Showing papers in "Journal of Occupational Health Psychology in 1998"
TL;DR: Results suggest that psychological job characteristics are more similar across national boundaries than across occupations.
Abstract: This article consists of three parts. Part 1 discusses the Job Content Questionnaire (JCQ), designed to measure scales assessing psychological demands, decision latitude, social support, physical demands, and job insecurity. Part 2 reports the cross-national validity, for men and women, of the JCQ scales in six broadly representative populations from four advanced industrial societies: the United States, Canada, the Netherlands and Japan. JCQ scale means, standard deviations, reliabilities and correlations are compared. Part 3 reviews comparison of the intercountry and interoccupation differences in the scales, discusses specific scales issues and discusses the implications of the study for interpretation of psychosocial job asessment questionnaires.
3,571 citations
TL;DR: 3 job stressor scales (Interpersonal Conflict at Work Scale, Organizational Constraints Scale, and Quantitative Workload Inventory) and 1 job strain scale (Physical Symptoms Inventory).
Abstract: Despite the widespread use of self-report measures of both job-related stressors and strains, relatively few carefully developed scales for which validity data exist are available. In this article, we discuss 3 job stressor scales (Interpersonal Conflict at Work Scale, Organizational Constraints Scale, and Quantitative Workload Inventory) and 1 job strain scale (Physical Symptoms Inventory). Using meta-analysis, we combined the results of 18 studies to provide estimates of relations between our scales and other variables. Data showed moderate convergent validity for the 3 job stressor scales, suggesting some objectively to these self-reports. Norms for each scale are provided.
1,817 citations
TL;DR: The authors comment on recent reviews of cardiovascular job strain research, which conclude that job strain as defined by the demand-control model is confirmed as a risk factor for cardiovascular mortality in a large majority of studies.
Abstract: The authors comment on recent reviews of cardiovascular job strain research by P. L. Schnall and P. A. Landsbergis (1994), and by T. S. Kristensen (1995), which conclude that job strain as defined by the demand-control model (the combination of contributions of low job decision latitudes and high psychological job demands) is confirmed as a risk factor for cardiovascular mortality in a large majority of studies. Lack of social support at work appears to further increase risk. Several still-unresolved research questions are examined in light of recent studies: (a) methodological issues related to use of occupational aggregate estimations and occupational career aggregate assessments, use of standard scales for job analysis and recall bias issues in self-reporting; (b) confounding factors and differential strengths of association by subgroups in job strain-cardiovascular disease analyses with respect to social class, gender, and working hours; and (c) review of results of monitoring job strain-blood pressure associations and associated methodological issues.
466 citations
TL;DR: It is concluded that closer attention to measurement-related issues is critical to the advancement of knowledge in the field and important needs include the identification and more frequent use of objective measures and the increased use of triangulation strategies.
Abstract: This article examines assessment approaches and specific measures used by job-stress researchers to characterize aspects of work and the working environment (potential job stressors) and workers' reactions to these working conditions (strains). Self-report instruments, observational approaches, and physiological indicators are described. Problematic areas (e.g., the use of overlapping stressor and strain measures) and contemporary issues affecting job stress assessment (e.g., negative affectivity) are discussed. Recommendations regarding instrument selection and measurement improvements are offered. It is concluded that closer attention to measurement-related issues is critical to the advancement of knowledge in the field. Important needs include the identification and more frequent use of objective measures, the increased use of triangulation strategies, and a careful examination of the adequacy of existing constructs and measures for capturing the demands of contemporary work.
348 citations
TL;DR: It is found that men report greater retirement satisfaction than women, although the difference is small, and this results underscore the importance of a life course focus on gendered pathways to and through life transitions such as retirement.
Abstract: Using a life course perspective in integrating 2 theories of retirement satisfaction--role theory and continuity theory--this study draws on a sample of retired men (n = 244) and women (n = 214), ages 50-72, to investigate factors contributing to the quality of their retirement experience. Overall, we find that men report greater retirement satisfaction than women, although the difference is small. For women, increased retirement quality is associated with good health, a continuous career (fewer years spent in part-time employment), an early retirement (though not earlier than anticipated), and a good postretirement income. For men, the key correlates with retirement quality are good health, an enjoyable preretirement job, low work-role salience, substantial preretirement planning, and retiring for internally motivated reasons (e.g., to do other things). These results underscore the importance of a life course focus on gendered pathways to and through life transitions such as retirement.
