No abstract

Leadership support has been identified as an essential component of successful workplace health promotion (WHP) programs. However, there is little research in this area and even less theoretical conceptualization on ways in which leadership support for WHP is related to improved employee wellbeing. In this paper, we developed and tested a model of leadership support for WHP and employee wellbeing outcomes using employer and employee data gathered from 71 South African organizations. A theoretical model based on social exchange theory was developed. It was hypothesized that perceptions of company commitment to health promotion mediates the relationship between leadership support, the provision of WHP facilities and employee wellbeing. A hierarchical structural equation modeling technique was used to test the model. We determined that leaders' support for WHP was important insofar as they also provided health promotion facilities to their employees. No direct relationship was found between leadership support alone and employee wellbeing.

Multiple claims and some empirical findings suggest that 'green' buildings should be healthier (psychologically and physically) and promote greater productivity than conventional buildings. The empirical evidence in this regard over the last decade or so has been inconclusive suggesting either that the studies are flawed or that there are specific aspects of green buildings that promote wellbeing and productivity and others that do not. This study looks at a longitudinal comparison of two groups; a group that moved into South Africa's first GreenStar-accredited building and a group that did not. Measures were taken before the move and six months later. Results demonstrated that the 'green' building did not produce significantly better physical or psychological wellbeing, or higher perceived productivity. These results are discussed in relation to suggestions for what design features to focus on that may produce significant results.

BACKGROUND: Based on improvements in indoor environmental quality claims are that 'green' buildings are healthier and promote greater productivity than conventional buildings. However, the empirical evidence over the last decade has been inconclusive, usually with flawed study designs. OBJECTIVE: This study explored whether a 'green' building leads to a healthier, more productive work environment. METHODS: A one-year, longitudinal comparison of two groups of employees of a large commercial bank; a group that moved into a GreenStar-accredited building and a group that stayed in a conventional building, was conducted. Measures of psychological wellbeing, physical wellbeing, productivity, and perceptions of the physical environment were taken before the move, six months later, and one year later. RESULTS: Results indicate that the 'green' building group had significantly increased self-reported productivity and physical wellbeing. The perceptions of the physical work environment indicate that respondents in the 'green' building group experienced significant air quality improvements (specifically, reduced stale air, better ventilation, improved air movement, reduced humidity, and conditions that were not too drafty) but perceived the lighting conditions as dimmer. CONCLUSION: Despite positive findings 'green' building rating tools require amendment to focus on those qualities that actually lead to improved wellbeing and productivity.

No abstract

No abstract

With recent advances in DNA technology, questions have arisen as to how this technology should be appropriately used. In this article, results obtained from a survey designed to elicit attitudes of college students to prenatal testing and gene therapy for human attributes and psychiatric conditions are reported. The eleven hypothetical disease phenotypes included schizophrenia, alcoholism, tendency toward violent behavior, attention deficit/hyperactivity disorder, depression requiring medical treatment, obesity, involvement in "dangerous" sports activities, homosexuality, borderline normal IQ (80-100), proportional short stature, and inability to detect perfect pitch. Most students supported prenatal genetic testing for psychiatric disorders and behavior that might result in harm to others (i.e., tendency towards violent behavior) and found prenatal genetic testing for human attributes less desirable. However, the lack of unilateral agreement or disagreement toward any one condition or attribute suggests the potential difficulties ahead in the quest for guidelines for the application of new technologies available to manipulate the human genome.

Although the clinical and administrative rationales for the use of guidelines in the treatment of schizophrenia are convincing, meaningful implementation has been slow. Guideline characteristics themselves influence whether implementation occurs. The authors examine three widely distributed guidelines and one set of algorithms to compare characteristics that are likely to influence implementation, including their degree of scientific rigor, comprehensiveness, and clinical applicability (ease of use, timeliness, specificity, and ease of operationalizing). The three guidelines are the Expert Consensus Guideline Series' "Treatment of Schizophrenia"; the American Psychiatric Association's "Practice Guideline for the Treatment of Patients With Schizophrenia"; and the Schizophrenia Patient Outcomes Research Team (PORT) treatment recommendations. The algorithms are those of the Texas Medication Algorithm Project (TMAP). The authors outline the strengths of each and suggest how a future guideline might build on these strengths.