Journal articles: 'Workplace policies'

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Knox, Emily Caitlin Lily, Hayley Musson, and Emma J. Adams. "Workplace policies and practices promoting physical activity across England." International Journal of Workplace Health Management 10, no. 5 (October 2, 2017): 391–403. http://dx.doi.org/10.1108/ijwhm-01-2017-0004.

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Purpose Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health. Design/methodology/approach Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours. Findings Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces. Originality/value Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.

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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (January 11, 2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.

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Schillo, Barbara A., Megan C. Diaz, Jodie Briggs, Alexa R. Romberg, Basmah Rahman, Michael Liu, and Amanda L. Graham. "Vaping in the Workplace: Awareness and Support for E-cigarette Workplace Policies." American Journal of Health Behavior 45, no. 2 (March 1, 2021): 279–89. http://dx.doi.org/10.5993/ajhb.45.2.8.

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Objectives: Clean indoor air policies have been an important tool protecting the health of working adults. The purpose of this study was to examine awareness of and support for e-cigarette-free workplace policies among working adults in the United States. Methods: Employees of companies with at least 150 employees (N = 1607, ages 18-65 years) were recruited from an opt-in national panel for an online survey. Results: Nearly half of respondents (48.4%) reported that their employer had a written policy addressing e-cigarette use, 30.2% reported their employer did not have such a policy, and 21.4% reported that they did not know. Most respondents (73.5%) supported e-cigarette-free workplaces, including the majority of current e-cigarette users (53.5%). Multiple regression modeling found that odds of support for e-cigarette workplace policies was significantly higher among never (OR = 1.77, 95% CI: 1.19-2.64) and former e-cigarette users (OR = 1.71, 95% CI: 1.15-2.54) relative to current users. Policy support also varied by perceived harm and other perceptions of workplace vaping, and demographic and workplace characteristics. Conclusions: E-cigarette-free workplace policies have high levels of support among employees, including both current and former e-cigarette users. Policies restricting workplace vaping can improve the health of all employees.

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Hernández-Cordero, Sonia, Mireya Vilar-Compte, Kathrin Litwan, Vania Lara-Mejía, Natalia Rovelo-Velázquez, Mónica Ancira-Moreno, Matthias Sachse-Aguilera, and Fernanda Cobo-Armijo. "Implementation of Breastfeeding Policies at Workplace in Mexico: Analysis of Context Using a Realist Approach." International Journal of Environmental Research and Public Health 19, no. 4 (February 17, 2022): 2315. http://dx.doi.org/10.3390/ijerph19042315.

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Return to work is one of the most significant barriers to breastfeeding (BF). Family-friendly policies are critical to ensure that BF and maternal work are not mutually exclusive. This study aims to determine contextual factors and underlying mechanisms influencing the implementation of workplace policies in Mexico. Following a qualitative approach, the study was conducted in the following four cities in Mexico: Mérida, Chihuahua, Guadalajara, and Monterrey. Interviews were conducted in 14 workplaces, and included 49 (potential) beneficiaries, 41 male employees, and 21 managers and human resources personnel. The information collected was analyzed through a deductive thematic analysis and mapped against the Context-Mechanism-Outcome framework of Breastfeeding Interventions at the Workplace. Contextual factors influencing a BF-friendly environment in the workplace were as follows: work-schedule flexibility, provision of lactation services (i.e., BF counseling) other than a lactation room, women’s previous experience with BF and family-friendly environments in the workplace. The underlying mechanisms enabling/impeding a BF-friendly environment at the workplace were as follows: awareness of Mexican maternity protection legislation, usage of BF interventions in the workplace, culture, supervisor/co-worker support and BF-friendly physical space. To achieve a BF-friendly environment in the workplace, actions at the level of public policy and workplaces must accompany adherence to Mexican legislation.

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Mirza, Raza M., Lynn Mcdonald, and Laura Tamblyn-Watts. "It’s Time to Retire Ageism against Older Workers." University of Toronto Quarterly 90, no. 2 (June 2021): 155–68. http://dx.doi.org/10.3138/utq.90.2.07.

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Ageism in the workplace can have significant implications for older adults. While every individual should feel equal and have the right to employment free from discrimination due to age, many practices and policies do not appear to uphold this right in the labour market. Institutional practices and policies seem to perpetuate stereotypes about older people. A “pro-aging” campaign to raise awareness about ageism in the workplace was run in the City of Toronto in 2019. The campaign included posters and pop-up advertising of a fake aging cream and research on attitudes toward aging and understanding the “too old” narrative as part of inclusive workplace policies. Workplace diversity policies often do not include age considerations, and understanding the factors that lead to ageism may allow for the development of strategies to help combat it. Age-diverse workplaces may gain competitive advantage by learning to harness the power of intergenerational relationships.

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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.

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Lambert, Susan J. "Workplace Policies as Social Policy." Social Service Review 67, no. 2 (June 1993): 237–60. http://dx.doi.org/10.1086/603980.

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Kochan, Thomas. "Education, Families, and Workplace Policies." Challenge 47, no. 6 (November 2004): 69–81. http://dx.doi.org/10.1080/05775132.2004.11034272.

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Hoyman, Michele, and Heidi Duer. "A Typology of Workplace Policies." Review of Public Personnel Administration 24, no. 2 (June 2004): 113–32. http://dx.doi.org/10.1177/0734371x03260845.

