Z Whysall

Developing the Stage of Change Approach for the Reduction of Work-related Musculoskeletal Disorders

Musculoskeletal disorders remain the most prevalent form of occupational ill health, prompting examination of why attempts to manage the problem have been less successful than perhaps hoped. With a view to improving the efficacy of such interventions, this study examined the applicability of the stage of change approach to the workplace. Tools were developed to assess individual and organizational stage of change towards reducing the risks of musculoskeletal disorders. The tools were tested in a range of occupational sectors, and demonstrated high levels of validity and reliability. Implications for the application of the model in the workplace for improving intervention effectiveness are discussed.

Sickness presenteeism: measurement and management challenges

Abstract Since work can be restorative to health, attending work when unwell should not be viewed as an inherently negative phenomenon. However, the functional benefits are likely to depend on the health condition, and the psychosocial quality of the work provided. The current study used a workforce survey to explore differences in the pattern of presenteeism and absenteeism by health condition, the association of psychosocial work factors with presenteeism compared to absenteeism, and their interaction to predict health. Findings indicate that instead of substituting absenteeism for presenteeism, the two tend to coincide, but the balance differs by health condition. Presenteeism is more likely to occur in poorer psychosocial environments, reinforcing the importance of ensuring work is designed and managed in ways that are beneficial rather than detrimental to health. The findings also highlight the methodological importance of differentiating between the act and impact of presenteeism in future research and practice. Practitioner Summary: Effective management of work-related health requires that practitioners manage both sickness absence and presence together, since employees tend to fluctuate between the two when unwell. Interventions should be tailored to the specific health concern, paying particular attention to the psychosocial environment in enabling employees to continue working without exacerbating health.

Cognitive biases in recruitment, selection, and promotion: the risk of subconscious discrimination

This chapter reviews the extant literature regarding the existence of implicit bias in key selection, recruitment, and promotion decision-making processes. It includes an analysis of the impact of stereotyping on screening of resumes, in-group bias in interviews, the impact of stereotype threat on candidate performance, and interviewer confirmation bias. This substantial body of evidence suggests that to tackle discrimination caused by implicit bias in the modern workplace, a different approach is needed. These subtler, deeper routed forms of discrimination require subtler and deeper-routed interventions. Instead of attempting to ‘outlaw’ implicit bias, its motivational underpinning must be addressed, along with the cultural factors, which may trigger or maintain the beliefs and attitudes underpinning the bias.