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Law enforcement is a dangerous profession not only due to assaults, accidents and homicides but also due to health risks. This study examined trends in the national frequency and rate of law enforcement job-related illness deaths in the United States over a 22-year period (1997–2018).

Data were obtained from the National Law Enforcement Officers Memorial Fund (NLEOMF) on death frequencies related to health issues at work. Death rates were based on the total number of police officers in the United States [rate = (frequency/population at risk) × 100,000]. Trends were examined using standardized regression.

A total of 646 deaths were attributed to job-related illness. There was a significant upward trend in overall job-related illness deaths (frequency analyses: β = 0.88, p < 0.0001; rate analyses: β = 0.82, p ≤ 0.0001) mainly driven by a significant increase in 911 cancer deaths (frequency analyses: β = 0.88, p < 0.0001; rate analyses: β = 0.88, p ≤ 0.0001). Nearly 82 percent of circulatory deaths were from a heart attack, with an average death age of 46.5 years.

Deaths were not included if they failed to meet medical requirements of the NLEOMF. The data are descriptive, do not estimate risk and should be interpreted cautiously.

Police wellness programs may help to reduce the danger of deaths associated with job-related illness.

This is among the first studies to examine frequency and rate of police health–related deaths due to job exposures.

This paper aims to examine the effect of high-involvement work systems (HIWSs) on completing work and avoiding distraction as two dimensions of presenteeism. It also investigates competence as a mediator of the effect of HIWS on presenteeism.

Data were collected from 343 Bangladeshi bank employees using an online survey. The partial least squares-structural equation modelling (PLS-SEM) was employed to assess the abovementioned linkages.

The findings demonstrate HIWS directly avoid distraction but do not significantly impact the completing work dimension of presenteeism. The findings also indicate that competence mediates the effect of HIWS on completing work but not on avoiding distraction.

Drawing on the job demands-resources (JD-R) model, this study empirically demonstrates the contrasting role of HIWS in completing work and avoiding distraction related to presenteeism. It also provides a novel perspective on the unexplored mediating mechanism of competence on the relationship between HIWS and presenteeism and offers new directions for HIWS and presenteeism research.

Under-reporting of an occupational accident is commonly found at both organisational and individual levels. It interferes with the reality of health and safety in organisations and countries. It also hinders the ability to identify trends, recognise priorities, improve strategies, and allocation of resources for accident prevention. This study examined the reasons for the under-reporting of occupational accidents at the organisation level in the Nigerian construction industry. A review of the literature was conducted on the under-reporting of occupational accidents. Thereafter, a field survey with questionnaires was distributed to solicit information from the Nigerian construction professionals in the Federal Capital Territory, Abuja, Nigeria. 300 questionnaires were distributed, and 235 responses were received and analysed with Microsoft Excel and SPSS software by applied relative importance index and ranked. The study found that among the top-ranked reasons for under-reporting of occupational accidents by the organisation is to maintain a reputation. It is therefore important to increase awareness on the reporting of occupational accidents and its importance in accident prevention programmes by the regulatory bodies. Also, more collaborative efforts, standards, and policies should be put in place by the governments for ensuring reporting and record-keeping of accidents in the Nigerian construction industry. Records of dangerous incidents are the key indicator for the organisation for the improvement in the prevention of hazards. The study, therefore, concludes that there should be proper recording and surveillance of occupational accidents, hazards, and their related background causes in reaction to quick and complex variations in work-life.

The purpose of this article is to provide a general review of the state of wellness in Asia's growing economies.

The paper looks at wellness issue in a number of Asian countries.

The rising prosperity of Asia's growing economies has drawn adverse consequences on employee wellness and the work‐life balance of many people. Intensified global competition and the expanding wealth gaps in Asia induce stress and create tension. A growing segment of Asia's working population reports being overworked and excessively strained, along with symptoms of fatigue, depression/anxiety, musculo‐skeletal pains, sleeping disorders and a rapid increase in chronic diseases. Long working hours, excessive workload, weekend duties, inadequate physical activity and an unhealthy lifestyle are often cited as the key sources of chronic fatigue and work stress. Mounting incidents of occupational illnesses/accidents, and the growing number of karoshi and suicides among prime‐aged working adults further raise concerns regarding individuals' health awareness and corporate effectiveness in employee wellness management.

The paper provides a valuable overview of the situation of declining wellness in Asia.

Analyses and gives an in‐depth study of depression and its effect in particular on the workforce. Points out the responsibility in management recognizing when the problem arises and taking appropriate steps to alleviate it. Depression at work takes many guises, for example, decreased productivity, accidents, low morale, etc., creating problems for both management and workers in lost time and financial loss. Concludes that with correct diagnosis and treatment, 80‐90 per cent of sufferers can be helped.

