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By adapting to the changing health care environment, legislative reforms, and consumer needs, work rehabilitation programs have experienced a metamorphosis. This study surveyed occupational therapists currently employed in work pr...
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By adapting to the changing health care environment, legislative reforms, and consumer needs, work rehabilitation programs have experienced a metamorphosis. This study surveyed occupational therapists currently employed in work programs to ascertain a current demographic profile of work rehabilitation programs. Respondents indicated the delivery of services in the areas of prevention, assessment and rehabilitation. The majority of work rehabilitation programs in this study provide services in the form of ergonomics, education and training, and job analyses at the worksite. The area of work injury prevention services is forecasted for increased growth among work rehabilitation programs.
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Given the global changes in how work is conceptualized, organized and performed [8], it is critical that graduating occupational therapists have an up-to-date knowledge of work and work practice. This article briefly explores the ...
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Given the global changes in how work is conceptualized, organized and performed [8], it is critical that graduating occupational therapists have an up-to-date knowledge of work and work practice. This article briefly explores the relative dearth of work practice courses in current occupational therapy curricula and presents the rationale for developing a model for teaching and learning about occupational therapy work practice. It introduces a client-centered and occupation-focused model developed for an undergraduate work practice course and describes the use of the model in a specific course. The model identifies eight common work-related areas of concern -- values clarification, vocational exploration, vocational choice, job search, starting work, maintaining work, returning to work and leaving work. Occupational Therapy tools, techniques and programs which may be useful in addressing these concerns; and the environmental factors that influence therapist and client in addressing work issues are also part of the model. The article concludes with examples of topics and issues which could be explored using this teaching and learning model.
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The association between working hours and work ability was examined in a cross-sectional study of male (N = 156) and female (N = 1092) nurses in three public hospitals. Working hours were considered in terms of their professional ...
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The association between working hours and work ability was examined in a cross-sectional study of male (N = 156) and female (N = 1092) nurses in three public hospitals. Working hours were considered in terms of their professional and domestic hours per week and their combined impact; total work load. Logistic regression analysis showed a significant association between total work load and inadequate work ability index (WAI) for females only. Females reported a higher proportion of inadequate WAI, fewer professional work hours but longer domestic work hours. There were no significant differences in total work load by gender. The combination of professional and domestic work hours in females seemed to best explain their lower work ability. The findings suggest that investigations into female well-being need to consider their total work load. Our male sample may have lacked sufficient power to detect a relationship between working hours and work ability.
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This study seeks to establish the general trend in telecommuting in Singapore. Results indicated that the highly rated reasons cited for telecommuting are often practical ones such as that it is a better form of working and enable...
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This study seeks to establish the general trend in telecommuting in Singapore. Results indicated that the highly rated reasons cited for telecommuting are often practical ones such as that it is a better form of working and enables higher work productivity, while social reasons such as taking care of one's dependants figure on a lower level. In addition, while telecommuters enjoy certain benefits, they do not do so without having to bear certain costs. This study also found that accountants/auditors in general reported to their supervisors more frequently than insurance agents and information consultants. The higher levels of reporting indicate that the former is more regulated and controlled than the latter.
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The purpose of this study is to develop the web-based system for work performance analysis (WPAS). The need of work performance analysis system has already been suggested in many previous researches on the computerization of the p...
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The purpose of this study is to develop the web-based system for work performance analysis (WPAS). The need of work performance analysis system has already been suggested in many previous researches on the computerization of the performance measurement in the construction site by using the indicators such as time, cost and quality.However, they had focused on measuring or analyzing the result when the project would be over. The WPAS suggests three indicators - work reliability, work effectiveness and work efficiency - to manage the performance of the construction site. It can help the manager more easily recognize the status of on-going work in the construction site by measuring and analyzing the work reliability rate, the work effectiveness and work efficiency every day.
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The paper reports from a homecare fieldwork and discusses the various types of work carried out by homecare workers. We describe formal guidelines for quality in homecare services as a background for looking deeper into the homeca...
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The paper reports from a homecare fieldwork and discusses the various types of work carried out by homecare workers. We describe formal guidelines for quality in homecare services as a background for looking deeper into the homecare practices and using them as a basis for discussing what high quality homecare is. We have identified seven types of homecare work needed in homecare: illness work, everyday life work, life-changing work, relation work, discretion work, information work and articulation work and we discuss quality in each of these as well as in the homecare as a whole. We exemplify how the quality criteria can be achieved in practice.
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This is a timely text aiming to provide managers with a guide to what Lake (editor of Flexibility) calls "smart flexibility" in their organisation in a business-focused way. Smart Flexibility is borne out of five key thought proce...