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Newman, Meredith, and Kay Mathews. "Federal Family-Friendly Workplace Policies." Review of Public Personnel Administration 19, no. 3 (July 1999): 34–48. http://dx.doi.org/10.1177/0734371x9901900303.

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Stone, Romuald A., and Ronda Hayes. "Developing policies addressing workplace violence." Employment Relations Today 22, no. 3 (September 1995): 25–37. http://dx.doi.org/10.1002/ert.3910220305.

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Park, Sooyeon, Yeseul Choi, and Hee Sun Park. "Vaccine Policies in the Workplace." Asian Communication Research 19, no. 3 (December 30, 2022): 139–66. http://dx.doi.org/10.20879/acr.2022.19.3.139.

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Samuels, Suzanne U. "To Furnish a Workplace Free from Recognized Hazards: OSHA, State Occupational Safety and Health Agencies, and Fetal Protection Policies." Politics and the Life Sciences 12, no. 2 (August 1993): 243–54. http://dx.doi.org/10.1017/s0730938400024187.

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The U.S. Supreme Court's 1991 decision in United Automobile Workers v. Johnson Controls capped a decade of adjudication of fetal protection policies under Title VII. In its decision, the Supreme Court barred the use of these policies, holding that the policies constituted unlawful gender discrimination. Prior to Johnson Controls, employers had justified these policies, which barred “fertile” women from certain workplaces, by contending that the workplace was not safe for women or their fetuses. Given this implicit disclosure by employers that their workplaces were unsafe, it is surprising that federal and state occupational safety and health agencies, charged with ensuring that employers furnish a workplace free from recognized hazards, did not play a larger role in the debate over these policies. This article examines the response of these agencies to the proliferation of fetal protection policies in the 1980s. It concludes that neither federal nor state occupational safety and health agencies crafted an adequate response to these policies during these years.

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Lin, Hao-xiang, Zhao Liu, and Chun Chang. "The Effects of Smoke-Free Workplace Policies on Individual Smoking Behaviors in China." Nicotine & Tobacco Research 22, no. 12 (June 29, 2020): 2158–63. http://dx.doi.org/10.1093/ntr/ntaa112.

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Abstract Objective Studies have shown that smoke-free (SF) workplace policies can create an SF environment, but most of them have focused only on reducing secondhand smoke (SHS) exposure or changing smoking behavior. Our study aims to explore the effects of SF workplace policies and the pathway between workplace SF policies and SHS exposure. Method 14 195 employees from 79 companies in China participated in this survey. Binary logistic regression is used to examine the direct effects of SF workplace policies. Structured Equation Modeling approach is used to test other indirect effects. The Sobel test is used to estimate the mediation effect. Results Working in a company with SF policies was associated with lower SHS exposure (odds ratio = 0.56; 95% confidence interval = 0.51 to 0.60). Such policy were associated with lower smoking prevalence (Coef. = −0.05, p < .05) and positively associated with smoking harm awareness (Coef. = 0.07, p < .05) and SHS harm awareness (Coef. = 0.05, p < .05). Sobel test suggests that approximately 16.3% of the effects on SHS exposure reduction are mediated through the channel of lower smoking prevalence for males. For smokers, we did not identify a direct effect of such policies on quitting intentions, but a significant indirect effect via increased smoking harm awareness (Coef. = 0.07, p < .05) and lower smoking consumption (Coef. = −0.10, p < .05) were found. Conclusion This study finds that SF workplace policies are not only associated with lower SHS exposure but also related to some indirect effects. Further mediation analyses for males confirmed that the effect on SHS exposure reduction is mediated through the channel of lower smoking prevalence. Implications This study joins the debate in recent years on the effects of workplace SF policies and provides evidence with more comprehensive data from Asia Best Workplace Mainland China program. It shows that SF workplace policies not only can reduce SHS exposure but also are associated with lower smoking prevalence, fewer cigarettes smoked, and higher smoking harm-related awareness. These findings provide valuable evidence to promote such policies in all workplaces and underline the need for more stringent SF policies to be enacted in all countries.

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Choi, Jung Yoon, and Doo Ho Yoo. "The Role of Workplaces in Safety Management: Focusing on the Policy and Response to the 4th Industrial Revolution." Crisis and Emergency Management: Theory and Praxis 17, no. 11 (November 30, 2021): 17–32. http://dx.doi.org/10.14251/crisisonomy.2021.17.11.17.

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This research begins with the idea that the workplace plays a significant role in occupational safety and accident management. Government programs to address safety events and disasters have recently included the science and technology of the fourth industrial revolution. As a result, the purpose of this study is to investigate the experimental impact of these policies and responses to the fourth industrial revolution on workplace safety management. According to the research, it was discovered that the larger the policy influence, the better the workplace safety management. The interaction between policy impact and the response to the 4th industrial revolution was investigated, and it was found that the response to the 4th industrial revolution had a positive effect that reinforced the good impact of government policies on workplace safety management. Therefore, the government should develop policies to notice and respond to workplace safety incidents on a daily basis. We are also drafting policies so that workplaces can conduct their own safety management based on the characteristics of employees and organizations, as well as safety management techniques that combine technologies from the 4th industrial revolution.

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Eisenberg, Merrill, Darlene Lopez, and Hye-Ryeon Lee. "Tobacco Policy Regression in Arizona Worksites." American Journal of Health Promotion 22, no. 1 (September 2007): 22–24. http://dx.doi.org/10.4278/0890-1171-22.1.22.

