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1 01 Comprehensive Approaches to Healthy Work Design and Well- Being A. Economic Issues and Concerns B. Total Worker Health C. Work Organization and Stress-Related Disorders Influence of economic factors on management and employment practices, the organization of work, job security, income disparity, and well-being Direct and indirect influences of national and international market structures on businesses, and other organizations Economic consequences of stressful working conditions and stress-related disorders for employers, employees, and society at large, including the costs of: illness, injury, disability, decreased health-related quality of life, and losses in organizational productivity and performance Economics of workplace interventions, including economic barriers to their implementation Promoting safety with productivity The contribution of occupational and non-occupational factors to health and safety problems in today s workplace Effects of integrated interventions that modify working conditions or the work environment as well as promote worker well-being and include both safety/health and organizational outcomes Strategies and best practices for assessing, implementing, and evaluating integrated prevention programs Training needs to advance research and practice relating to Total Worker Health Small- and medium-size enterprises: Occupational safety and health practices and intervention models for small- and medium-size enterprises Future challenges and directions relating to integrated prevention strategies Supportive work: Work settings that promote work-life balance, provide opportunities for career development, and foster a positive culture of health, where safety and employee well-being both on and off the job are prioritized, valued, and promoted Epidemiologic studies to explore how organizational practices and exposures to hazards at work influence risks for job stress and related disorders Development of improved methods and tools for job stress research, including surveillance instruments to better understand how the organization of work is changing How workplace stress contributes to illness and injury at work, and to the development of disease, including the study of intervening factors and laboratory-based research regarding underlying biological mechanisms Stress in understudied populations, occupations, and sectors The socioeconomic cost and burden of job stress Effective multilevel intervention strategies to prevent stress at work

2 02 National and International Initiatives, Laws, Regulations, Policies, and Collaborations; Global Standards A. Sustainable Work, Health, and Organizations B. Government / National Policies and International Collaborations C. Worker Protection Initiatives through Labor, Human Resource Management, and/or Benefits Organizational sustainability initiatives or practices that place a premium on occupational safety and health Strong, positive organizational culture as a driver to create a sustainable enterprise Threats to organizational sustainability, including: exposure to hazardous and stressful work arrangements, the associated health and safety consequences, and the resulting burdens to organizations and societies Salutogenic work arrangements associated with the ability of organizations and society to prosper Causes of unsustainable (i.e., dysfunctional, counterproductive) work environments Identifying and reporting organizational sustainability measures Adaptability of businesses and organizations to changing economic and other external forces Retraining existing workers as the jobs and tasks change, compared to replacing workers through lay-offs and new hires for the new tasks Global reporting standards Government and NGO initiatives National policies and guidelines National and international networks and collaborations International agreements (e.g., trade, climate change, peace, and immigration) and their effects on the health and safety of workers Labor-management initiatives Government-labor-business-university-NGO partnerships with communities Supply chain issues and OSH guarantees or lack of same Pay equity, and pay discrimination and other inequities Health, pension, and other benefits Leave policies: Paid leave, flexibility, and family-supportive work settings

3 03 Interventions in the Workplace A. Best Practices in Creating Healthy Workplaces B. Health Services and Health / Productivity Management C. Positive Psychology and Engagement in the Workplace D. Education and Training Interventions in Occupational Safety and Health E. r2p2r: Research -to-practice-to- Research Organizational, individual, and multilevel interventions Policy and legislative developments Organizational learning Corporate social responsibility Program evaluation studies Model programs Practitioner toolkits Evidence-based practice; evidence-based management Approaches that reach across boundaries, within and/or outside organizations, to address worker safety and health issues in a multipronged, interdisciplinary way. Participatory Action research and interventions Health promotion interventions and effectiveness Integrated prevention models EAPs [Employee Assistance Programs] Disability management, return to work, and job accommodations Workers compensation programs Vocational rehabilitation FMLA [Family Medical Leave Act] issues, disability benefits Stress management Hope, optimism, resilience, and locus of control Flow and optimal performance Psychological capital Mindfulness Individual and work group autonomy Graduate and undergraduate training in Occupational Health Psychology and related disciplines Teaching innovations Worker/employee training programs Apprentice training programs Apprentice-instructor training programs Career development programs Training evaluation Identification of research-to-practice and practice-based research needs Design, plan, and conduct studies or evaluate technologies regarding workplace policy, procedure, and/or practice Communicate and transfer policy, procedure, or practices to relevant users for implementation in the workplace Evaluate or demonstrate the impact of these efforts on improving worker safety and health Partnerships Technology transfer Communication Evaluation