Personnel managers are concerned with making effective use of people. Job satisfaction is thus an issue of fundamental importance in personnel management. Interest in job satisfaction has been maintained largely because of the costs which dissatisfaction entails. Job dissatisfaction has been linked with labour turnover, absenteeism, poor performance and productivity, and low morale. Many of these areas are ones which personnel managers have been able to cost. Job dissatisfaction has also been linked to industrial phenomena such as strikes, grievances, industrial accidents and sabotage.

The purpose of this study is to learn to what extent the physical workspace can contribute to employee health and happiness. In this context, it introduces an evidence-based design concept and evaluation method for workplaces to transform the traditional subjective design process into a more objective, systematic approach. Identifying issues regarding physical design and work culture is assumed to lead to a better person-environment fit.

The study describes a comparison between a pre-measurement at an IT company’s old workplace and a post-measurement in the new location with a new office design. The independent variable is the objective quality of the physical work environment, which was determined by an interior quality index. The dependent variables were the perceived health, engagement, comfort and productivity, assessed by an online questionnaire and interviews.

The objective quality of the work environment improved remarkably, especially regarding sustainability, diversity, nature and the possibilities to move and relax. The subjective experience of employees also improved, specifically regarding feelings of comfort and energy, possibly because of a more inspirational and diverse environment, which also better captured the company identity. A more connected workspace moreover seemed to relate to more physical activity and personal contact, as well as to teamwork and productivity.

The study promotes an evidence-based design approach for design and real-state, encouraging all stakeholders to design responsibly: to work more closely together, take well-informed design decisions and evaluate and learn from what was “left behind.” It also stresses the power of tailor-made designs, as any design eventually is shaped by its broader cultural context.

The importance of anabolism and regeneration is related to lack or loss of control. This chapter discusses the psychophysiological basis for such relationships. In the threat of lost control, energy mobilisation is activated and regeneration is inhibited – since regeneration (repairing) has low priority in emergency situations. This pattern can be traced on several psychophysiological levels, from the brain to most of the cells in the body. Such a mechanism explains why the body becomes vulnerable and increasingly sensitive to load when threat of lost control is excessive and long lasting. In several empirical examples, various indicators of anabolism and regeneration have paralleled improvement versus deterioration in psychosocial conditions, in particular lack or loss of control. In these studies, indicators of anabolism and regeneration (such as concentration of sex hormones with anabolic and regenerative functions in blood and saliva) have been followed in subjects going through deteriorating versus improving life conditions. The demand-support model is used as a theoretical basis for the discussion.

The purpose of this paper is to propose a practical framework to measure the safety performance of workers in the Indian construction industry. The key safety performance indicators are identified and ordered on the premise that the higher order assignment of an indicator implies a strong indication of an effective safety performance.

Various indicators of safety performance in the construction industry were identified from extant literature review combined with author's personal viewpoint. The identified variables were inquired for appropriateness for the Indian construction scenario by consultation with experts. Fuzzy Technique for order preference by similarity to ideal solution (TOPSIS) technique was considered for the ranking of the indicators from most to least important.

The most important highlight of the study was the importance of the role of management by participating in informing workers about the safety rules and compliance toward safety measures. Proper and timely safety training to the workers and equipping them with sophisticated safety equipment for daily activities is perceived to be highly important in ensuring a safe and healthy workplace environment. Controlling the absenteeism rate reduces the burden of extra work on the employees, thereby, encouraging safe work-related behavior.

Senior management should make safety induction programs compulsory at the time of joining of the employees. The guidelines for safety practices, rules and information about the safety equipment should be properly documented and arranged in safety manuals. Periodical drills involving visual demonstration of the safety practices should be followed to ensure safety at workplace.

Using the stressor‐strain model and media richness theory, this study seeks to investigate the relationship between receiving a harassing message via computer‐mediated communication and psychological health.

A sample of 492 individuals completed an online questionnaire. Three media characteristics are examined as potential moderators: media richness, anonymity of the harasser, and location where the victim received the harassing message.

The results suggest that virtual harassment is associated with diminished psychological health (both directly and mediated by fear of future harassment), and each media characteristic plays a role in understanding the level of fear of future harassment. Anonymity and location moderate the mediator's (fear) role in the stressor‐strain model.

This research addresses the need for explicit testing of the differentiating factors of various forms of workplace aggression as moderators. Specifically, media characteristics are relevant in the psychological experience of virtual harassment.

Virtual harassment appears to occur more frequently than face‐to‐face harassment, and often the two forms co‐occur. Implications for EAP counselors, computer usage and harassment policies are discussed.

This study is the first to examine how media richness, anonymity and location of harassing message impacts the individual outcomes of workplace non‐sexual virtual harassment. The results indicate that, while related to face‐to‐face harassment, virtual harassment appears to have more nuanced considerations for both practitioners and researchers.