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Purpose. To learn how worksite tobacco policies in Arizona changed between 1998 and 2001. Design. Telephone survey panel design. Setting. Arizona. Subjects. Private workplaces with at least five employees (N = 1008). Measures. Workplace policies were rated as “smoke free” (no smoking by employees in any indoor areas or in company vehicles except for designated smoking areas enclosed by physical barriers and having separate ventilation systems), “partial” policies (restrictive tobacco policies that did not meet the “smoke-free” standard), or no tobacco policy. Analysis. Bivariate statistical tests included χ2 and analysis of variance. Logistic regression was performed to identify the variables that best predicted the workplaces that weakened or eliminated their policies. Results. Tobacco policy in Arizona worksites improved overall, but 10.8% of worksites had weakened or eliminated tobacco policies present at baseline. Among worksites that were smoke free at baseline, 15.5% were no longer smoke free at follow-up. Conclusion. Policy regression is a disturbing finding that should be further explored. Our findings suggest that efforts to promote workplace tobacco policies should not end when policies are in place.

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Doll, Jessica L., and Patrick J. Rosopa. "Workplace romances: examining attitudes experience, conscientiousness, and policies." Journal of Managerial Psychology 30, no. 4 (May 11, 2015): 439–53. http://dx.doi.org/10.1108/jmp-11-2012-0368.

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Purpose – The purpose of this paper is to empirically investigate whether employee attitudes, prior engagement in workplace romances, conscientiousness, and organizational policies predicted the willingness to engage in workplace romances. Design/methodology/approach – In total, 148 full-time employees completed an online survey measuring antecedents of workplace romances. Participants were also randomly assigned to read vignettes that varied the strictness of organizational workplace romance policies. Then, participants completed measures of their willingness to engage in a workplace romance. Findings – Favorable attitudes about, and prior engagement in, workplace romances were positively related to the willingness to engage in a workplace romance. Prior engagement in workplace romances and conscientiousness were both related to attitudes about workplace romances. Additionally, the interaction between conscientiousness and organizational workplace romance policies significantly predicted the willingness to engage in a workplace romance. Research limitations/implications – The current study used hypothetical scenarios and a convenience sample to collect data, which may affect the study’s external validity. Practical implications – Organizations grappling with the issue of workplace romances should consider how employee characteristics may interact with policies regulating workplace romances. Originality/value – This study is the first to examine the links between both prior engagement in workplace romances and personality variables (i.e. conscientiousness) and their relation to the willingness to engage in workplace romances. In addition, this is the first experimental study to examine the interaction between personality (i.e. conscientiousness) and organizational policy in predicting the willingness to engage workplace romances.

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Huffman, Matt L. "Organizations, Internal Labor Market Policies, and Gender Inequality in Workplace Supervisory Authority." Sociological Perspectives 38, no. 3 (September 1995): 381–97. http://dx.doi.org/10.2307/1389433.

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Typically, it is assumed that bureaucratic labor policies associated with internal labor markets (ILMs) both promote the efficient use of workers' skills and foster equality in the workplace by publicizing managers' decisions and increasing the accountability they face. This article uses data from a national probability sample of U.S. workplaces to test these assumptions about ILM policies with regard to gender inequality in workplace supervisory authority. The analysis also considers supply-side and occupational segregation as explanations for gender inequality in work authority, as well as several organizational characteristics emphasized in the organizational literature that have so far been left untested. Results indicate that occupational segregation accounts for most of the gap in supervisory authority, while purely human capital accounts are insufficient. Other results are consistent with an institutional interpretation—that organizations adopt ILM policies in order to “symbolically comply” with both regulatory bodies and public ideals about workplace opportunity.

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Lønsmann, Dorte, and Kamilla Kraft. "Language policy and practice in multilingual production workplaces." Multilingua 37, no. 4 (June 26, 2018): 403–27. http://dx.doi.org/10.1515/multi-2017-0088.

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AbstractTransnational mobility results in a diversification of languages and cultures in the workplace. A common means of managing this diversity is to introduce language policies that often privilege English or the locally dominant language(s). In contrast, managing their everyday working lives may require employees to draw on a range of multilingual and non-verbal resources. Such tensions between policy and practice in multilingual workplaces may impact structures and processes of inequality and power in the workplace. By looking at two sites within logistics and construction, this article offers a critical look at multilingual policies and practices and their consequences for speakers within the workplace. The article investigates how language is conceptualised in language policies and enacted in language practice. From this point of departure we discuss how the tensions between policies and practices impact on the daily working life and professional opportunities of the workers. Our findings suggest that even though multilingual practices are crucial for the flow of everyday work interactions on the floor, the language requirements within the workplace mirror the repertoires and practices of high-status employees, and therefore their competence is valued more highly than the more multilingual repertoires of their subordinates. A consequence of this unequal valorisation of the different linguistic repertoires is the maintenance of existing hierarchies in the workplace and the creation of new ones.

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Bandow, Diane, and Debra Hunter. "Developing Policies About Uncivil Workplace Behavior." Business Communication Quarterly 71, no. 1 (March 2008): 103–6. http://dx.doi.org/10.1177/1080569907313380.

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Ortega, Ramona. "Affirmative Action Policies and Workplace Discrimination." Review of Public Personnel Administration 19, no. 3 (July 1999): 49–57. http://dx.doi.org/10.1177/0734371x9901900304.

