 138-142. http://dx.doi.org/10.1097/NND.0b013e318291c453

Tempo, un mode d’action innovant pour faciliter les négociations

Pour aider les entreprises à mener les négociations sur les seniors, l’égalité professionnelle et la pénibilité, l’Anact a mis au point un dispositif de cluster social nommé « Tempo », animé par les Aract. Les entreprises participantes en repartent outillées et dynamisées par le travail de groupe, avec un dialogue social renouvelé. Les partenaires sociaux font le point sur l'actualité sociale et les dispositifs de négociation et des experts institutionnels (DGT et DGEFP) posent leur regard affûté sur le dialogue social. De nombreuses expériences d'entreprises ayant participé à Tempo, allant pour certaines jusqu'à la mise en oeuvre d'accord ou de plan d'action, témoignent du renouveau insufflé en interne par les réflexions et échanges avec  d'autres participants des clusters sociaux.

Source : Travail & Changement mai-juin 2013. http://www.anact.fr/web/actualite/essentiel?p_thingIdToShow=33171605

 

The case for research into the zero accident vision

This discussion paper is written out of a concern. We noticed that many companies with a good safety reputation have adopted a zero accident vision, yet there is very little scientific research in this field. The zero accident vision addresses the accidents causing deaths and severe injuries among company staff. In Finland, where more than 280 companies are currently a member of the Finnish ‘Zero Accident Forum', we see that this has supported the member companies to realize significant safety improvements over time, even though their safety performance was already much better than the national average when they joined the Forum (Virta et al., 2009). We therefore make a call to the safety research community to undertake research to better understand and support safety strategies based on ZAV.

Source :
Gerard I.J.M. Zwetsloot, Markku Aaltonen, Jean-Luc Wybo, Jorma Saari, Pete Kines, Rik Op De Beeck,  Safety Science, Volume 58, October 2013, p. 41-48,
http://dx.doi.org/10.1016/j.ssci.2013.01.026
http://www.sciencedirect.com/science/article/pii/S0925753513000428

Diverse cultures at work: ensuring safety and health through leadership and participation

The differences between cultures are helpful in understanding discrepancies when several nationalities are working together. Cross-cultural studies describe characteristics of cultures and differences between different cultures. Therefore, the cross-cultural literature is very helpful in describing general differences that may occur in multinationals, as well as in multicultural teams. In this report the focus is on managing cultural diversity in occupational safety and health, i.e. aspects of leadership and participation that benefit multicultural work teams.

Source : https://osha.europa.eu/en/publications/reports/diverse-cultures-at-work-ensuring-safety-and-health-through-leadership-and-participation?sourceid=rss&utm_source=home&utm_medium=rss&utm_campaign=rssfeeds

 

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