283 citations
TL;DR: It is concluded that studies that control for the nuisance aspects of trait NA may underestimate the impact of the work environment on strain.
Abstract: The demand-control/support model of work stress was tested in a sample of 419 correctional officers. The results suggest a link between certain work characteristics (high demands, low control, and low support) and strain symptoms (e.g., psychological distress, job dissatisfaction) as well as with negative affectivity (NA). On the other hand, other job characteristics (high demands and high control) were associated with positive behavioral outcomes (seeking feedback, looking at work as a challenge). Workers in high-isolation strain jobs with the greatest work exposure showed higher levels of strain and NA than workers with less experience working in the same job. Results suggest that work experience may affect long-term personality evolution. It is concluded that studies that control for the nuisance aspects of trait NA may underestimate the impact of the work environment on strain.
225 citations
TL;DR: The pressure management indicator (PMI) as discussed by the authors is a 120-item self-report questionnaire developed from the Occupational Stress Indicator (OSI), which is more reliable, more comprehensive, and shorter than the OSI.
Abstract: The study of occupational stress is hindered by the lack of compact and comprehensive standardized measurement tools. The Pressure Management Indicator (PMI) is a 120-item self-report questionnaire developed from the Occupational Stress Indicator (OSI). The PMI is more reliable, more comprehensive, and shorter than the OSI. It provides an integrated measure of the major dimensions of occupational stress. The outcome scales measure job satisfaction, organizational satisfaction, organizational security, organizational commitment, anxiety--depression, resilience, worry, physical symptoms, and exhaustion. The stressor scales cover pressure from workload, relationships, career development, managerial responsibility, personal responsibility, home demands, and daily hassles. The moderator variables measure drive, impatience, control, decision latitude, and the coping strategies of problem focus, life work balance, and social support.
209 citations
TL;DR: This article provides a commentary on 5 articles in the special section that marshal a substantial amount of information about 4 instruments for measuring work stress from the perspective of psychosocial epidemiology and highlights the differences between the environmental and the psychological traditions of studying stress and health.
Abstract: This article provides a commentary on 5 articles in the special section that marshal a substantial amount of information about 4 instruments for measuring work stress. The perspective is that of psychosocial epidemiology and highlights the differences between the environmental and the psychological traditions of studying stress and health. Several issues are addressed: (a) placing the 4 measures in a broader taxonomy of dimensions of work environment and evaluating the measures in that context, (b) discussing alternative strategies for measuring job strains, (c) analyzing some of the issues in the triviality debate, and (d) reconsidering a number of issues in the ongoing debate about "subjective" versus "objective" measurement approaches to work dimensions.
183 citations
TL;DR: Increasing job control could, in principle, lower risks of heart disease for all employees, because the personal characteristics were not confounders, intermediate factors, or effect modifiers.
Abstract: This study examined the role of several personal characteristics in the association between low job control and coronary heart disease among male and female British civil servants. The logistic regression analyses were based on a prospective cohort study (Whitehall II), comprising 6,895 men and 3,413 women, age 35-55 years. Men and women with low job control at baseline had 1.5 to 1.8 higher risks of new heart disease during the 5.3-year follow-up. Psychological attributes, such as hostility, negative affectivity, minor psychiatric disorder, and coping, affected this association very little. The personal characteristics were not confounders, intermediate factors, or effect modifiers. Hence, increasing job control could, in principle, lower risks of heart disease for all employees.
157 citations
TL;DR: In this article, the authors examined the impact of a number of job stressors, including sexual harassment and gender-based discrimination, on female construction workers' level of job satisfaction and psychological and physical health.
