Preschool Personnel Exposure to Occupational Noise

Publisher Copyright: © 2016 Darja Kaļužnaja et al., published by De Gruyter Open 2016.Increased noise, which is also below the occupational exposure values and is "hearing safe" noise, affects the exposed person's health as a non-specific stressor. Increased noise level also creates an environment for additional vocal apparatus load. The objective of this study was to determine preschool personnel occupational noise and its relationship with subjective health complaints. Data were obtained with survey assistance through subjective answers of respondents about health complaints and noise exposure among Riga preschool personnel. Objective noise measurements were made to assess real noise levels in the preschool environment. Data from 155 respondents and objective measurements of 37 preschool classrooms were obtained. The results showed that the average 8-h noise exposure among Riga preschool educational institutions was 70 dB(A), which did not exceed the Latvian work environment noise limits, but exceeded the 35-40 dB(A) noise limit in the educational environment guidelines recommended by the WHO. The survey results showed that loud noise is one of the most important workplace environmental factors (~70% of respondents feel a necessity to increase voice because of noise). A constant feeling of fatigue, headache, irritable feeling, and a desire to isolate oneself from others more often occurred in respondents exposed to increased noise, compared with those who noted that they were not exposed to increased noise. In general, loud noise was associated with increased subjective health complaints in preschool education institution personnel.publishersversionPeer reviewe

Pain Among Latvian Workers : General Prevalence vs. Registered Occupational Diseases

Funding Information: The study working conditions and risks in Latvia, 2017–2018 was carried out with the financial support of the European Union, European Social Fund, and the Latvian state project improvement of practical implementation and supervision of labor safety regulations (No. 7.3.1.0/16/I/001). Publishing expenses were covered by Riga Stradinš University. Funding Information: The authors thank the staff of the Institute of Occupational Safety and Environmental Health of Riga Stradinš University who contributed to data acquisition and analysis; and the medical personnel of the Centre of Occupational and Radiation Medicine of Paul Stradinš Clinical University Hospital for assessing OD cases, gathering statistics on occupational morbidity, and making it possible to analyze the data for research purposes. Publisher Copyright: Copyright © 2022 Kaluznaja, Reste, Vanadzins, Lakisa and Eglite.The problem of painful and disabling work-related musculoskeletal disorders (MSDs) is increasing in many employment sectors of Latvia. Official statistics may underestimate the proportion of affected employees, causing delays in preventive interventions, ineffective rehabilitation, and a reduction of the workforce. This study investigated the prevalence of painful health conditions among Latvian workers by analyzing survey data and comparing these to official statistics on registered occupational diseases (ODs). A total of 2,446 workers participated in the state-level “Work conditions and risks in Latvia, 2017–2018” survey that included questions about pain lasting longer than 3 days during the previous year. The frequency of subjective reports on the presence, severity, and location of pain and related behaviors was assessed in relation to sex, age, education, and job position. Descriptive statistics and cross tabulation with the chi-squared test as well as multinomial logistic regression were applied to the data. Overall, 27.7% of respondents (n = 678) reported experiencing pain, predominantly in the lower back (14.3%) and mostly moderate (47.1%) or severe (45.1%). Only one-fifth of respondents (20.5%) took sick leave from work and one-third (29.0%) did not take action to alleviate their pain. Participants aged 55–74 years had a significantly higher odds ratio (OR) for pain in at least one body region—including hands and legs—than those aged 18–24 years. Women had significantly higher odds of headache (OR = 2.55) and neck pain (OR = 1.85) than men. Respondents with a primary or elementary education level had higher odds of pain in at least one body region (OR = 1.60) and in the lower back (OR = 1.86), while those with secondary education had higher odds of pain in hands (OR = 1.51) than employees with higher education. Unskilled workers had significantly higher odds of pain in hands (OR = 2.42) and legs (OR = 2.12) than directors. Official data revealed a dramatic increase in the proportion of MSDs and related disabilities in the last decade, reaching 75.5% of all first registered ODs in 2019. These results demonstrate a high prevalence of painful conditions among Latvian employees; urgent attention to diagnostics, treatment, and prevention is needed to ensure the musculoskeletal health and productivity of this population.publishersversionPeer reviewe

Sickness Presenteeism among Employees Having Workplace Conflicts-Results from Pooled Analyses in Latvia

