The Fort McMurray demonstration project in social marketing: health- and safety-related behaviour among oil sands workers

This is the first round in a series of surveys conducted inFort McMurray as part of the Fort McMurray Demonstration Projectin social marketing. This component of the survey was intendedto focus on the most prominent group of employed workers inthe community and to compare their patterns of response withthe community as a whole. Respondents to the survey were overwhelminglymale (96%), married (72.9%) and living in households of twoto five persons (87.9%). They were predominantly aged 30–44(55%) and graduates of high school (53.5%). Younger male workers(below age 30) were more likely to have a high school diploma(78.3%) or some additional technical or vocational training(21.7% compared to 12.5% overall) and to be unmarried or separated.Attitudes toward safety-related behaviours were stronger thanfor respondents from the community as a whole. Approximately70–100% of all age groups and both sexes showed strongagreement with attitudes involving child car seats and the unacceptabilityof drinking and driving. These attitudes include strong advocacyof vigorous enforcement of occupational health and safety standards.However, they showed a variability similar to the communityas a whole in behaviour at home compared to work, generallyreporting more consistent use of personal protection on thejob than in their own homes, particularly hearing protection.Even so, they were much less likely to perform stretching andwarm-up exercises prior to exertion than community residentsin general. The potential may exist to transfer the technologyand attitudes from workplace health and safety to communitysafety. One possible strategy to accomplish this is to involveworkers in this industry directly in community initiatives.This strategy may be generalizable to any community in whichthere are major employers who place a heavy emphasis on riskcontrol and occupational health and safety.     

Effects of participatory workplace improvement program on stress-related biomarkers and self-reported stress among university hospital nurses: a preliminary study

Although participatory workplace improvement programs are known to provide favorable effects on high stress occupations like nursing, no studies have confirmed its effect using biomarkers. The aim of this study was to determine whether a participatory workplace improvement program would decrease stress-related symptoms as evaluated by biomarkers and self-reported stress among hospital nurses. Three actions to alleviate job stress, which were determined through focus group interviews and voting, were undertaken for two months. A total of 31 female Japanese nurses underwent measurement of inflammatory markers, autonomic nervous activity (ANA), and perceived job stress (PJS) at three-time points; before the program (T1), within a week after the completion of the program (T2), and three months after the program (T3). A series of inflammatory markers (Interferon-γ, Interleukin (IL)-6, and IL-12/23p40) decreased significantly at T2, and IL-12/23p40 and IL-15 significantly decreased at T3 compared to T1, while ANA and PJS remained unchanged. Our participatory program exerted beneficial effects in reducing inflammatory responses, but not for ANA and PJS. Further investigations with a better study design, i.e., a randomized controlled trial, and a larger sample size are warranted to determine what exerted beneficial effects on inflammatory markers and why other outcomes remained unchanged.     

Workplace Drug Abuse Prevention Initiatives: A Review

Likely key elements of effective prevention strategies emerging from the literature (and from discussions with experts) are summarized. These include: (1) program content based on proven prevention theory and research; (2) comprehensive approaches that address multiple risk and protective factors, and generalize across settings; (3) material that is relevant during important transitions in an employee's life and career (4) sensitivity to the culture of the workplace and community; (5) sufficient dosage and follow-up; (6) use of interactive teaching techniques; (7) training for prevention program providers; and (8) evaluation to know that the intervention had the desired effect on behavior. Evaluation of workplace substance abuse prevention has been limited; the need for future research is discussed. The paper concludes with a discussion of how to increase interest in substance abuse prevention by employers.     

工作场所空气中五氧化二磷离子色谱测定方法的研究

目的：建立工作场所空气中五氧化二磷的离子色谱测定方法。方法：本文采用吸收液采集工作场所空气中五氧化二磷，生成磷酸，经色谱柱分离，电导检测器检测，保留时间定性，峰高或峰面积定量。结果：工作场所空气中五氧化二磷的线性范围为0～4．0μg／ml；相关系数为0．9997；检出限为0．5μg／ml；若采集15L空气进行测定，则最低检出浓度为0．33mg／m^3；相对标准偏差为0．71％～3．68％；样品加标回收率为101．9％～105．5％；样品在室温下至少可保存1周。结论：此法灵敏度高，选择性好，干扰少，是检测工作场所空气中五氧化二磷的好方法。     

心理资本在新入职护士转型冲击与职场适应间的中介效应

目的:了解新入职护士转型冲击、心理资本与职场适应现状,分析三者之间的相关关系及心理资本在转型冲击与职场适应间的作用机制。方法:便利选取郑州市4所三级甲等医院2020年437名新入职护士作为研究对象,采用积极心理资本量表、新入职护士转型冲击评价量表及护士职场适应度量表进行调查。结果:437名新入职护士心理资本得分(81.65±19.49)分、转型冲击得分(98.80±16.54)分、职场适应得分(47.98±12.10)分。转型冲击与职场适应呈负相关(r=-0.604,P<0.01),与心理资本呈负相关(r=-0.585,P<0.01),心理资本与职场适应呈正相关(r=0.514,P<0.01)。心理资本在转型冲击与职场适应间的中介效应为0.231,占总效应的34.4%。结论:心理资本是新入职护士转型冲击与职场适应间的中介变量,临床管理者应关注并评估新入职护士心理资本,以便采取干预措施减少其转型冲击,进一步提高其职场适应水平。     

回旋加速器放射性药物生产场所的防护设计与分析

【摘要】目的掌握回旋加速器放射性药物生产场所的辐射危害因素及其水平,为场所的防护设计和放射性药物生产的放射防护提供指导。方法以某医院引进的1台HM-20S型回旋加速器及其药物生产场所为研究对象,依据国家有关法规和技术标准确定场所中的辐射危害因素类别及场所级别,对相应的防护设施与措施进行分析和评价。结果制订出放射性药物生产场所的辐射防护设计方案,其中对热室工作区出人口采取GMP（良好作业规范）设计;估算出了控制区外围和场所关注点的辐射水平,在60mmPb厚壁工作箱内进行222GBq的18F操作时,操作位置的剂量率为9．6ixSv／h;明确了回旋加速器机房内活化产物的来源及其防护措施;带有自屏蔽的回旋加速器运行时,机房内的0,浓度远低于标准规定的职业接触限值。结论该放射性药物生产场所的防护设计充分考虑了放射性污染和外照射的防护,但其防护方案中还需对回旋加速器机房及防护门的屏蔽设计进行优化。     

实习护生工作场所欺凌现状及其影响因素

目的 了解实习护生工作场所欺凌现状及其影响因素,为针对性干预工作场所欺凌行为提供参考。 方法 以便利抽样方法抽取实习护生315名,采用中文版负性行为问卷进行调查。 结果 实习护生工作场所欺凌得分为31.43±9.92,在过去6个月中遭受工作场所欺凌的实习护生107人（33.97%）。不同学历层次、生源地、学习成绩、就读护理专业原因的实习护生感受的工作场所欺凌得分比较,差异有统计学意义（均P<0.01）。多元逐步回归分析显示,就读护理专业原因、生源地、学历层次是实习护生感受工作场所欺凌的主要影响因素（P<0.05,P<0.01）。 结论 实习护生感知工作场所欺凌的比例偏高,护理管理者和教育者应当予以重视,采取有效防范措施和针对性教育,减少工作场所欺凌的发生。