Abstract: The authors examined the impact of a number of job stressors, including sexual harassment and gender-based discrimination, on female construction workers' level of job satisfaction and psychological and physical health. Results from a telephone survey with 211 female laborers indicated that having responsibility for others' safety and having support from supervisors and male eoworkers was related to greater job satisfaction. Increased reported psychological symptoms were also related to increased responsibility, as well as skill nndemtilization, experiencing sexual harassment and gender-based discrimination from supervisors and coworkers, and having to overcompensate at work. Perceptions of overcompensation at work and job uncertainty were positively associated with self-reports of insomnia. Finally, sexual harassment and gender discrimination were positively related to reports of increased nausea and headaches. Even though work-related injury rates in the construction industry have been declining, they are still 50% higher than the average for all private industry (Center to Protect Workers' Rights, 1997). Given the risks associated with working in construction, it is somewhat surprising that in comparison with other occupations, there is less published research looking at the health and safety of construction workers, particularly in the area of job stress and related health and safety outcomes. More to the point for the research reported in this article, the literature published has not looked at job stress and adverse outcomes for female construction workers. This, however, is not surprising given the relatively small amount of overall research attention paid to, and insufficient data on, job stress among women working in nontraditional occupations (Keita & Hurrell,
144 citations
TL;DR: In this paper, the authors used observational job analysis as a conceptually based technique to measure stress factors unbiased by worker appraisal with 81 transit driving tasks on 27 transit lines and found associations for high work barriers and sickness absences (odds ratio [OR]=3.8, p=3.05).
Abstract: The authors used observational job analysis as a conceptually based technique to measure stress factors unbiased by worker appraisal with 81 transit driving tasks on 27 transit lines. Stressor dimensions included work barriers that interfere with task performance due to poor technical-organizational design, time pressure, time binding (autonomy over time management), and monotonous conditions. Line-specific average stressor values were assigned to 308 transit operators who mainly worked the particular line. Logistic regression analyses showed associations for high work barriers and sickness absences (odds ratio [OR]=3.8, p=.05). There were elevated risks for work accidents for high time pressure operators (OR=4.0, p=.04) and for the medium time-binding group (OR=3.3, p=.04) and significant (alpha=.20) unadjusted interaction terms for barriers and time pressure in predicting accidents and absences, and barriers and time binding in predicting absences. Findings suggest guaranteed rest breaks and flexible timing for accident prevention and removal of work barriers for reducing absenteeism.
TL;DR: In this article, the strengths and limitations of 8 job stress measures are briefly reviewed, and the Job Stress Survey (JSS), designed to assess the severity and frequency of occurrence of 30 specific sources of occupational stress, is described in some detail.
Abstract: Person-environment fit and demand-control theoretical models developed to explain stress and strain in the workplace have guided the construction of most measures of occupational stress. The strengths and limitations of 8 job stress measures are briefly reviewed, and the Job Stress Survey (JSS), designed to assess the severity and frequency of occurrence of 30 specific sources of occupational stress, is described in some detail. Factor analyses of responses to the JSS items identified Job Pressure and Lack of Organizational Support as major dimensions of occupational stress for male and female employees in a wide variety of work settings. JSS Index, scale, subscale, and item scores assess general and specific aspects of the work environment that are most distressing for individual workers and that adversely affect groups of employees.
TL;DR: Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment and perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment onSexualized harassment.
Abstract: The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.
TL;DR: It is found that gender harassment is a commonplace workplace stressor that warrants serious attention and is negatively correlated with job satisfaction and positively associated with an index of distress.
Abstract: This study tested the hypotheses that gender harassment is related to decreased job satisfaction and increased distress, and that White and minority women differ in their responses to it, in a sample of 385 women office workers. Over 70% reported exposure to gender harassment at work. As predicted, frequency of harassment was negatively correlated with job satisfaction and positively associated with an index of distress, assessed by self-reported somatic complaints, the Center for Epidemiological Studies Depression Scale (L. S. Radloff, 1997), and the reported use of alcohol for palliative coping. Minority status was unrelated to frequency of reported harassment or to responses to it. The tendency to focus on negative aspects of self and environment (negative affectivity) was statistically controlled. Findings indicate that gender harassment is a commonplace workplace stressor that warrants serious attention.
TL;DR: Although several measures favored 12-hr shifts, physical health indicators appeared to favor 8-hr systems, especially in combination with late changeovers, however, the observed effects of shift length on chronic outcome measures are somewhat inconsistent with previous research findings.