Funding Information: This publication has been developed with financing from the European Social Fund and the Latvian state budget within project no. 8.2.2.0/20/I/004 “Support for involving doctoral students in scientific research and studies” at Rīga Stradiņš University. Publisher Copyright: © 2022 by the authors.The study's objective was to investigate the associations between workplace conflicts and self-reported sickness presenteeism defined as going to work while being ill. Cross-sectional survey data pooled from four national surveys in years 2006, 2010, 2013 and 2018 with a study sample of 6368 employees (mean age 42.9 years and 52.9% females) were used. Respondents were randomly drawn from different regions and industries; therefore, the sample is representative of the working population of Latvia. The computer-assisted personal interviewing (CAPI) method was used to collect data at respondents' places of residence. The associations between conflicts in the workplace and presenteeism were analyzed by using binomial logistic regression and calculated as odds ratios (ORs) with 95% confidence intervals (CIs) adjusted (aOR) for gender, age, education, and survey year. On average, 11% of respondents reported sickness presenteeism during the last year. The odds of presenteeism significantly increased for all types of workplace conflicts, but most for conflicts with managers (OR = 2.84). The odds of presenteeism doubled for those reporting conflicts with other employees (OR = 2.19) and conflicts with customers (OR = 1.85). The odds of sickness presenteeism were significantly higher if the workplace conflicts occurred often (seven times for conflicts between managers and employees, and four times for conflicts with customers) and with other employees. Presenteeism frequency increased more than three times if respondents had more than two types of conflict at work. The results of this study show that having any type of conflict in the workplace significantly increases the frequency of sickness presenteeism, especially when conflicts are frequent or an employee has more types of conflicts in the workplace. The study results justify the need to implement targeted and effective workplace conflict management measures at the organizational level to decrease sickness presenteeism.publishersversionPeer reviewe

Impact of workplace conflicts on self-reported medically certified sickness absence in Latvia

Publisher Copyright: © 2021 by the authors. Licensee MDPI, Basel, Switzerland. Copyright: Copyright 2021 Elsevier B.V., All rights reserved.Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills.Peer reviewe

The Impact of Metal Age® Training Programme on the Well-Being of Latvian Office Workers

Publisher Copyright: © 2016 Dagmara Sprudža et al., published by De Gruyter Open 2016. Copyright: Copyright 2016 Elsevier B.V., All rights reserved.There are many factors that affect the well-being and health of employees and the productivity of organisations. The aim of this study was to determine the impact of the Metal Age training programme (MA®) on the well-being of office workers, including investigation of work ability, the stress-causing factors and role of leadership. The study was carried out using questions from four international questionnaires about stress, leadership, and work ability. The intervention group had a training course between the surveys using the ME® method. Several employee stress-causing factors were identified: bad relationship with their workmates was mentioned by 94% of workers; competitive and strenuous atmosphere - by more than 80%; psychological violence or bullying at the workplace by more than 80%, and more than 75% of employee's could not relax after work. Wellness and microclimate in the workplaces were on a relatively high level: the average rating of seven Kiva questions was 7.5. The respondent attitude after ME® did not change significantly. Latvian office workers displayed moderate and good work ability (Work Ability Index, WAI 34.5-38.6). The best work ability was shown in the age group from 20 to 49 (WAI 34.8-39.4); work ability decreased with age. The best correlation was observed between Work Ability Index and "get into situations, that invoke negative feelings" (r = 0.26) and "carrying out ongoing tasks because of other intervening or more urgent matters" (r = -0.24). After ME® the reaction to some stress-causing factors was improved.publishersversionPeer reviewe

The legislative backgrounds of workplace health promotion in three European countries : A comparative analysis

