Changes in kinematics and work physiology during progressive lifting in healthy adults

Purpose: To analyze progression of changes in kinematics and work physiology during progressive lifting in healthy adults. Methods: Healthy participants were recruited. A standardized lifting test from the WorkWell Functional Capacity Evaluation (FCE) was administered, with five progressive lifting low series of five repetitions. The criteria of the WorkWell observation protocol were studied: changes in muscle use (EMG), heart rate (heart rate monitor), base of support, posture and movement pattern (motion capture system). Repeated measures ANOVA's were used to analyze changes during progressive workloads. Results: 18 healthy young adults participated (8 men, 10 women; mean age 22 years). Mean maximum weight lifted was 66 (+/- 3.2) and 44 (+/- 7.4) kg for men and women, respectively. With progressive loads, statistically significant (p < 0.01) differences were observed: increase in secondary muscle use at moderate lifting, increase of heart rate, increase of base of support and movement pattern changes were observed; differences in posture were not significant. Conclusions: Changes in 4 out of 5 kinematic and work physiology parameters were objectively quantified using lab technology during progressive lifting in healthy adults. These changes appear in line with existing observation criteria

Influence of respiration frequency on heart rate variability parameters:A randomized cross-sectional study

BACKGROUND: Many patients visiting physiotherapists for musculoskeletal disorders face psychosocial challenges which may form a large barrier to recover. There are only a limited number of evidence based psychosocial therapies, but they are mainly based on breathing exercises. OBJECTIVE: to study which respiration frequency would lead to the highest relaxation, reflected in vagal tone derived from the heart rate variability (HRV) in healthy subjects. METHODS: A randomized controlled cross sectional study was performed. Respiration cycles of four, five, six, seven and eight breaths per minute (BPM) were delivered in randomized order for two minutes each. HRV metrics were measured during the sessions with electrocardiogram (ECG). Repeated Measures ANOVA's were performed to analyze differences between breathing frequencies. RESULTS: 100 healthy volunteers were included (40 male). Standard Deviation of inter beat intervals (SDNN) values were significantly highest at 5 BPM, whereas the Root Mean Square of Successive Differences (RMSSD) values appeared highest at 7 breaths per minute (p < 0.01). High Frequency (HF) power was lowest at 4 BPM, whereas Low Frequency (LF) power was not significantly influenced by respiration frequency. CONCLUSIONS: Breathing at a frequency of 5 to 7 breaths per minute leads to highest HRV values, but there is no single respiration ratio that maximizes all metrics. Physiotherapists may use five to seven BPM as guidance to determine ideal breathing frequencies

The Effect of Osteoarthritis of the Hip or Knee on Work Participation

In our systematic literature search, we included studies involving patients with hip or knee osteoarthritis (OA) and outcome measures of work participation. Methodological quality was assessed using 11 criteria; a qualitative data analysis was performed. Fifty-three full-text articles were selected out of 1861 abstracts; finally, data were extracted from 14 articles. Design, populations, definitions, and measurements in the studies showed large variations; work outcomes were often only secondary objectives. The outcomes were summarized as showing a mild negative effect of OA on work participation. Many patients had paid work and managed to stay at work despite limitations. However, research on the effect of OA on work participation is scarce and the methodological quality is often insufficient. The longitudinal course of work participation in individuals with OA has not been described completely. (First Release June 15 2011; J Rheumatol 2011;38:1835-43; doi:10.3899/jrheum.101210

Ethical Considerations of Using Machine Learning for Decision Support in Occupational Health:An Example Involving Periodic Workers' Health Assessments

Purpose Computer algorithms and Machine Learning (ML) will be integrated into clinical decision support within occupational health care. This will change the interaction between health care professionals and their clients, with unknown consequences. The aim of this study was to explore ethical considerations and potential consequences of using ML based decision support tools (DSTs) in the context of occupational health. Methods We conducted an ethical deliberation. This was supported by a narrative literature review of publications about ML and DSTs in occupational health and by an assessment of the potential impact of ML-DSTs according to frameworks from medical ethics and philosophy of technology. We introduce a hypothetical clinical scenario from a workers' health assessment to reflect on biomedical ethical principles: respect for autonomy, beneficence, non-maleficence and justice. Results Respect for autonomy is affected by uncertainty about what future consequences the worker is consenting to as a result of the fluctuating nature of ML-DSTs and validity evidence used to inform the worker. A beneficent advisory process is influenced because the three elements of evidence based practice are affected through use of a ML-DST. The principle of non-maleficence is challenged by the balance between group-level benefits and individual harm, the vulnerability of the worker in the occupational context, and the possibility of function creep. Justice might be empowered when the ML-DST is valid, but profiling and discrimination are potential risks. Conclusions Implications of ethical considerations have been described for the socially responsible design of ML-DSTs. Three recommendations were provided to minimize undesirable adverse effects of the development and implementation of ML-DSTs