4 04 Diversity and Inclusion in a Changing Workforce A. Workplace Diversity and Health Disparities B. Minority and Immigrant Workers C. Aging Workforce D. Individual Factors / Differences Changing workforce: Challenges and opportunities afforded by a gender-, age-, and ethnically diverse workforce Occupational health disparities; identifying the components of vulnerability and marginalization Gender identity, sexual orientation Promoting gender equality at work Culturally tailored prevention and intervention programs Diversity training Cultural competencies Race/ethnicity-related stressors Stress and immigrant status Differential exposures, and increased vulnerabilities to illness and injury Multiracial/ethnic workforces Job design for aging workers Productive aging at work Job retention and retraining Work capabilities and limitations High physical demands during emergency response Attitudes toward aging workers Implications of an aging workforce for a sustainable organization Disability management and accommodations Health benefit implications Risk tolerance and vulnerability Personality Coping styles Disposition Demographic factors 05 Workplace Mistreatment, Threats, and Violence A. Workplace Mistreatment and Threats B. Discrimination and Harassment C. Violence Incivility, bullying, intimidation, and threatening behavior Characteristics of perpetrators and victims Personal responses to mistreatment (e.g., reporting, coping, changing jobs) Sexual harassment Discrimination (e.g., gender, age, race/ethnicity, disability, sexual orientation, gender identity, religion) Violence perpetrated by customers, clients, patients, coworkers, etc. Extreme violence and work: Preparing for, coping with, and rebuilding after terror threats and workplace violence events Human Trafficking and Migrant Smuggling Violence prevention programs and other organizational interventions

5 06 Work Life Family A. Fit, Balance, Conflict, Spillover, and Enrichment B. Career Management and Decisions C. Interpersonal Relationships and Caregiving Determinants of work-life and/or work-family fit, balance, conflict, spillover, and enrichment Outcomes associated with work-life and/or work-family fit, balance, conflict, spillover, and enrichment Moderators and mediators of the relationship between work-life-family and health, safety, and well-being outcomes Career management resources and decisions in relation to work-life-family concerns Public and organizational benefits, policies, and practices Work and family issues for different life course stages and special populations Child, dependent, and parental care; formal and informal family supports Intimate partner violence Effects on children, other family members, and other relationships 07 Hazardous Work Environments and Safety A. High Risk Jobs; Vulnerable/at-risk Populations B. Safety Climate, Safety Management, and Training C. Workplace Injuries and Illnesses Hazardous work environments High-risk occupations (e.g., agriculture, forestry, and fishing; construction; emergency responders; health care; manufacturing; military; mining; oil and gas extraction; utilities; transportation; disaster rescue, recovery, and clean-up) Younger, older, immigrant, and other vulnerable workers in hazardous jobs Small- and medium-size enterprises: Disproportionately high fatalities, injuries, and illnesses, compared to larger organizations International emergencies/disasters: World-wide mobilization in the wake of disasters; protecting international aid workers Management commitment to safety Safety leadership, communication, and training Hazard identification and control Barriers to eliminating or mitigating workplace hazards Safety climate and culture Safety and health management systems Safety interventions and training Safety motivation Safe work practices and other safety-related outcomes Relationship between safety culture/climate and occupational safety and health management systems Work organization / work environment contributions to injuries and illnesses Traumatic injuries at work Cumulative trauma at work, i.e., work-related musculoskeletal disorders (MSDs) Workplace illnesses Changing trends in injuries and illnesses, including vulnerable populations