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Powell, Melanie. "Implementing and Initiating Alcohol Workplace Policies." Employee Counselling Today 6, no. 5 (October 1994): 12–18. http://dx.doi.org/10.1108/13665629410795835.

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Aalberts, Robert J., and Lorne H. Seidman. "Sexual-Harassment Policies for the Workplace." Cornell Hotel and Restaurant Administration Quarterly 37, no. 5 (October 1996): 78–85. http://dx.doi.org/10.1177/001088049603700527.

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Blank, Robert. "Fetal Protection Policies in the Workplace: Continuing Controversy in Light of Johnson Controls." Politics and the Life Sciences 11, no. 2 (August 1992): 215–29. http://dx.doi.org/10.1017/s0730938400015227.

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Despite the Supreme Court ruling in the Johnson Controls case that fetal protection policies that exclude women from workplaces deemed hazardous to the fetus are in clear violation of the 1978 Pregnancy Discrimination Amendment, the issue of fetal health remains on the policy agenda. This article summarizes the rationale behind fetal protection policies and the current scientific evidence over workplace hazards. It also discusses the disparate court response to these policies before Johnson Controls and the confusing regulatory framework. Finally, it makes a case for including consideration of the paternal contribution to fetal injury in the workplace and calls for a balanced approach to accommodate both women's rights to employment and society's interest in healthy children.

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Siqueira, C. Eduardo, Elizabeth Barbeau, Richard Youngstrom, Charles Levenstein, and Glorian Sorensen. "Worksite Tobacco Control Policies and Labor-Management Cooperation and Conflict in New York State." NEW SOLUTIONS: A Journal of Environmental and Occupational Health Policy 13, no. 2 (August 2003): 153–71. http://dx.doi.org/10.2190/bvbh-0aw9-hkey-dm98.

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This article summarizes the origins and implementation of labor-management negotiated tobacco control policies in public workplaces in New York state during the 1980s and 1990s. It is an in-depth case study that illustrates the confrontation and cooperation among three main social actors involved in the design and implementation of workplace smoking policies: public-sector labor unions, public health professionals, and state managers. The policy debates, legal, and political issues that emerge from this history suggest hopeful avenues for improving the dialogue and cooperation on the design and implementation of workplace smoking policies between and among public health professionals, managers, and labor union leaders in the United States. Understanding how these parties can reach agreement and work together may help tobacco control advocates and labor leaders join forces to enact future tobacco control policies.

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Van Eerd, Dwayne, Emma Irvin, Morgane Le Pouésard, Amanda Butt, and Kay Nasir. "Workplace Musculoskeletal Disorder Prevention Practices and Experiences." INQUIRY: The Journal of Health Care Organization, Provision, and Financing 59 (January 2022): 004695802210921. http://dx.doi.org/10.1177/00469580221092132.

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Introduction. Musculoskeletal disorders (MSD) remain a substantial burden to society and to workplaces worldwide. Evidence-based practice approaches may be helpful; however, current research evidence is not consistently strong. Workplaces must address MSD regardless of the state of the research evidence. The study objective was to describe workplace MSD prevention practices experiences and perspectives of workers, managers, and occupational health and safety practitioners. Methods. This descriptive study used a convenience sample from Newfoundland and Labrador workplaces. Data were collected via survey and interviews. The survey data was analyzed using descriptive statistics and the interview data was analyzed using thematic analysis. Results. Results were examined from 645 survey respondents and 17 interviewees. Survey findings revealed that about half of respondents reported MSD policies existed in their workplace. Many MSD practices (such as ergonomics and force reduction) were considered available by most respondents. Over fifty percent of respondents received some training on MSD. The person most often endorsed as responsible to support workers with MSD was a manager. Interview findings showed that MSD prevention practices related to awareness, training, and hazard reduction are considered important and effective. Facilitators of MSD prevention include practices that are proactive and customized and increase knowledge about MSD prevention. Barriers concerning lack of resources and poor implementation were consistently mentioned. Conclusions. Evidence from current practices may help workplaces reduce MSD burden. However, with only about fifty percent of respondents reporting that MSD policies exist in the workplace, further work to address MSD is required. Future research should examine workplace practices as an important source of evidence. OHS professionals can use the study findings and adapt it to their context(s) to guide their design and implementation of MSD prevention practices. Improved MSD prevention practices and interventions can lead to decreases in MSD in workplaces across all industrial sectors.

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Khan, Sania. "Role of human resource policies in ensuring women’s safety in the workplace." Problems and Perspectives in Management 21, no. 1 (December 21, 2022): 13–23. http://dx.doi.org/10.21511/ppm.21(1).2023.02.

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This paper aims to assess how human resource (HR) management policies affect women’s workplace safety. In addition, this study analyzes the degree to which measures have been taken to ensure that working women have a safe environment. Responses from 208 women working in Saudi Arabia’s small and medium-sized private businesses were gathered. The paper employed a survey questionnaire using snowball sampling technique. Thus, critical HR practices that have an impact on workplace safety for women are highlighted. As women frequently face these difficulties, the findings suggested that HR policies should tailor working women’s needs in maternity, health, transportation, childcare, and a safe workplace. Moreover, support for divorced and widowed workers would significantly increase women’s safety at work. Compared to other HR policies, there is a stronger correlation between medical and maternity leave. This paper supports research on women’s safety and HR management in the Saudi context and has significant practical implications for practitioners. Acknowledgments The author thanks all the respondents who participated and contributed by giving their valuable opinions and making this study possible.