Predictive value of Heart Rate Variability measurements and the Brief Resilience Scale for workability and vitality

BACKGROUND: Sustainable employability is increasingly important with current socio-economic challenges. Screening for resilience could contribute to early detection of either a risk, or a protector for sustainable employability, the latter being operationalized as workability and vitality.OBJECTIVE: To study the predictive value of Heart Rate Variability (HRV) measurements and the Brief Resilience Scale (BRS) for worker self-reported workability and vitality after 2-4 years.METHODS: Prospective observational cohort study with mean follow-up period of 38 months. 1,624 workers (18-65 years old) in moderate and large companies participated. Resilience was measured by HRV (one-minute paced deep breathing protocol) and the BRS at baseline. Workability Index (WAI), and the Vitality dimension of the Utrecht Work Engagement Scale-9 (UWES-9-vitality) were the outcome measures. Backward stepwise multiple regression analysis (p &lt; 0.05) was performed to evaluate the predictive value of resilience for workability and vitality, adjusted for body mass index, age and gender.RESULTS: N = 428 workers met inclusion criteria after follow-up. The contribution of resilience, measured with the BRS, was modest but statistically significant for the prediction of vitality (R2 = 7.3%) and workability (R2 = 9.2%). HRV did not contribute to prediction of workability or vitality. Age was the only significant covariate in the WAI model.CONCLUSION: Self-reported resilience modestly predicted workability and vitality after 2-4 years. Self-reported resilience may provide early insight into the ability of workers to stay at work, although caution must be applied because explained variance was modest. HRV was not predictive.</p

Creating a Decision-Making Tool for Strategic Purchasing. A case study of SKF

The purchasing function has for the past decades been subject to forces shifting the internal strategic balance in its favor. Earlier having been seen as no more than a support function, the purchasing departments today carry a crucial role in realizing the overall corporate strategy. While organizations have adapted to the increased complexity of global sourcing, there still exist conceptual underdevelopment regarding how to decide the approach towards purchasing. Where the scope for supplier relationships ranges from short- to long-term, this thesis investigate an approach that falls in the middle - namely strategic purchasing. The purpose of this thesis was to develop a tool for organizations to evaluate characteristics of their purchases, which then would guide towards choosing the right purchasing approach. By doing a case study of SKF and conducting 21 semi-structured interviews, the thesis contributes in two major ways. First, the theoretical definition of strategic purchasing was compared to real-life practice, improving the concept’s empirical accuracy. Second, a multitheoretical approach was adopted to develop a framework identifying potential for strategic purchasing. The findings show how strategic purchasing deviates from theory in that a longterm focus can be achieved without committing to supplier relations. Further, the findings specify that Strategic Importance, Supply Complexity, Customization, Supply Market Volatility and Technological Uncertainty are five dimensions of characteristics that should be evaluated to provide guidance for the purchasing department. Last, a call for further research into the role of social capital as well as the measurability of the proposed framework is given.MSc in International Business and Trad

The Emergence of the Corporate Form

The Dutch East India Company (VOC) is generally viewed as the first modern corporation, yet its 1602 charter did not introduce all features of legal personality. A detailed historical analysis reveals how its statute proved inadequate to sustain the massive military investment needed to secure a strong trade position in Asia. In response, legal innovations were introduced in the subsequent twenty years. In 1612, state intervention overruled shareholder rights and created capital lock-in. The associated loss of control by shareholders was ultimately compensated by long-term profits, as the escalated commitment to Asia allowed the VOC to outperform its competitors. Once capital became permanent, VOC directors needed and gained the final corporate feature of general limited liability in 1623. We argue that this transition could be achieved while preserving private interests because the Dutch Republic’s limited form of government protected long term private capital, while autocratic colonial powers maintained a royal monopoly on colonial trade. The English East India Company adopted the much-admired Dutch model only half a century later, as the crown became subject to parliamentary control. By then the Dutch grip on South-East Asia had become entrenched, leading its competitors to focus elsewhere