Ergonomics and Health Aspects of Work with Computers: by Annelise de Jong, Merlijn Kouprie, Evi De Bruyne (auth.),

By Annelise de Jong, Merlijn Kouprie, Evi De Bruyne (auth.), Ben-Tzion Karsh (eds.)

This booklet constitutes the refereed court cases of the foreign convention on Ergonomics and health and wellbeing elements of labor with pcs, EHAWC 2009, held in San Diego, CA, united states in July 2009 within the framework of the thirteenth foreign convention on Human-Computer interplay, HCII 2009.

This quantity includes 33 papers within the tematic quarter of Ergonomics and future health within the place of work, New tendencies in Ergonomics, in addition to interplay units and Environments.

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Extra resources for Ergonomics and Health Aspects of Work with Computers: International Conference, EHAWC 2009, Held as Part of HCI International 2009, San Diego, CA, USA, July 19-24, 2009. Proceedings

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The findings summarized in this paper suggest that the level of management support for health promotion can be assessed and tracked across time using both perceptual and observational measures. Brief questionnaires such as the LBE can be used to assess employee or stakeholder perceptions of management support. The factor or subscale scores from the LBE can be used to provide basic diagnostic information concerning the organization’s strengths and weaknesses. Observational tools such as the EAT can be used to gauge the degree to which management support translates into work environments that support and reinforce positive health behaviors.

Springer-Verlag Berlin Heidelberg 2009 30 J. Gurt and G. Elke resources (physical, social, psychological and organizational job characteristics), which have a buffering effect within this process by reducing job demands and strains as well as stimulating personal growth and development. Resources are categorized into internal (personal) and external. Personal resources are personality characteristics or qualifications like coping strategies, attribution styles or skills. External resources refer to the organizational and off-the-job settings and include amongst others factors of workplace design and work organization, work autonomy, social support from friends, family, but also colleagues and supervisors.

Only then will they be able to create a beneficial climate or culture. Regarding this issue healthy leadership and safety leadership seem to rely on comparable mechanisms. Health Promoting Leadership 37 References 1. : Unraveling the mystery of health. How people manage stress and stay well. Jossey-Bass, San Francisco (1987) 2. : Transformational Leadership and Psychological Well-Being: The Mediating Role of Meaningful Work. Journal of Occupational Health Psychology 12(3), 193–203 (2007) 3. : Commitment vs.

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