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Oranye, Nelson Ositadimma, Bernadine Wallis, Nora Ahmad, and Zaklina Aguilar. "Workers’ experience with work-related musculoskeletal disorder and worker’s perception of organisational policies and practices." International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 69–83. http://dx.doi.org/10.1108/ijwhm-03-2016-0015.

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Purpose Different organisations have developed policies and programmes to prevent workplace injuries and facilitate return to work. Few multiple workplace studies have examined workers’ perceptions of these policies and programmes. The purpose of this paper is to compare workers’ perception and experience of workplace policies and practices on injury prevention, people-oriented work culture, and return to work. Design/methodology/approach This study recruited 118 workers from three healthcare facilities through an online and paper survey. Findings Work-related musculoskeletal injury was experienced by 46 per cent of the workers, with low back injuries being most prevalent. There were significant differences in perception of policies and practices for injury prevention among occupational groups, and between workers who have had previous workplace injury experience and those without past injury. Research limitations/implications Selection bias is possible because of voluntary participation. A larger sample could give stronger statistical power. Practical implications The perception of workplace policies can vary depending on workers’ occupational and injury status. Organisational managers need to pay attention to the diversity among workers when designing and implementing injury prevention and return to work policies. Social implications Risks for workplace injuries are related to multiple factors, including workplace policies and practices on health and safety. Workers’ understanding and response to the policies, programmes, and practices can determine injury outcomes. Originality/value No previous study has reported on workers’ perceptions of workplace policies and practices for injury prevention and return in Manitoba healthcare sector.

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Mishra, Vinod, and Russell Smyth. "Workplace policies and training in China: evidence from matched employee-employer data." International Journal of Manpower 36, no. 7 (October 5, 2015): 986–1011. http://dx.doi.org/10.1108/ijm-10-2013-0249.

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Purpose – The purpose of this paper is to examine the extent to which workplace policies and practices are related to participation in, and frequency and duration of, workplace training, controlling for worker and workplace characteristics. Design/methodology/approach – The authors regress variables depicting participation, frequency and duration of workplace training on workplace policies and control variables. In the case of participation in training, the dependent variable is binary; hence, the authors use a logit model. To examine the number of times which employees participate in training and the number of days they spend training the authors use a Tobit model. The Lewbel (2012) method is used to examine whether there is a causal relationship between workplace policies and the frequency, and duration, of training. Findings – The findings suggest that about half of the workplace policies considered are positively correlated with the incidence and breadth of workplace training. There is also some support for the view that bundling of policies is positively correlated with the provision of workplace training. The Lewbel (2012) results suggest a causal relationship between a bundle of workplace policies and the frequency, and duration, of workplace training. There is, however, no evidence that workplace policies designed to devolve responsibilities to workers and incentivize staff polarizes skills through resulting in more training for professional staff over others. Originality/value – The authors use matched employer and employee cross-sectional data for Shanghai in China. To this point most studies that have examined the determinants of training use data for Europe or the USA. There are few studies of this sort for countries in other regions and, in particular, developing or transition countries. There are no studies at all on the relationship between workplace policies and practices designed to promote organizational performance and training in developing or transitional countries. This study addresses this gap in the understanding of the factors related to on-the-job training in transitional countries, such as China.

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Mayne, Stephanie L., Rachel Widome, Allison J. Carroll, Pamela J. Schreiner, Penny Gordon-Larsen, David R. Jacobs, and Kiarri N. Kershaw. "Longitudinal Associations of Smoke-Free Policies and Incident Cardiovascular Disease." Circulation 138, no. 6 (August 7, 2018): 557–66. http://dx.doi.org/10.1161/circulationaha.117.032302.

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Background: Smoke-free legislation has been associated with lower rates of cardiovascular disease hospital admissions in ecological studies. However, prior studies lacked detailed information on individual-level factors (eg, sociodemographic and clinical characteristics) that could potentially confound associations. Our objective was to estimate associations of smoke-free policies with incident cardiovascular disease in a longitudinal cohort after controlling for sociodemographics, cardiovascular disease risk factors, and policy covariates. Methods: Longitudinal data from 3783 black and white adults in the CARDIA study (Coronary Artery Risk Development in Young Adults; 1995–2015) were linked to state, county, and local 100% smoke-free policies in bars, restaurants, and nonhospitality workplaces by Census tract. Extended Cox regression estimated hazard ratios (HRs) of incident cardiovascular disease associated with time-dependent smoke-free policy exposures. Models were adjusted for sociodemographic characteristics, cardiovascular disease risk factors, state cigarette tax, participant-reported presence of a smoking ban at their workplace, field center, and metropolitan statistical area poverty. Results: During a median follow-up of 20 years (68 332 total person-years), 172 participants had an incident cardiovascular disease event (2.5 per 1000 person-years). Over the follow-up period, 80% of participants lived in areas with smoke-free policies in restaurants, 67% in bars, and 65% in nonhospitality workplaces. In fully adjusted models, participants living in an area with a restaurant, bar, or workplace smoke-free policy had a lower risk of incident cardiovascular disease compared with those in areas without smoke-free policies (HR, 0.75, 95% confidence interval, 0.49–1.15; HR, 0.76, 95% confidence interval, 0.47–1.24; HR, 0.54, 95% confidence interval, 0.34–0.86, respectively; HR, 0.58, 95% confidence interval, 0.33–1.00 for living in an area with all 3 types of policies compared with none). The estimated preventive fraction was 25% for restaurant policies, 24% for bar policies, and 46% for workplace policies. Conclusions: Consistent with prior ecological studies, these individual-based data add to the evidence that 100% smoke-free policies are associated with lower risk of cardiovascular disease among middle-aged adults.