Publisher Copyright: © 2015 Šidagytė et al.; licensee BioMed Central.Background: This article investigates the legal database and theoretical basis of workplace health promotion (WHP) in three European countries: Finland, Latvia and Lithuania, and aims to find insights into effective WHP implementation. Methods: In November 2013, a stakeholders' survey was carried out. The questionnaire included questions about legal documents and non-legislative measures relevant to WHP, institutions and other bodies/organizations working in the field, WHP conception/definition, and implementation of WHP activities according to the enterprises' size. Results: Only Finland has adopted a specific law on occupational health care (separate from occupational safety). ILO conventions No. 161 (Occupational Health Services Convention) and No. 187 (Promotional Framework for Occupational Safety and Health Convention) are ratified only in Finland. In Finland, the Ministry of Social Affairs and Health acts as one ministry, while two Baltic countries have two separate ministries (one for health and another for social affairs). None of the countries has legally approved a definition of WHP. Latvia and Lithuania tend to separate WHP from other activities, whereas Finland integrates WHP into other occupational health and safety elements. Conclusions: Finland has a more extensive legislative and organizational background to WHP than Latvia and Lithuania. In defining WHP, all the countries refer to the Luxembourg Declaration on Workplace Health Promotion in the European Union. Finland's practice of integrating WHP into other occupational health and safety elements is important.publishersversionPeer reviewe

Prevalence of Psychosocial Risk Factors in Selected Industries in Latvia

Publisher Copyright: © 2016 Lasma Kozlova et al., published by De Gruyter Open 2016.The hypothesis of the study was that psychosocial risk factors are more common in industries involving intellectual work, such as education and public administration (Group 1), rather than in industries like construction, agriculture, and forestry where physical work is more common (Group 2). This hypothesis was confirmed and the important findings were that the most common psychosocial risk factors in Group 1 were staff conflicts, conflicts with managers and clients, also lack of time and having to communicate with clients during the working day. Violence, especially physical and psychological violence was a common risk factor in Group 1; mostly the client caused the violence. In Group 2 the most common psychosocial risk factors were overtime work, conflicts with managers, lack of time and having to communicate with clients during the working day. Overtime work was the most common risk factor in construction, agriculture, and forestry industries.publishersversionPeer reviewe

Pētījuma "Darba apstākļi un riski Latvijā 2019–2021" gala ziņojums

Pētījums veikts Eiropas Sociālā fonda projekta "Darba drošības normatīvo aktu praktiskās ieviešanas un uzraudzības pilnveidošana" Nr. 7.3.1.0/16/I/001 ietvaros. Pasūtītājs: Valsts darba inspekcija.Pētījuma “Darba apstākļi un riski Latvijā 2019-2021” mērķis bija noskaidrot aktuālo situāciju darba attiecību un darba aizsardzības jomā, analizēt iegūtos datus dinamikā un izstrādāt priekšlikumus tiesiskā regulējuma vai tā praktiskās ieviešanas uzlabošanai. Identificējot būtiskākos problēmu cēloņus un iespējamos risinājumus, pētījums sniedz informāciju, kas palīdz īstenot kvalitatīvu un uz mērķi orientētu politiku darba attiecību un darba aizsardzības jomā. Pētījums tika veikts darbības programmas „Izaugsme un nodarbinātība” 7.3.1. specifiskā atbalsta mērķa „Uzlabot darba drošību, it īpaši bīstamo nozaru uzņēmumos” projekta „Darba drošības normatīvo aktu praktiskās ieviešanas un uzraudzības pilnveidošana” (Nr. 7.3.1.0/16/I/001) ietvaros.Pētījums tika veikts darbības programmas „Izaugsme un nodarbinātība” 7.3.1. specifiskā atbalsta mērķa „Uzlabot darba drošību, it īpaši bīstamo nozaru uzņēmumos” projekta „Darba drošības normatīvo aktu praktiskās ieviešanas un uzraudzības pilnveidošana” (Nr. 7.3.1.0/16/I/001) ietvaros

Study "Working Conditions and Risks in Latvia 2019–2021" Final Report

The study was carried out within the framework of the project “Improvement of the Practical Application and Monitoring of Work Safety Laws and Regulations” (No 7.3.1.0/16/I/001). Contracting Authority: State Labour InspectorateThe aim of the study “Working Conditions and Risks in Latvia 2019–2021” was to find out the current situation in the field of labour relations and occupational health and safety, to dynamically analyse the data obtained and to develop proposals to improve the legal framework or the practical implementation thereofThis study was carried out within the framework of the project “Improvement of the Practical Application and Monitoring of Work Safety Laws and Regulations” (No 7.3.1.0/16/I/001) under the specific aid objective 7.3.1 “To improve work safety, especially in enterprises of hazardous sectors” of the operational programme “Growth and Employment

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills