Lighting, well-being and work performance: A review of the literature

Commissioned White Paper Report for Philips International

An Empirical Study Comparing Unobtrusive Physiological Sensors for Stress Detection in Computer Work.

Several unobtrusive sensors have been tested in studies to capture physiological reactions to stress in workplace settings. Lab studies tend to focus on assessing sensors during a specific computer task, while in situ studies tend to offer a generalized view of sensors' efficacy for workplace stress monitoring, without discriminating different tasks. Given the variation in workplace computer activities, this study investigates the efficacy of unobtrusive sensors for stress measurement across a variety of tasks. We present a comparison of five physiological measurements obtained in a lab experiment, where participants completed six different computer tasks, while we measured their stress levels using a chest-band (ECG, respiration), a wristband (PPG and EDA), and an emerging thermal imaging method (perinasal perspiration). We found that thermal imaging can detect increased stress for most participants across all tasks, while wrist and chest sensors were less generalizable across tasks and participants. We summarize the costs and benefits of each sensor stream, and show how some computer use scenarios present usability and reliability challenges for stress monitoring with certain physiological sensors. We provide recommendations for researchers and system builders for measuring stress with physiological sensors during workplace computer use

Designing for frustration and disputes in the family car

This article appears with the express permission of the publisher, IGI Global.Families spend an increasing amount of time in the car carrying out a number of activities including driving to work, caring for children and co-ordinating drop-offs and pickups. While families travelling in cars may face stress from difficult road conditions, they are also likely to be frustrated by coordinating a number of activities and resolving disputes within the confined space of car. A rising number of in-car infotainment and driver-assistance systems aim to help reduce the stress from outside the vehicle and improve the experience of driving but may fail to address sources of stress from within the car. From ethnographic studies of family car journeys, we examine the work of parents in managing multiple stresses while driving, along with the challenges of distractions from media use in the car. Keeping these family extracts as a focus for analysis, we draw out some design considerations that help build on the observations from our empirical work.Microsoft Research and the Dorothy Hodgkin Awar

Long hours and stress in the UK's IT profession: has the European Union's Working Time Directive offered relief?

Only a small amount of research thus far has investigated the relationship between the working conditions of those employed in technical professions, such as Information Technology (IT), and the implications for their well being (Sonnetag et al., 1994). In particular the IT profession in the UK appears to be at risk from a culture characterised by long working hours (Kodz, 2003). In addition to the established links between long-term computer use and upper extremity musculoskeletal disorders (Punnett & Bergqvist, 1997), previous research has also positively linked working for excessive hours as potential stressor to the mental health of employees (Sparkes et al., 1997; Spurgeon, Harrington & Cooper, 1997). A prevalence of mobile computer technologies has also meant the erosion of traditional boundaries between work and home (Venkatraman, Tanriverdi & Stoke, 1999). Furthermore IT professionals have faced a proliferation of complicated methodologies, a growing guilt reaction to a failure to keep pace with ever-changing technological advancements, and the pressure to develop and deliver software in shorter time scales (Perlow, 1998; Stokes, 1996). These very personal issues associated with the quality of working life also have serious organisational implications in terms of increased costs related to absenteeism, recruitment and training; impaired decision making; job dissatisfaction and low morale (Coolican, 2001). The UK's Working Time Regulations (WTR), implemented in 1998, provide a current, normative representation of reasonable working time. This research paper compares the working patterns of a cluster of IT professionals within a large financial services organisation against this model in order to ascertain their position relative to this tolerable standard. The relationship between the subtleties in the way time is ordered and the reported perceptions of the affect of the WTR and other Human Resource initiatives to reduce the culture of long working hours are studied. Whilst it is acknowledged that individual characteristics are important in determining an affinity and ability to work long hours and cope with stress, they are by no means the overriding aspects. Previous researchers such as Moore (1998) have cited adverse organisational factors as more significant in the etiology of work exhaustion than individual factors. This research examines some of those organisational factors and the perceived value of formal initiatives in reducing incidences of long working hours and concomitant pressures. The perceptions of stress and the efficacy of these formalised schemes are examined by observing and questioning those directly affected with regards to their working time, job stressors and work-life balance. The findings indicate that although the organisation in question has made some high-profile attempts to promote a healthy balance between work and home, the efficacy of these efforts is questionable. The working limits set by the WTR are regularly exceeded and long hours are still entwined, and indeed often subtly promoted, within the organisation. Managers and the Human Resources (HR) department appear to send out confusing and contradictory messages. IT professionals, and their partners, are often publicly rewarded for working long hours while others are penalised for doing the same. The performance management system values those working on high-profile projects, with work on these projects often a key factor in gaining promotion. Yet due to the nature of the profession, the organisational sub-culture, and poorly considered workplace design, this work invariably requires the commitment of sustained long hours amid difficult circumstances. As HR try to drive through the principles of the WTR formally, or informally through initiatives such as Work Smarter Not Harder and Go Home On Time days, the unanticipated consequences of their actions and inactions present IT professionals with a stress-laden dichotomy

Complexity in Work Identifications: the Case of the H-1B Worker in the United States

The H-1B visa program allows for United States employers to supplement their workforce with high-skilled foreign workers. Issues arise for these workers when transitioning their lives to the U.S because they have to adapt to a new culture and are exposed to a constantly changing work environment. This exploratory study addresses how these individuals identify with their employing organization and their clients. The findings show that the H-1B contract workers identify more with the client organization as opposed to the employer, who was viewed by the majority as the “payroll department.” Primary factors of such client identification include treatment and relationships with colleagues and managers. Personal factors include motivation and goals. Daily interaction with the client as well as a positive corporate culture had an impact on client identification as well. This study has important implications for both research and practice of management. Furthermore, this study is beneficial to employers seeking to ease the stress of employees joining their organization

Health and safety of the older worker

This is the author's pre-copyedited accepted manuscript. The final published article is available from the link below. Copyright @ 2012 The Authors.Background - In the UK, increasing numbers of paid employees are over 60 years with further increases expected as the state pension age rises. Some concern surrounds possible increased work-related illness and accidents for people working beyond the age of 60. Aims - To identify the available evidence for health and safety risks of workers over age 60 years with respect to factors associated with injuries and accidents. Methods - Databases searched included PUBMED, OSHUpdate, National Institute for Occupational Safety and Health (NIOSHTIC-2), SafetyLit, the UK The Health and Safety Executive (HSELINE) and the Canadian Centre for Occupational Health and Safety until December 2009. Inclusion criteria were workers aged over 60 years. Findings were grouped into occupational accidents and injuries and individual and workplace factors that may have influenced risk of injury to the over-60s. Results - Very little direct evidence was found concerning safety practices and health risks of workers over age 60. Some safety risks were associated with specific physical declines such as age-related hearing loss. Overall, these workers had fewer accidents and injuries but these were more likely to be serious or fatal when they occurred. There was no strong evidence that work patterns, including shift work or overtime, affected safety. Protective, compensatory strategies or experience may maintain safe working practices. Conclusions - Implications for health and safety risks cannot be assessed without longitudinal research on workforces with substantial numbers of workers over age 60 in order to address the healthy worker effect.Institution of Occupational Health and Safet