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Contexte : l'état dépressif caractérisé (EDC) est une pathologie fréquente dans le monde et à fort coût humain et économique. Au niveau professionnel, elle est responsable de nombreux arrêts de travail. Certaines causes individuelles ou en liens avec l'environnement professionnel sont bien établies. Néanmoins, les facteurs liés aux conditions de travail et les interventions axées sur le travail qui vont influencer le retour au travail, ne sont pas clairement définis. Objectifs : répertorier les connaissances sur les facteurs pronostiques professionnels qui conditionnent le retour à l'emploi après un EDC et actualiser les connaissances sur les interventions axées sur le travail influençant le retour au travail après un EDC. Méthodologie : une revue systématique de la littérature a été réalisée selon la méthode PRISMA à partir de la base de données MEDLINE. L'évaluation des articles a été effectuée selon la méthode GRADE. Résultats : au total, 32 articles ont été inclus. Les 12 articles concernant les facteurs professionnels retrouvaient des contraintes socio-professionnelles, psychologiques, organisationnelles et physiques comme facteurs pronostiquant le retour au travail après EDC. Les 20 articles concernant les interventions axées sur le travail retrouvaient que des interventions de thérapie cognitivo-comportementales (TCC) individuelles ou de groupe favorisaient le retour au travail. Les résultats concernant un soutien individualisé et les interventions basées sur un suivi en ligne étaient plus contrastés. Conclusions : peu d'études s'intéressent au retour au travail après un EDC alors que le retentissement de cette pathologie est majeur en termes de santé publique et économique. Le médecin du travail a un rôle important à jouer dans la coordination des acteurs mais il a besoin d'études solides sur lesquelles s'appuyer. De futures études pourraient être réalisées pour mieux identifier les facteurs pronostiques professionnels du retour au travail et proposer aux employeurs des interventions efficaces pour le retour de leurs salariés.
Contexte : l'état dépressif caractérisé (EDC) est une pathologie fréquente dans le monde et à fort coût humain et économique. Au niveau professionnel, elle est responsable de nombreux arrêts de travail. Certaines causes individuelles ou en liens avec l'environnement professionnel sont bien établies. Néanmoins, les facteurs liés aux conditions de travail et les interventions axées sur le travail qui vont influencer le retour au travail, ne sont pas clairement définis. Objectifs : répertorier les connaissances sur les facteurs pronostiques professionnels qui conditionnent le retour à l'emploi après un EDC et actualiser les connaissances sur les interventions axées sur le travail influençant le retour au travail après un EDC. Méthodologie : une revue systématique de la littérature a été réalisée selon la méthode PRISMA à partir de la base de données MEDLINE. L'évaluation des articles a été effectuée selon la méthode GRADE. Résultats : au total, 32 articles ont été inclus. Les 12 articles concernant les facteurs professionnels retrouvaient des contraintes socio-professionnelles, psychologiques, organisationnelles et physiques comme facteurs pronostiquant le retour au travail après EDC. Les 20 articles concernant les interventions axées sur le travail retrouvaient que des interventions de thérapie cognitivo-comportementales (TCC) individuelles ou de groupe favorisaient le retour au travail. Les résultats concernant un soutien individualisé et les interventions basées sur un suivi en ligne étaient plus contrastés. Conclusions : peu d'études s'intéressent au retour au travail après un EDC alors que le retentissement de cette pathologie est majeur en termes de santé publique et économique. Le médecin du travail a un rôle important à jouer dans la coordination des acteurs mais il a besoin d'études solides sur lesquelles s'appuyer. De futures études pourraient être réalisées pour mieux identifier les facteurs pronostiques professionnels du retour au travail et proposer aux employeurs des interventions efficaces pour le retour de leurs salariés.
This book consists of nine chapters written by internationally known and respected research workers. Lennart Levi presents a psychosocial framework for understanding sickness and health in the workplace. James Campbell Quick, Debra Nelson and Jonathan Quick give an account of their research with executives in industry and the US Air Force. Tores Theorell focusses his research on the increasing demands on workers and the reducing control they have over their working lives. Johannes Siegrist is also concerned with imbalance – in this case between effort and reward at work. Susan Cartwright and Sheila Penchal report on the effects of the increase of mergers and acquisitions in the 1990’s. Howard Khan’s focus is the stress of working for clearing banks, merchant banks and foreign owned banks in London and New York. Sandra Fielden and Lyn Davidson present evidence of the sources of stress of women in managerial positions. Cheryl Traver’s analysis of the rising costs of teacher stress is very relevant for policy makers and mangers. Michiel Kompier and Tage Kristensen make recommendations for planning and implementing stress management strategies in the workplace.
