The New Dimensions of Occupational Health

Guillemin, Michel

doi:10.4236/health.2019.115050

Cited by 5 publications

(5 citation statements)

References 15 publications

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“…In this context, two visionary economists, Barrett [21] and Laloux [22] have investigated new management models based on organizations that have a soul, in other words, that are based on core values. They opened new avenues for prevention of work-related diseases and for promoting well-being at work, not only for workers but also for their leaders [4]. Reicher and others have outlined how values leadership helps to bring these values to the workplace [23].…”

Section: Core Values and The Individualmentioning

confidence: 99%

“…As one example, the World Health Organization (WHO) developed a model to illustrate the different avenues of influence, process, and core principles of a healthy workplace, and placed ethics and values at the very center of the process [3]. These essential values need to be better understood within the context of global health at work [4] so that the elements that make up worker well-being are clearly identified. As noted earlier, these qualities are intangible assets where there are no metrics to measure or evaluate them.…”

Section: Introductionmentioning

confidence: 99%

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Core Values at Work—Essential Elements of a Healthy Workplace

Guillemin

Nicholas²

2022

IJERPH

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This paper explores core values at work—those values that give meaning to people’s lives and their work, that allow each person to experience their work with passion, commitment, dignity, and respect. Though core values may appear to be simple and obvious, supporting them at work can be more complex and difficult than expected. These values are not only ethical and moral, but also social and cultural; they are intrinsically related to the same factors that promote health across the globe, including family, community, and work. Three seminars outlined the nature and importance of core values within occupational health and well-being; these sessions were held during the International Commission on Occupational Health (ICOH) conferences between 2015 and 2020. A non-exhaustive, literature review explored these findings further. Perspectives from international, national, and local occupational health programs have begun to demonstrate how core values underpin workers’ well-being. These essential core values impact worker health positively when they are included and respected, and negatively when they are missing or corrupted. Within occupational safety and health (OSH), people’s awareness of these values and their importance at work is now clearly emerging, offering opportunities to honor and protect each worker and help them to experience their core values through their work.

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Section: Core Values and The Individualmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Core Values at Work—Essential Elements of a Healthy Workplace

Guillemin

Nicholas²

2022

IJERPH

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“…Occupational stress has consequences for both workers and companies [ 4 ]. Indeed, the conditions of stress at work are capable of creating diseases with more or less serious consequences on the biological, hormonal [ 5 ], physical, psychological, and social level of the individual [ 6 , 7 ].…”

Section: Introductionmentioning

confidence: 99%

Occupational stress in industry setting in Benin 2019: A cross-sectional study

Adjobimey

Hinson²,

Mikponhoué³

et al. 2022

PLoS ONE

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Background Occupational stress is a psychosocial risk in the workplace. Working conditions in industrial settings may lead to occupational stress. In Benin, however, there is little epidemiological data on occupational stress in industrial settings. We aimed to determine the prevalence and factors associated with occupational stress in industrial settings in Benin in 2019. Methods This was a prospective, cross-sectional study conducted from January 31 to April 11, 2019, among 15 cotton ginning plants. Sampling was exhaustive for permanent workers and stratified in clusters by shift for occasional cotton gin workers. Data were collected through Karasek and Siegrist questionnaires. Data analysis was performed using R software. Binary multivariable logistic regression was performed. The significance level was p < 0.05. Results Of 1883 workers included, 90.8% were male. The median age was 38 years (IQR: 28 years to 49 years). The prevalence of occupational stress was 77.7% (95% CI: 75.8–79.6). Psychological demand was high in 93.0% of workers and 83.9% had low decision latitude. Among the workers, 16.3% had low social support and 89.9% had a low recognition score at work. Factors associated with occupational stress were: being an occasional vs. permanent worker (aOR 6.43, 95% CI 4.18 to 9.88); age less than 38 years (aOR 0.55, 95% CI 0.41 to 0.76); high intensity physical activity at work (aOR 1.33, 95% CI 1.03 to 1.73); working in production vs. administration (aOR 1.59, 95% CI 1.03 to 2.45); spending fewer than 4 years at the current work location (aOR 1.60, 95% CI 1.05 to 2.44); and scoring low for recognition at work (aOR 1.53, 95% CI 1.04 to 2.23). Noise exposure and being a shift worker were significant in univariable analysis, but not multivariable analysis. Conclusion Occupational stress is very common among workers in industrial settings. The implementation and evaluation of preventive measures against these risk factors is necessary.

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“…The transition from the Orange to the Teal organization corresponds to the evolution of the organization according to the emerging values in our society and the individuals’ evolution corresponds to the phases of the construction of a human being who has first to build up his identity and his “global health” [ 37 ] until his maturity and then to develop his self-esteem and self-actualization (levels of consciousness) according to his values.…”

Section: The Society Today—evolution and Changesmentioning

confidence: 99%

New Avenues for Prevention of Work-Related Diseases Linked to Psychosocial Risks

Guillemin

2021

IJERPH

Self Cite

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The epidemic of psychosocial risks continues to increase and the COVID-19 pandemic has even worsened this threat on workers’ health. This inexorable and evidence-based rise seems to be impervious to the preventive strategies proposed for more than 40 years. Hypotheses are proposed to explain this serious problem that drastically impacts public health and the economy. The objectives of this paper are to present, in this broad context of societal and cultural changes, how the present shift in management paradigms may represent opportunities to reduce work-related diseases. In the first part of this paper, we will summarize the situation on three main issues and their relation with psychosocial risks: (1) evolution of the occupational safety and health field, (2) change in the nature of work, and (3) emerging models of governance. In the second part, we will describe, through a few examples (among many others), how emerging models of corporate governance may reduce and prevent stress and burnout. Work is changing fundamentally, and this impacts workers’ (and managers’) health and well-being; that is why approaches in line with these changes are necessary. The COVID-19 pandemic has produced major changes in work organization. This may offer promising opportunities to reanalyze working conditions for a better control of occupational diseases and stress with all the benefits these improvements will bring for society and for individuals.

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The New Dimensions of Occupational Health

Cited by 5 publications

References 15 publications

Core Values at Work—Essential Elements of a Healthy Workplace

Core Values at Work—Essential Elements of a Healthy Workplace

Occupational stress in industry setting in Benin 2019: A cross-sectional study

New Avenues for Prevention of Work-Related Diseases Linked to Psychosocial Risks

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