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Mamman, Aminu, and Rhoda Bakuwa. "What Factors Influence the Adoption of Workplace Policies in African Organisations?: An Exploratory Study of Private Sector Companies' Adoption of Workplace Policies in Malawi." Journal of General Management 37, no. 3 (March 2012): 39–59. http://dx.doi.org/10.1177/030630701203700303.

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Given the dearth of research on management innovation in Africa, this paper explores the factors influencing the adoption of workplace policies in African companies. The paper used a random sample of 152 private sector companies in Malawi to investigate the factors influencing the adoption of HIV/AIDS workplace policies. The hierarchical regression results indicate that organisational factors are the better predictors of the adoption of HIV/AIDS workplace policies in Malawi. Specifically, top management support and organisational size have been found to be the main predictors. However, the study also found significant correlations between the adoption of HIV/AIDS workplace policies and institutional factors. One of the main implications of the findings is that organisational factors might provide improved explanatory power in predicting the adoption of HIV/AIDS workplace policies in African companies.

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Lewit, E. M., M. Botsko, and S. Shapiro. "Workplace smoking policies in New Jersey businesses." American Journal of Public Health 83, no. 2 (February 1993): 254–56. http://dx.doi.org/10.2105/ajph.83.2.254.

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Ham, David Cal, Thomas Przybeck, Jaime R. Strickland, Douglas A. Luke, Laura J. Bierut, and Bradley A. Evanoff. "Occupation and Workplace Policies Predict Smoking Behaviors." Journal of Occupational and Environmental Medicine 53, no. 11 (November 2011): 1337–45. http://dx.doi.org/10.1097/jom.0b013e3182337778.

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Canziani, Bonnie Farber. "Managing Language Policies in the Foodservice Workplace." Journal of Foodservice Business Research 9, no. 2-3 (March 15, 2006): 27–47. http://dx.doi.org/10.1300/j369v09n02_03.

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Mikanowicz, Carolyn K., and Neil H. Altman. "Developing Policies on Smoking in the Workplace." Journal of Health Education 26, no. 3 (June 1995): 183–85. http://dx.doi.org/10.1080/10556699.1995.10603093.

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Dillon, Thomas W., Arthur J. Hamilton, Daphyne S. Thomas, and Mark L. Usry. "The Importance of Communicating Workplace Privacy Policies." Employee Responsibilities and Rights Journal 20, no. 2 (March 19, 2008): 119–39. http://dx.doi.org/10.1007/s10672-008-9067-1.

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Lowe, Tony B., and Wynne S. Korr. "Workplace Safety Policies in Mental Health Settings." Journal of Workplace Behavioral Health 22, no. 4 (May 29, 2008): 29–47. http://dx.doi.org/10.1080/15555240802157130.

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RAABE, PHYLLIS HUTTON. "The Organizational Effects of Workplace Family Policies." Journal of Family Issues 11, no. 4 (December 1990): 477–91. http://dx.doi.org/10.1177/019251390011004008.

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In the absence of the national policies of Western Europe that facilitate the integration of family and work roles, workplace family policies and programs are important supports for some Americans. However, such employer initiatives depend on claims of organizational benefits. In this context, evaluation research on the organizational effects of policies is highly germane. This article discusses some past weaknesses of such research, recent methodological improvements, and conceptual refinements and research findings about important characteristics of work/family policies, varying organizational outcomes, and relationships between the two.

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Short, Lara W. "The legal implications of workplace smoking policies." Employee Responsibilities and Rights Journal 5, no. 1 (March 1992): 65–73. http://dx.doi.org/10.1007/bf01407809.

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Walsh, Diana Chapman, and Vernon McDougall. "Current policies regarding smoking in the workplace." American Journal of Industrial Medicine 13, no. 1 (1988): 181–90. http://dx.doi.org/10.1002/ajim.4700130112.

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Kwazi Majola, Brian, and Rubby Dhunpath. "The development of disability-related employment policies in the South African public service." Problems and Perspectives in Management 14, no. 1 (April 11, 2016): 150–59. http://dx.doi.org/10.21511/ppm.14(1-1).2016.02.

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Worldwide, the employment of people with disabilities has been challenged by the slow development of ‘workplace specific’ disability employment policies. The focus has been on formulating legislation to overcome barriers and the implementation of national disability policies without ensuring that workplaces formulate such policies. While laws regarding disability have been on the statute books for two decades in South Africa, little is known about how effective they have been and their impact in the workplace. This article examines whether South African government departments have developed or reviewed employment policies for the benefit of people with disabilities, and determines whether policy makers were aware of the existence of the Disability Code (Republic of South Africa, 2002) and the Technical Assistance Manual (Republic of South Africa, 2005) when the policies were developed or reviewed. Human Resource Managers from 16 government departments in KwaZulu-Natal Province were interviewed. It was found that although HR policies were in place and some were being developed, very little has been done in terms of reviewing and/or developing disability employment policies. Furthermore, the existing prescripts were not extensively used as a resource during the development of disability-related employment policies. This has negatively affected the employment of people with disabilities in the public service. It is hoped that the results will assist management, HR practitioners as policy makers, and line managers to develop disability employment policies in order to attract and retain people with disabilities. The research also contributes to the existing body of literature on disability

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Houle, B., and M. Siegel. "Smoker-free workplace policies: developing a model of public health consequences of workplace policies barring employment to smokers." Tobacco Control 18, no. 1 (February 1, 2009): 64–69. http://dx.doi.org/10.1136/tc.2008.026229.

