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Female Employees (female + employee)
Selected AbstractsAnticipation of Radiation Dose to the Conceptus from Occupational Exposure of Pregnant Staff During Fluoroscopically Guided Electrophysiological ProceduresJOURNAL OF CARDIOVASCULAR ELECTROPHYSIOLOGY, Issue 7 2005JOHN DAMILAKIS Ph.D. Introduction: A female employee working in the electrophysiology suite has the right to know potential radiation hazards to the unborn child before she is pregnant or before she decides to formally declare her pregnancy. Moreover, the employer of a declared pregnant worker must evaluate the work situation and ensure that the conceptus dose is kept below the maximum permissible level during the remaining gestation period. The aim of this study was to develop a method for conceptus dose anticipation and determination of maximum workload allowed for the pregnant employee who participates in fluoroscopically guided electrophysiological procedures. Methods and Results: A C-arm fluoroscopy system, an anthropomorphic phantom, and a radiation meter were used to obtain scattered air kerma dose rates separately for each of the three fluoroscopic projections typically used in the electrophysiology suite. Air kerma to conceptus dose conversion factors for all trimesters of gestation were calculated using Monte Carlo simulation. A formula is presented for the anticipation of the conceptus dose from occupational exposure of pregnant staff during fluoroscopically guided electrophysiological procedures. Normalized data are provided for conceptus dose estimation from occupational exposure of pregnant staff working in any electrophysiology laboratory. A methodology for estimation of maximum workload allowed for each month of the remaining gestation period of a worker who declared her pregnancy is proposed, which ensures that the regulatory dose limits are not exceeded. Conclusion: Data presented may be used for the implementation of a radiation protection program designed for pregnant staff working in an electrophysiological suite. [source] Extent and Nature of Sexual Harassment in the Fashion Retail Workplace: 10 Years LaterFAMILY & CONSUMER SCIENCES RESEARCH JOURNAL, Issue 1 2005Catherine Amoroso Leslie Sexual harassment continues to be a pervasive and costly problem for businesses, government, and educational institutions. In the past 15 years, workplace sexual harassment has become prominent in the public consciousness. In fashion retailing, an industry with a large number of young, unmarried female employees and relatively large power differentials between organizational levels, sexual harassment is an important issue. The purpose of this study was to replicate Workman's 1993 article "Extent and Nature of Sexual Harassment in the Fashion Retail Workplace." The same instrument was administered to 144 female clothing and textile students at a large state university. One hundred six participants (73.6%) had experienced at least one incident of sexual harassing behavior. This was consistent with Workman's finding of 73.5%. In the majority of the variables tested, very little had changed between 1993 and 2003. [source] Gender Wage Differences in West Germany: A Cohort AnalysisGERMAN ECONOMIC REVIEW, Issue 4 2002Bernd Fitzenberger A comprehensive descriptive analysis of gender wage differences over a long time period does not exist for West Germany. Using an empirical approach which explicitly takes into account changes of wage distributions for both males and females as well as life,cycle and birth cohort effects, we go beyond conventional decomposition techniques of the average gender wage gap. The paper provides stylized facts of the level and dynamics of the gender wage gap from 1975,95. The empirical analysis is based upon the IAB employment subsample. Our findings confirm the importance of distributional effects relating to skill level and employment status. While life,cycle wage growth is in general much lower for females compared to males, comparing their estimated time trends implies that the gender wage gap has narrowed substantially in the lower part of the wage distribution especially for low, and medium,skilled females but much less so in the upper part of the wage distribution. Surprisingly, we do not find any cohort effects for wages of female employees. [source] The Impact of Same-Sex LMX Dyads on Performance EvaluationsHUMAN RESOURCE MANAGEMENT, Issue 4 2001Arup Varma Numerous studies have found that supervisors rate women lower than men for similar levels of performance, suggesting that for female employees, performance alone may not be able to guarantee fair ratings. What is not clear is whether this disparity is a function of the gender composition of the supervisor,subordinate dyad or simply a case of male supervisor rating behavior. Based on data from supervisor,subordinate dyads in four organizations, we found that after controlling for performance, both male and female supervisors exhibit a positive bias toward subordinates of the same sex and rate members of the same gender higher. © 2001 John Wiley & Sons, Inc. [source] Overt and covert aggression in work settings in relation to the subjective well-being of employeesAGGRESSIVE BEHAVIOR, Issue 5 2001Ari Kaukiainen