6 08 Organizationand Job-Level Environments, and Practices A. Job and Task Design B. Organizational Practices C. Social and Organizational Environment D. Non-Standard Employment Arrangements Physical demands Worker control Work pace and work overload Emotional labor Situational awareness Artificial intelligence New technologies: Remote working capabilities; workplace monitoring; scheduling software; mobile computing; the expanding range and capacity of computing and robots (e.g., driverless technology) Impact of technology on cognitive workload Continuous improvement Process reengineering Emerging technologies Lean production Downsizing and resizing Globalization Outsourcing Corporate social responsibility Organizational climate and culture Socio-technical systems Occupational safety and health management systems Social support Supervision and leadership Group dynamics Communication Organizational justice Individual psychological climate Psychosocial safety Whistleblower protections Union protections for workers Promoting strong safety, health, and environmental policies Culture of health Contract and temporary work Part-time and on-call work Seasonal work Self-employment / independent contractor Day laborers; other workers in a cash economy Dynamic employment patterns: Labor supply through crowdsourcing and a global human cloud of candidates; part-time, contingent, freelance (traditional and online), on-call, and contract work; multiple jobs; uncertainty in career pathways Electronically mediated work; electronically mediated payment Dual or intermediary contractors/employers for one job Dependent, or third-party contracts; zero-hour contracts Under- and over-employment Job insecurity Non-compete clauses Psychological contracts Union protections, or lack of same Safety and health implications of non-standard work arrangements

7 E. Work Scheduling Workplace interventions to reduce risks from shift work, long work hours, multiple jobs, and related workplace stress and fatigue issues Benefits or liabilities connected with alternate work schedules, flexible schedules, telework, telecommute, and compressed work Work schedule design and scheduling software 09 Workplace Stress and Related Outcomes A. Theoretical and Conceptual Issues in Job Stress B. Psychological and Biological Effects of Job Stress C. Traumatic Stress and Resilience D. Job Attitudes, Turnover, and Retention E. Sleep and Fatigue Personal, organizational, and cultural antecedents of stress Moderators of stress-outcome relationships Measurement of stress Theoretical / model developments Use of surveillance and big data to enhance theory and hypothesis testing Depression, suicide Burnout Musculoskeletal, gastrointestinal, cardiovascular, and immune system function Gender-related health concerns Obesity, diabetes, and metabolic syndrome Alcohol and substance abuse Physiological and psychological pathways to health outcomes Assessment, prevention, mitigation, and treatment of traumatic stress Resilience PTSD Treatment seeking and the barriers to obtaining treatment Stigma associated with seeking treatment Available resources and access to resources Psychological first aid Essential workers and emergency response Ability and willingness to report to work Employee engagement, job involvement, and job satisfaction Withdrawal intentions and behaviors Turnover & motivation Commitment Organizational citizenship behaviors Presenteeism Absenteeism Other health influences on turnover and retention Other positive work experiences Health, safety, and productivity implications of circadian disruption, other sleep disruptions, and sleep disorders Strategies to promote sleep health across the workforce Sleep recovery Sleep and fatigue issues during emergency response operations Using naps during work shifts Strategies for individuals with chronic conditions or medications that cause excessive worktime sleepiness

8 10 Research and Intervention Methods A. Research Methodology B. Prevention / Intervention Methods and Processes C. Translation and Dissemination Methods D. Health Communications Methods Innovative research designs Mixed-method research Multidisciplinary, interdisciplinary, and transdisciplinary research Measure development Case studies Econometric analysis Culturally-competent methods, e.g., measurement equivalence across diverse groups Longitudinal research Citizen Science and other crowdsourcing technologies Participatory Action research methods Intervention evaluation methods and standards Field intervention designs Engaging organizations in safety and health issues Community engagement Barriers and challenges to safety and health initiatives Adoption, effectiveness, and sustainability of interventions Innovative training methods and comparisons Gaining access to organizations and communities Modes for disseminating research findings to organizations Dissemination, implementation, and translation research Safety and health campaigns Multimedia communications Safety and health literacy 11 Emerging Issues A. Emerging Risks, Opportunities, and Paradigms in Work, Stress, and Health