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Rikitake, Ryoko, Satoru Kamitani, Miyako Takahashi, and Takahiro Higashi. "Workplace Support Systems in Small- and Medium-Sized Companies for Employees Receiving Medical Treatment in Japan." Global Journal of Health Science 12, no. 3 (February 15, 2020): 91. http://dx.doi.org/10.5539/gjhs.v12n3p91.

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BACKGROUND: Maintaining one’s current job is important for patients. Few studies have investigated the presence of support systems in small- and medium-sized companies to help balance the therapeutic needs and occupational roles of workers in Japan. AIMS: To understand whether small- and medium-sized companies in Japan have established workplace policies to help employees with chronic disease balance medical treatment and professional life. METHODS: We surveyed a sample of small- and medium-sized companies in Japan identified from a large database of corporate credit and marketing research companies between February and March 2017. A questionnaire addressed workplace policies that supported employees’ medical treatments and professional lives, such as flexible work arrangements and the preparation of manuals and forms to facilitate communication with treating physicians. RESULTS: Of the 4158 companies initially contacted, 1140 companies (27%) responded to the survey. Of the valid respondents, 21% of the workplaces reported having established sufficient office rules to address employee’s necessary medical needs. Approximately half of the workplaces (53%) shared that they had a system in place to provide temporary medical leave for employees with chronic diseases. Few (12%) workplaces had established a process for having a trial return to work after a period of absence due to a medical condition. CONCLUSIONS: Currently, a minority of small- and medium-sized companies in Japan have established workplace policies to address the medical needs of employees with chronic diseases.

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Syaebani, Muhammad Irfan, and Riani Rachmawati. "Romance in the Workplace: Analysis of Justice Perception toward Policies Concerning Romance in the Workplace." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 10, no. 2 (October 5, 2017): 149. http://dx.doi.org/10.20473/jmtt.v10i2.4509.

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Romance in the workplace is a common phenomenon and inevitable from organization dynamics. Romance in the workplace has double effects to the organization: positive and negative. Therefore, organization must be careful in formulating policies concerning this phenomenon. Literature said that in formulation policies concerning romance in the workplace it must be started from organizational justice theory. This research tries to find out what policies which perceived as the most fair. Quasi experiment method with scenario instrument is chosen. This method allows experiment subjects to give response to different combinations/varieties of romance in the workplace based on 4 criterias (type of romance – origin of couple – impact of romance – romance policies). Subject of experiment is master students of management study program in Universitas Indonesia who has working experiences as condition for participating and 30 students agreed to partake in experiment. Result shows that giving counseling is perceived as the most fair policy for all combinations/varieties of romance in the workplace. It shows that organization’s response to romance in the workplace should not coercive policies.

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Thomsen, Jane Dyrhauge, Hans K. H. Sønderstrup-Andersen, and Renate Müller. "People–plant Relationships in an Office Workplace: Perceived Benefits for the Workplace and Employees." HortScience 46, no. 5 (May 2011): 744–52. http://dx.doi.org/10.21273/hortsci.46.5.744.

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The study presented in this article represents an initial attempt to generate in-depth information about how ornamental plants in real-life office workplaces interact with workplace characteristics, thus influencing working environment and well-being of the employees. Using a qualitative, explorative, and inductive case-study design, the study provides an example of how a cross-disciplinary unit engaged in administrative office work at a Danish institution applied ornamental plants. The results document that ornamental plants are an integrated part of the workplace. The employees used ornamental plants in numerous ways to either actively manipulate different aspects of the surroundings or more passively cope with demands from the surroundings. Furthermore, the use of the ornamental plants was structured by a number of factors: culture and traditions, provisional orders, organizational structures, practices, values and history, company policies, and characteristics of the indoor architectural environment. Ornamental plants were perceived as affecting many aspects of the working environment (e.g., the physical surroundings, the social climate, image of the workplace, etc.), the individual's well-being (e.g., mood, general well-being, emotions, self confidence, etc.), and to some degree the workplace's competitiveness. However, the actual effects were the results of a complex interaction among the way the ornamental plants were applied, characteristics of the present ornamental plants (e.g., size, species and condition), and characteristics of the individual employee (e.g., personal experiences, preferences, and values).

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Shankar, Janki, Daniel Lai, Shu-Ping Chen, Tanvir C. Turin, Shawn Joseph, and Ellen Mi. "Highly Educated Immigrant Workers’ Perspectives of Occupational Health and Safety and Work Conditions That Challenge Work Safety." International Journal of Environmental Research and Public Health 19, no. 14 (July 19, 2022): 8757. http://dx.doi.org/10.3390/ijerph19148757.

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This study explored the perspectives of new immigrant workers regarding occupational health and safety and workplace conditions that increase workers’ vulnerability to sustaining injury or illness. Using an interpretive research approach and semi-structured qualitative interviews, 42 new immigrant workers from a range of industries operating in two cities in a province in Canada were interviewed. Seventy-nine percent of the workers were highly qualified. A constant comparative approach was used to identify key themes across the workers’ experiences. The findings revealed that new immigrant workers have an incomplete understanding of occupational health and safety. In many workplaces, poor job training, little worker support, lack of power in the workplace, and a poor workplace safety culture make it difficult for workers to acquire occupational health and safety information and to implement safe work practices. This study proposes workplace policies and practices that will improve worker occupational health and safety awareness and make workplaces safer for new immigrant workers.