Abstract: The effects on industrial shift workers of the timing of the changeover from the night to morning shift and of the length of the shift were examined. Two groups changed over at 6 a.m. and worked either 8-hr or 12-hr shift systems; the other 2 groups changed over at 7 a.m., working either 8- or 12-hr systems. Night sleeps between consecutive shifts that started at 6 a.m. were shorter and more disrupted than those starting at 7 a.m. Day sleeps following night shifts that finished at 6 a.m. were longer and less disrupted than those finishing at 7 a.m. Early starts were associated with poorer psychological and physical health. These effects of changeover time are considered in relation to the circadian rhythms in sleep duration and propensity. Although several measures favored 12-hr shifts, physical health indicators appeared to favor 8-hr systems, especially in combination with late changeovers. However, the observed effects of shift length on chronic outcome measures are somewhat inconsistent with previous research findings.
TL;DR: A transactional approach was used to examine stress and coping among oncology nurses, and nine work stress clusters were identified: Physician-Related Stress, Organizational Factors, Observing Suffering, Ethical Concerns, Death and Dying, Carryover Stress, Negative Self-Thoughts, Inadequate Resources, and Coworker Stress.
Abstract: A transactional approach was used to examine stress and coping among 59 oncology nurses. Nine work stress clusters were identified: Physician-Related Stress, Organizational Factors, Observing Suffering, Ethical Concerns, Death and Dying, Carryover Stress, Negative Self-Thoughts, Inadequate Resources, and Coworker Stress, with the first 3 rated as most frequent and most intense. Ten coping clusters were also identified: Coworker Support, Positive Reappraisal, Developing a Growth Perspective, Positive Involvement in Treatment, Affective Regulation, Balancing Work Stress, Negative Coping, Apathy, Withdrawal, and Catharsis, with the first 3 rated as most frequently used and most effective. The relationships among the clusters, as well as the theoretical and clinical implications of these results, were discussed.
TL;DR: Both sexes had significantly higher adrenaline, noradrenaline, and cortisol excretion levels during work than during the comparison session; during work and inactivity, there were no significant sex differences in hormone excretion for either hormone.
Abstract: Male and female urban bus drivers were studied at work during everyday bus driving in urban traffic (work condition) and watching educational programs (comparison condition). The results showed that (a) both sexes had significantly higher adrenaline, noradrenaline, and cortisol excretion levels during work than during the comparison session; (b) during work and inactivity, there were no significant sex differences in hormone excretion for either hormone; (c) the percentage increase during work compared with control levels for all hormones was equally high in the female group as in the male group; and (d) there were no significant sex differences in self-reported mood (distress, well-being, control) during bus driving. The results are discussed in terms of type and intensity of stressors, gender differences in costs of adaptation, preventive measures, and the role of social influences in psychoneuroendocrine regulation.
TL;DR: The authors hypothesized that during the course of the intervention, the initially elevated indexes of occupational stress in the intervention group would be reduced to levels equivalent to those of the comparison group.
Abstract: This study evaluated how urban bus drivers' well-being was affected by technical interventions designed to improve the traffic environment of an urban bus route. Three questionnaires were distributed; 8 drivers at the intervention route (mean age 43 years) and 13 demographically matched comparison drivers (mean age 39 years) participated at all occasions. Field studies at work were conducted twice, with 10 intervention route drivers (mean age 43 years) and 31 comparison drivers (mean age 42 years). The authors hypothesized that during the course of the intervention, the initially elevated indexes of occupational stress in the intervention group would be reduced to levels equivalent to those of the comparison group. The hypothesis was confirmed for perceived workload in the questionnaire, observer-rated job hassles, systolic blood pressure and heart rate at work, and perceived distress after work in the field study. Language: en
TL;DR: The ways bus drivers cope with these varying and conflicting demands are addressed in this article, which uses data from 4 interrelated studies.
Abstract: Adhering to the schedule, providing service to passengers, and driving safely are among the most important psychosocial demands of the bus driver's job. The ways bus drivers cope with these varying and conflicting demands are addressed in this article, which uses data from 4 interrelated studies. In a large-scale questionnaire study (Study 1), behavioral styles in coping with these psychosocial demands were identified. Next, in Studies 2 and 3, the relations of these styles with well-being and health status were examined. Study 4 addressed the coping process during work itself by examining the relations among objective workload indicators, perceived effort, and psychophysiological stress reactions during work.
TL;DR: This article offers a brief summary of the articles in this special issue, plus it provides a rationale for the scientific study of urban bus operation.