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This is a timely text aiming to provide managers with a guide to what Lake (editor of Flexibility) calls "smart flexibility" in their organisation in a business-focused way. Smart Flexibility is borne out of five key thought processes; first that practicality is key rather than "evangelizing". Second, that flexible working needs to be business-focused so that it benefits the bottom line in a way that is central to corporate strategy rather than just a bolt-on. The third key idea is that flexible working shouldn't simply be within the remit of HR but should be interdisciplinary. A fourth underlying principle of the text is that any changes implemented are measurable and finally, the fifth idea is that change is endemic; to fight it is futile. All these five underlying principles guide the book throughout its story.
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To provide a more integrated framework for the study of work engagement, the literature on this concept was reviewed in order to develop a clearer definition of this construct that (instead of being based on the separate construct...
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To provide a more integrated framework for the study of work engagement, the literature on this concept was reviewed in order to develop a clearer definition of this construct that (instead of being based on the separate construct of burnout) is based on the original theory of work engagement, which allowed a new, more precise measure of work engagement to be created. The new work engagement items were tested to assess their psychometrics. Their integrity was tested via exploratory and confirmatory factor analyses, which retained 18 items for a three-component model having satisfactory fit indexes with three 6-item subscales named Cognitive, Emotional, and Physical Work Engagement. The reliabilities and validities of the new scales were also empirically tested, with reliabilities ranging from .78 to .91; and correlation tests yielded statistical support for the convergent, divergent, and concurrent validities of the new measure. The scales were also tested for application to organizations, with Self-Efficacy as a positive predictor that explained 10% to 16% of the variance for all three work engagement measures. Also, the three work engagement scales were all negative predictors of, and, together, explained 12% of the variance for Turnover Intention. Moreover, work engagement and burnout were empirically shown to be independent constructs.
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{\it Objectives.} This study involved Swedish workers (n = 106) who perform jobs categorized into four occupational groups from Jist's Enhanced Dictionary of Occupational Titles (DOT) (Technical, Clerical, Service and Miscellaneou...
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{\it Objectives.} This study involved Swedish workers (n = 106) who perform jobs categorized into four occupational groups from Jist's Enhanced Dictionary of Occupational Titles (DOT) (Technical, Clerical, Service and Miscellaneous occupations) [1]. The workers capacity for work were investigated according to the Criterion Referenced Multidimensional Vocational Assessment (CMVA) comprising four aspects (described below), which were assessed in 14 different ways using 465 items. {\it Method}. The participants were interviewed [2], observed during performance of simulated work tasks [3], and answered mailed questionnaires [4,5,6,7,8,9,10,11,12,13,14,15]. The collected data were statistically analyzed using descriptive statistics and the tests of Cronbach's alpha coefficient, ANOVA, Chi-square, linear regression and Pearson's correlation coefficient. {\it Results.} The participants' work contained different level of occupationally substantive complexity showing that {\it the work demands} were different for the four work groups. For some of the participants ill-health were detected; The workers' work skills, e.g., {\it the demands} (VALPAR work samples) [3] {\it the jobs required of the worker} was higher than 14 of the workers' capacity for work. It was remarkable that many of the workers (34%) estimated themselves in need for rehabilitative measures (Functional Status Questionnaire) [12,13]. The results suggested that there was a negative discrepancy of what the workers' valued and strived for in connection to what they had attained in their work-lives [15,16]. The {\it psychosocial work environment influenced} the worker both positively and negatively. Participants (about 17%) who are performing their usual work for at least 20 hours a week had risks for ill-health [6]. In several components of CMVA there were significant differences between male and female workers, probably showing that the female workers had a greater burden to perform all the myriad of daily occupations (Self-Assessed Capabilities to Perform Daily Occupations) [7] including salaried work.
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Purpose A work disability negotiation takes place between a supervisor, the disabled employee and the occupational health service (OHS) to support the disabled employee in returning to their work, often with temporary work accommo...
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Purpose A work disability negotiation takes place between a supervisor, the disabled employee and the occupational health service (OHS) to support the disabled employee in returning to their work, often with temporary work accommodation. The objective of this study was to define the factors of a work disability negotiation with OHS that supported or hindered supervisors in their task/role in work disability management. Methods The study setting comprised two parts: the creation of survey questions and the actual survey of supervisors (N = 254) from six public and private organizations in Finland. Of these, 133 (52%) had participated in one or more work disability negotiations. The responses covered about 240 work disability cases and considerably more negotiations. Results The study identified four key elements that the supervisors expressed as major success factors in the negotiations. First, it was crucial that the supervisors learned about the employee's health restrictions and understood the issues relating to their work disability. Second, the parties should aim for common solutions and conclusions through collaboration. Third, active participation of all the negotiation parties is important. The supervisors gave a high rating to OHS taking their views seriously. Last, the supervisors appreciated collaboration in a constructive atmosphere. Conclusion In order for a negotiation to help supervisors in their challenges, it should reach solutions, conclusions and a restructured comprehension of the work disability problem in a constructive atmosphere and with active communication between stakeholders.
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