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van der Worp, Karin, Jasone Cenoz, and Durk Gorter. "Multilingual professionals in internationally operating companies: tensions in their linguistic repertoire?" Multilingua 37, no. 4 (June 26, 2018): 353–75. http://dx.doi.org/10.1515/multi-2017-0074.

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AbstractSeveral studies on multilingualism in the workplace have emphasized the role of English as a lingua franca. Other studies have paid attention to the interaction between English and local languages in workplaces where global orientations and local languages co-occur. The present study focuses on internationally oriented workplaces in the bilingual Basque Autonomous Community (BAC). The study aims to analyze the use of the minority language Basque in the workplace and the challenges it faces in an emerging multilingual global context. The promotion and use of the minority language in internationally oriented workplaces is related to language policies of the regional government, the role of ‘new speakers’ of Basque, and the possible tensions between the efforts to revitalize Basque and the use of English as a global language, mediated by the position of Spanish as a strong international language. Our conclusion is that there is a need to establish new policies that are truly multilingual as well as to raise awareness in companies about the importance of adequate language management practices.

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Lorenz, Frances, Lisa Whittaker, Julia Tazzeo, and Allison Williams. "Availability of caregiver-friendly workplace policies: an international scoping review follow-up study." International Journal of Workplace Health Management 14, no. 4 (June 25, 2021): 459–76. http://dx.doi.org/10.1108/ijwhm-10-2019-0136.

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PurposeThe purpose of this scoping review was to identify the availability of caregiver-friendly workplace policies (CFWPs) from January 2015 to June 2019.Design/methodology/approachIn order to determine changes over time, the present review is consistent with the methodology used in a scoping review of CFWPs conducted by the same research group five years earlier. This included applying an iterative database search to identify relevant articles, applying inclusion-exclusion criteria and performing qualitative thematic analysis on eligible articles. Both academic literature and literature that is not peer-reviewed were considered.FindingsA total of 80 papers were included, with 82 unique workplaces identified. Three main qualitative themes were discussed: (1) inclusivity, (2) generosity and (3) culture. The finance, education, healthcare and technology industries were most generous. The most common CFWPs offered were support services; paid leave; backup adult care and flexible work arrangements.Practical implicationsThis review narrows the gap in the literature by providing a comprehensive synthesis of CFWPs availability to better understand how workplaces are currently supporting caregiver-employees (CEs) while providing recommendations on how to support CEs moving forward.Originality/valueThis paper discusses significant differences from the first scoping review undertaken by the same research group five years ago, suggesting that progress has been made in the workplace culture needed to accommodate carer-employees.

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Thébaud, Sarah, and David S. Pedulla. "When Do Work-Family Policies Work? Unpacking the Effects of Stigma and Financial Costs for Men and Women." Work and Occupations 49, no. 2 (January 24, 2022): 229–63. http://dx.doi.org/10.1177/07308884211069914.

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Work-family policies—such as parental leave and flextime—can help to facilitate gender equality in workplaces and in families. But policy use is typically low, varies significantly from one workplace to another, and is often more prevalent among women than men. Extant research suggests that flexibility stigma—workplace norms that penalize workers for utilizing policies that facilitate non-work demands—as well as the financial costs associated with policy use, contribute to this pattern. However, previous studies have been largely correlational in nature, and have had difficulty assessing how these factors may interact with one another to shape gendered patterns of policy use. In this study, we offer novel causal traction on this set of issues. Using an original, population-based survey experiment, we examine how the salience of flexibility stigma and financial costs affect men's and women's intentions to use work-family policies. We find that these factors exert a large direct effect on men's and women's intentions to use work-family policies. Moreover, the gender gap in parental leave use intentions is large in workplace contexts with high flexibility stigma and high financial costs, but this gap narrows significantly under more favorable conditions. Findings point to the importance of organizational contexts and policy design in shaping work-family policy use and, in turn, gender inequality.

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Kulkarni, Vilas, Yugma Khanna, and Vikrant Jain. "ORGANIZATIONAL SUPPORT AT WORKPLACE: PERCEPTION OF THIRD GENDERS." International Journal of Management, Public Policy and Research 2, no. 1 (January 29, 2023): 58–71. http://dx.doi.org/10.55829/ijmpr.v2i1.107.

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Transgender people are frequently subjected to workplace discrimination. However, acknowledging the value of transgender talent, many organizations claim to have proactive policies to manage them. The study investigated the perception regarding organizations support received by trans people. Eighty-four respondents who were the employees of diverse formal workplaces in India who self-identified as Trans or Gender Non-Binary and were over 18 years were taken as sample. The snowball sampling technique used for data collection. The collected data was collected through personal interviews, online internet interviews, or both. The data collection period was between March to August 2019. The study concluded that although a majority of the respondents were satisfied with their jobs, they were unaware of the policies for the third gender. Many believed that their employer did not help them foster a non-discriminatory workplace for trans employees. The findings highlighted the problems faced by trans people. It is suggested that organizations should devise and effectively implement policies pertaining to trans genders to attract this talent. They should respect and protect the privacy of their employees and provide a conducive working environment.

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Journal articles on the topic 'Workplace policies'

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