Abstract: This article offers a brief summary of the articles in this special issue, plus it provides a rationale for the scientific study of urban bus operation. Among the reasons to study urban transit operators are the following: Multimethodological, international data show that urban bus driving is an unhealthy occupation; psychosocial and environmental characteristics of the transit work setting portend ill health, plus these characteristics are readily discernible to the public; urban transit workforces well represent blue-collar populations; despite widespread changes in the nature of work related to technological innovations, mass-transit operation is likely to remain stable, and the "health" of the mass-transit industry has important implications for societal well-being; and finally, bus driving illustrates several important methodological challenges. The article concludes with an overview of future research. Language: en
TL;DR: Reports of violent incidents in British pubs and bars were studied by using logical pathway modeling to provide information on the processes underlying work-related violence to assist in the design of strategies to reduce the risk from future violence.
Abstract: Five hundred five reports of violent incidents in British pubs and bars were studied by using logical pathway modeling to provide information on the processes underlying work-related violence. Logical pathway modeling is innovative in examining and mapping sequences in real incidents at a population level. The data reveal the most common pathway to be misbehavior by customers, intervention by staff (before any physically violent act), physical attack on staff, and injury to staff. The data also highlight the likelihood of further action after assailants have exited and identify stages in incidents at which most staff and customer injuries and damage to property occur. Results assist in the design of strategies to reduce the risk from future violence, particularly by training staff to recognize and to handle potentially violent situations and to maintain vigilance and security following problem incidents.
TL;DR: In this paper, the authors introduce a special section on the measurement of stress in occupational and work environments, and discuss stress as a creatively ambiguous term that, nonetheless, has important medical, behavioral, and psychological health consequences for people at work as well as away from work.
Abstract: This article introduces a special section on the measurement of stress in occupational and work environments. It discusses stress as a creatively ambiguous term that, nonetheless, has important medical, behavioral, and psychological health consequences for people at work as well as away from work. The article discusses the importance of multiple medical and psychological measures for occupational stress assessments and offers an abbreviated conceptual framework for such measures. The 5 articles and 1 commentary that compose the section are briefly introduced.
TL;DR: A broader approach is needed, acknowledging the relationship between health of the system and health of employees, including redesigning the interface between transit systems and the urban environment and organizational change within companies.
Abstract: Urban transit operators' medical symptoms and conditions exceed other occupational groups, resulting partly from working conditions. Medical outcomes among operators have an impact on the transit system, including on performance, work attendance, and medical costs. This is exacerbated by external economic and political pressures in which expected service often exceeds the system's capacity in a congested, chaotic urban environment. A vicious cycle of poor working environment, reduced health and well-being among operators, and lowered efficiency and increased costs often results. Operator-health policies focusing solely on individuals are not sufficient to address these problems. A broader approach is needed, acknowledging the relationship between health of the system and health of employees, including redesigning the interface between transit systems and the urban environment and organizational change within companies. This comprehensive approach recognizes the dynamic reciprocity among the transit operators, the transit system, and the larger community.
TL;DR: Women with high career momentum were in higher status jobs and viewed their work as more central to their identity than women who were maintaining or decreasing their career momentum.
Abstract: Women (N = 83) in their early 50s indicated whether they were increasing, maintaining, or decreasing momentum in their career. On the basis of their career momentum, women were classified into 3 groups and compared on work and family patterns, the importance of work to their identity, personality characteristics, and psychological well-being. Women with high career momentum were in higher status jobs and viewed their work as more central to their identity than women who were maintaining or decreasing their career momentum. Also, women with high career momentum scored higher on measures of self-acceptance, independence, and effective functioning in their early 50s and also rated their physical health higher than the other groups. Prospective longitudinal analyses showed that personality and life context patterns differentiated among the career momentum groups as far back as 30 years before the assessment of career momentum. The significance of the results for women's career development in midlife and coping with retirement is discussed.
TL;DR: There is support for the stability and usefulness of the interview for most types of work concerning the 3 categories of mental demands: routine, active knowledge, and problem solving/creativity.
Abstract: This study presented and evaluated an interview method for the analysis of tasks included in a work situation. What mental demands and possibilities do the work tasks give rise to? When was the work more or less automatic? When was use of active knowledge required? When were problem solving and planning needed? The study included an assessment of the interobserver reliability of the interviews with employees from 5 different careers: bus drivers (n = 10), home service workers (n = 32), carpenters (n = 11), farmers (n = 14), and teachers (n = 26). The extent to which this method can be reproduced in studies of different occupations is discussed. The interobserver reliability was good (.75-.82). There is support for the stability and usefulness of the interview for most types of work concerning the 3 categories of mental demands: routine, active knowledge, and problem solving/creativity.