Work related muskuloskeletal disorders, or WMSDs, have become a major problem in many industrialised countries. It was previously thought that the number of repetitive jobs would decline in the future, leading to a decline in the number of WMSDs: however, this has not been the case. Some government agencies expect WMSDs to be one of the major work-related disorders into the new Millenium. This book contains evaluated scientific information that will help prevent WMSDs, derived from original research and field experience via a Canadian Government sponsored project on work related musculoskeletal disorders. The expert group's goal was twofold: the first objective was to examine the work relatedness of WMSDs in the light of existing literature, and the second was to explore and synthesize information, avenues and approaches that could help in the prevention of WMSDS.
This volume of Research on Emotions in Organizations demonstrates the ubiquitousness of emotions and effects of emotions in organizational setting - starting from what goes on in the boardroom, extending right down to the way employees at the coalface interact with their customers every day.
"An excellent and readable account of the toxic waste crisis in Woburn, Massachusetts, and the courageous efforts by local citizens to protect their community. The Woburn story is an inspiring lesson for citizens across the country struggling to protect the environment from polluters and unresponsive government officials."—Senator Edward Kennedy
In the late eighties large-scale control operations were carried out to control a major desert locust upsurge in Africa. For the first time since the banning of organochlorine pesticides these operations relied mainly on non-persistent pesticides such as organophosphates and pyrethroids. The amount of pesticides sprayed and the area covered were probably the highest in the history of locust control and raised criticism with respect to efficacy, economic viability and environmental impact. As a consequence, applied research into the problem was intensified, both at the national and the international level, with the goal of finding new and environmentally sound approaches and solutions to locust and grasshopper control. Emphasis was laid on developing new control agents and techniques.
Approx.401 pages
"Your Mindful Compass" takes us behind the emotional curtain to see the mechanisms regulating individuals in social systems. There is great comfort and wisdom in knowing we can increase our awareness to manage the swift and ancient mechanisms of social control. We can gain greater flexibility by seeing how social controls work in systems from ants to humans. To be less controlled by others, we learn how emotional systems influence our relationship-oriented brain. People want to know what goes on in families that give rise to amazing leaders and/or terrorists. For the first time in history we can understand the systems in which we live. The social sciences have been accumulating knowledge since the early fifties as to how we are regulated by others. S. Milgram, S. Ashe, P. Zimbardo and J. Calhoun, detail the vulnerability to being duped and deceived and the difficulty of cooperating when values differ. Murray Bowen, M.D., the first researcher to observe several live-in families, for up to three years, at the National Institute of Mental Health. Describing how family members overly influence one another and distribute stress unevenly, Bowen described both how symptoms and family leaders emerge in highly stressed families. Our brain is not organized to automatically perceive that each family has an emotional system, fine-tuned by evolution and "valuing" its survival as a whole, as much as the survival of any individual. It is easier to see this emotional system function in ants or mice but not in humans. The emotional system is organized to snooker us humans: encouraging us to take sides, run away from others, to pressure others, to get sick, to blame others, and to have great difficulty in seeing our part in problems. It is hard to see that we become anxious, stressed out and even that we are difficult to deal with. But "thinking systems" can open the doors of perception, allowing us to experience the world in a different way. This book offers both coaching ideas and stories from leaders as to strategies to break out from social control by de-triangling, using paradoxes, reversals and other types of interruptions of highly linked emotional processes. Time is needed to think clearly about the automatic nature of the two against one triangle. Time and experience is required as we learn strategies to put two people together and get self outside the control of the system. In addition, it takes time to clarify and define one's principles, to know what "I" will or will not do and to be able to take a stand with others with whom we are very involved. The good news is that systems' thinking is possible for anyone. It is always possible for an individual to understand feelings and to integrate them with their more rational brains. In so doing, an individual increases his or her ability to communicate despite misunderstandings or even rejection from important others. The effort involved in creating your Mindful Compass enables us to perceive the relationship system without experiencing it's threats. The four points on the Mindful Compass are: 1) Action for Self, 2) Resistance to Forward Progress, 3) Knowledge of Social Systems and the 4) The Ability to Stand Alone. Each gives us a view of the process one enters when making an effort to define a self and build an emotional backbone. It is not easy to find our way through the social jungle. The ability to know emotional systems well enough to take a position for self and to become more differentiated is part of the natural way humans cope with pressure. Now people can use available knowledge to build an emotional backbone, by thoughtfully altering their part in the relationship system. No one knows how far one can go by making an effort to be more of a self-defined individual in relationships to others. Through increasing emotional maturity, we can find greater individual freedom at the same time that we increase our ability to cooperate and to be close to others.