Green exercise as a workplace intervention to reduce job stress: results from a pilot study

Stress and mental fatigue are major health threats to employees in office-based occupations. Physical activity is widely used as a stress-management intervention for employees. Moreover, experiences in contact with nature have been shown to provide stress-reduction and restoration from mental fatigue. OBJECTIVES:In a pilot study designed as a randomized controlled trial we investigated the impact of a green-exercise intervention on psychological and physiological indicators of stress in municipality employees. METHODS:Fourteen employees (7 females and 7 males, 49±8 yrs) volunteered in an exercise-based intervention in workplace either outdoors in a green/nature area or in an indoor exercise-setting. The intervention consisted of an information meeting and two exercise sessions, each including a biking bout and a circuit-strength sequence using elastic rubber bands (45-minutes, at about 55% of HR reserve, overall). Main outcomes were perceived environmental potential for restoration, affective state, blood pressure (BP) and cortisol awakening response (CAR AUCG and CAR AUCI) and cortisol levels in serum. Measurements were taken at baseline and in concomitance with the exercise sessions. Furthermore, affective state and self-reported physical activity levels were measured over a 10-weeks follow-up period. RESULTS:Compared with the indoor group, the nature group reported higher environmental potential for restoration (p <  0.001) and Positive Affect (p <  0.01), along with improved CAR AUCI (p = 0.04) and, marginally, diastolic BP (p = 0.05). The nature group also reported higher ratings of Positive Affect at follow-up (p = 0.02). Differences at post-exercise were not found for any of the other components of affective state, systolic BP, CAR AUCG and cortisol levels measured in serum. CONCLUSIONS:Green-exercise at the workplace could be a profitable way to manage stress and induce restoration among employees. Further studies on larger samples are needed in order to improve the generalizability of the results

Green exercise as a workplace intervention to reduce job stress: results from a pilot study

Stress and mental fatigue are major health threats to employees in office-based occupations. Physical activity is widely used as a stress-management intervention for employees. Moreover, experiences in contact with nature have been shown to provide stress-reduction and restoration from mental fatigue. OBJECTIVES:In a pilot study designed as a randomized controlled trial we investigated the impact of a green-exercise intervention on psychological and physiological indicators of stress in municipality employees. METHODS:Fourteen employees (7 females and 7 males, 49±8 yrs) volunteered in an exercise-based intervention in workplace either outdoors in a green/nature area or in an indoor exercise-setting. The intervention consisted of an information meeting and two exercise sessions, each including a biking bout and a circuit-strength sequence using elastic rubber bands (45-minutes, at about 55% of HR reserve, overall). Main outcomes were perceived environmental potential for restoration, affective state, blood pressure (BP) and cortisol awakening response (CAR AUCG and CAR AUCI) and cortisol levels in serum. Measurements were taken at baseline and in concomitance with the exercise sessions. Furthermore, affective state and self-reported physical activity levels were measured over a 10-weeks follow-up period. RESULTS:Compared with the indoor group, the nature group reported higher environmental potential for restoration (p <  0.001) and Positive Affect (p <  0.01), along with improved CAR AUCI (p = 0.04) and, marginally, diastolic BP (p = 0.05). The nature group also reported higher ratings of Positive Affect at follow-up (p = 0.02). Differences at post-exercise were not found for any of the other components of affective state, systolic BP, CAR AUCG and cortisol levels measured in serum. CONCLUSIONS:Green-exercise at the workplace could be a profitable way to manage stress and induce restoration among employees. Further studies on larger samples are needed in order to improve the generalizability of the results

Mental Health in the Workplace: Situation Analyses, Germany

[From Introduction] The ILO’s primary goals regarding disability are to prepare and empower people with disabilities to pursue their employment goals and facilitate access to work and job opportunities in open labour markets, while sensitising policy makers, trade unions and employers to these issues. The ILO’s mandate on disability issues is specified in the ILO Convention 159 (1983) on vocational rehabilitation and employment. No. 159 defines a disabled person as an individual whose prospects of securing, retaining, and advancing in suitable employment are substantially reduced as a result of a duly recognised physical or mental impairment. The Convention established the principle of equal treatment and employment for workers with disabilities