TL;DR: Results suggest that a group psychoeducational program involving learning of general coping skills primarily and pain coping skills secondarily produces an effective approach for the management of chronic pain.
Abstract: This study provided outcome data measuring variables of a psychoeducational group approach to self-management of 88 chronic pain patients and 25 controls. Most of the injuries were back injuries and work related. At the completion of the 16 group sessions, patients reported decreased depression, pain severity, interference, and affective distress and increased life control and general activity. At 1-year follow-up, there was continued increased return to work, lowered workers' compensation, fewer health care visits, and less prescribed pain medication than demographically similar controls. Results suggest that a group psychoeducational program involving learning of general coping skills primarily and pain coping skills secondarily produces an effective approach for the management of chronic pain.
TL;DR: Electroencephalographic and cardiovascular response and recovery to simulated headlight glare (the glare pressor test) were examined in 4 groups of male professional drivers, with the aim of assessing sensitization to this night driving stressor in relation to degree of cardiovascular disease severity.
Abstract: Previous studies have shown that young, healthy professional drivers show heightened central nervous system arousal and cardiovascular hyperreactivity to simulated headlight glare. Electroencephalographic and cardiovascular response and recovery to simulated headlight glare (the glare pressor test) were examined in 4 groups of male professional drivers (age 25-52 years)--12 with ischemic heart disease (IHD), 12 with hypertension (HTN), 10 with borderline hypertension (BHTN), and 34 who were healthy--and in 23 non-professional driver controls--with the aim of assessing sensitization to this night driving stressor in relation to degree of cardiovascular disease severity. After glare exposure the IHD drivers showed the most pronounced alpha blockade, a rise in diastolic blood pressure (DBP; p < .05), and, unlike the other groups, a persistent fall in finger pulse volume (p < .02). The BHTN group reacted initially with DBP rise and finger pulse drop (ps < .05 and .02, respectively), mainly without central nervous system arousal. The DBP remained constant in normotensive professional drivers older than 40. The drivers' cardiovascular responses to glare were inversely related to reported stressors and subjective experience. Anxiety trait and long work hours were associated with heightened central arousal to glare in professional drivers. The results suggest that there may be progressive degrees of sensitization to glare exposure in these samples, with the least among normotensive professional drivers older than 40, moderate levels in borderline hypertensives, and the most severe in drivers with IHD.
TL;DR: In this group of health care professionals, their work with HIV-positive patients within the GUM outpatient setting may be instrumental in limiting levels of stress.
Abstract: The present study investigates the occupational stress of health care workers involved with HIV care in genitourinary medicine (GUM) outpatient departments. Sixteen nursing and 14 medical staff completed the P. Gray-Toft and J. G. Anderson (1981) occupational stress inventory. This assesses 7 potential sources of stress (death and dying, uncertainty regarding treatment, inadequate preparation, lack of support, conflict with others, conflict with physicians, and workload). The mean scores obtained revealed a preponderance of low-stress scores for both medical and nursing staff. Analyses of variance and covariance further demonstrated that, in general, levels of stress did not differ within or between the occupational groups. However, sources and characteristics of stress were different between nurses and doctors. In this group of health care professionals, their work with HIV-positive patients within the GUM outpatient setting may be instrumental in limiting levels of stress.
TL;DR: Results indicate that the organizational affiliation of trainers is significantly related to training objectives, topics, and practices, whereas strong personal motives for becoming an AIDS trainer is significantly associated with an emphasis on more controversial content areas and training practices.
Abstract: Workplace AIDS training is a recent addition to many corporations' occupational health agenda. However, little is known about the objectives, content, and practices of AIDS training programs. A survey of 126 workplace AIDS trainers was conducted to determine the impact of the trainer's organizational affiliation (in-house, consultant, union, etc.) and personal motives on training program objectives, content, and practices. Results indicate that the organizational affiliation of trainers is significantly related to training objectives, topics, and practices, whereas strong personal motives for becoming an AIDS trainer is significantly associated with an emphasis on more controversial content areas and training practices. Findings are discussed in terms of applicability to other values-oriented training topics, applications to practice, and future research needs.