Work Matters for Health

Provides an overview of how physical and mental health is affected by work -- the physical environment, psychosocial aspects, wages and benefits, and the need to balance responsibilities. Summarizes promising work-based strategies to improve health

Patterns of occupational stress in police contact and dispatch personnel: Implications for physical and psychological health

This is an accepted manuscript of an article published by Springer Nature in International Archives of Occupational and Environmental Health on 12/10/2020, available online at: https://doi.org/10.1007/s00420-020-01562-1 The accepted version of the publication may differ from the final published version.Purpose Occupational stress in police call handlers is researched less frequently than in operational or front-line police, despite the role’s unique challenges. Occupational stress is potentially manageable, thus improved understanding of its contributors and consequences is important for effective intervention. We aimed to compare levels and sources of organisational stress in police contact and dispatch personnel with UK benchmarks. Secondly, to test whether different typologies of stress were associated with physical health, mental health and substance use. Finally, to examine whether non-organisational factors (socio-demographic factors and family interference with work (FIW)) predicted organisational stress typologies. Methods A sample (n = 720) of police and civilian staff in a UK police call and dispatch centre were surveyed. Results The strongest sources of stress were competing and high demands, low control, insufficient managerial support and ambiguity surrounding workplace change – all of which indicated need for ‘urgent action’ according to UK benchmarks. Substance use and particularly mental health difficulties were higher than published norms. A latent profile analysis grouped respondents into a low stress group and two high stress profiles: As stress increased across profiles, this corresponded with worse physical and mental health and higher substance use. FIW predicted membership of both high stress profiles. Conclusion Despite non-operational roles, police contact and despatch personnel can experience high occupational stress which is associated with physical and mental health difficulties and substance use. Organisational-level interventions which address lack of control, conflicting role demands as well as enhance management support and communication around change might be most effective in this group

Job-related stress and burnout

Occupational stress is a topic of substantial interest to organizational researchers and managers, as well as society at large. Stress arising from work conditions can be pervasive and significant in its impact on individuals, their families and organizations. There is also a widespread belief that management of job stress is a key factor for enhancing individual performance on the job, hence increasing organizational effectiveness. Sethi and Schuler 1984 outlined four major reasons why job stress and coping have become prominent issues: a concern for individual employee health and well-being; b the financial impact on organizations including days lost due to stress-related illness; c organizational effectiveness; and d legal obligations on employers to provide safe and healthy working environments

Beacons of Excellence in Stress Prevention

NoThis report describes the work of Robertson Cooper Ltd and UMIST to identify good practice in stress prevention and then identify organisations within the UK that could be called beacons of excellence in comparison to this model. Part one of this report summarises and draws conclusions from all of the substantive academic studies on stress prevention over the last decade and uses this information, as well as advice gained from a panel of international experts, to develop a comprehensive stress prevention model. Part two of the report uses this model to describe examples of stress prevention practices that Robertson Cooper Ltd has identified within a wide range of UK organisations. Case studies are presented for each aspect of the good practice model. Examples of real documentation and organisational practice are presented.Health and Safety Executive (HSE

Stress level and its influencing factors among employees in a plastic manufacturing and the implication towards work performance

Stress has been viewed as an inevitable consequence of work life. A worker will fell stress when his or her does not match their job requirements. Work stress come from a variety of sources and it can affect people in different ways. In the report The Scale of Occupational Stress (Smith et al., 2000 in Jeremy, 2005) it was estimated that there were 5 million workers suffering the high level of stress at work. The study shows the important outcomes that approximately one in five workers reported stress arising from work. There were cause by excessive workloads or lack of managerial support, ill health and back pain, together with certain health related activities such as smoking and alcohol intake