Abstract Aggressive behavior was studied in workplaces having (1) predominantly male, (2) predominantly female, or (3) both male and female employees in equal or near equal frequencies. In addition to examining the occurrence of different types of aggression in these workplaces, the question of whether being a target of aggression is related to employees' subjective well-being was addressed. One hundred sixty-nine participants (mainly 30,50 years of age) employed in a wide range of organizations in the public sector completed a questionnaire measuring four types of observed and experienced aggression: direct overt, indirect manipulative, covert insinuative, and rational-appearing aggression. Indirect manipulative and rational-appearing aggression were perceived to be the most widely used aggression styles in the work context. In the predominantly male workplaces, the men were perceived to use more of all types of aggression than in the predominantly female workplaces. The women's aggression was not related to the relative number of females and males with whom they worked. Participants were divided into two groups on the basis of the extent to which they estimated themselves to be targets of workplace aggression. Those who considered themselves to be victims of workplace aggression suffered significantly more from psychosocial problems and physical symptoms than those who had been victimized to a lesser extent or not at all. The victimized group also considered the aggression they had suffered to be the reason for their psychosocial and health problems. Aggr. Behav. 27:360,371, 2001. © 2001 Wiley-Liss, Inc. [source] Gender Differences in Perceived Work Demands, Family Demands, and Life Stress among Married Chinese EmployeesMANAGEMENT AND ORGANIZATION REVIEW, Issue 2 2006Jaepil Choi abstract Although gender-based division of labour and the identity theory of stress suggest that the relationship between work and family demands and life stress may vary as a function of gender, it is largely unknown whether these arguments are also valid in China. To address this gap in the existing literature, the current study investigates the gender differences in perceived work and family demands, and the effects of these perceived demands on the life stress of Chinese male and female employees. The study of 153 married Chinese employees found that Chinese women perceived a higher level of family demands than did Chinese men, whereas there was no significant gender difference in the perception of work demands. In addition, while perceived family demands were similarly related to life stress differently for men and women, perceived work demands were associated more strongly with the life stress of men than that of women. [source] Does Measurement Error Bias Fixed-effects Estimates of the Union Wage Effect?OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 4 2001Joanna K. Swaffield This paper compares estimates of the union wage effect using cross-section and panel estimators for male manual full-time and female employees using data from the British Household Panel Survey, 1991-1997. A comparison of cross-section and panel estimates suggests that unobserved heterogeneity biases cross-section estimates upwards. However, it is also found that the divergence between estimates is overstated because measurement error biases the fixed-effects estimates downward. Reducing measurement error in the union variable by taking averages and restricting changes in union status to occur only when a change in employer and/or job takes place increases fixed-effects estimates of the union wage effect. [source] Cancer incidence rates among Lawrence Livermore National Laboratory (LLNL) employees: 1974,1997,AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 1 2004M. Donald Whorton MD Abstract Background In the mid-1970's an excess of malignant melanoma of the skin was noted among employees at the Lawrence Livermore National Laboratory (LLNL). A 1984 cancer incidence study showed a non-significant excess of total cancers among female employees with significant excesses for melanoma, rectum and anus, and salivary gland cancers. For male employees, there was a non-significant deficit of total cancer with significant excesses in melanoma and non-brain nervous system cancers. This paper reports the results of a surveillance effort to update our understanding of the patterns of cancer incidence in this population. Methods We used California Cancer Registry (CCR) data to ascertain employees who had worked for six or more consecutive months at LLNL during the 24-year period of 1974 through 1997 who were diagnosed weith cancer during that time frame. We used the Standardized Incidence Ratio (SIR) in our analyses. Results There were 17,785 employees who provided 186,558 person-years of observation: 145,203 were from males and 41,355 were from females. The CCR, through its linkage techniques, identified 541 individuals with invasive cancer and 96 with in situ cancer. A total of 404 males had invasive cancer and 33 had in situ cancer whereas there were 137 females with invasive cancer and 63 with in situ cancer. The SIR for invasive cancer in males was 69 (95% CI 62,76). The overall cancer SIR for males was unaffected by calendar time. There were only two invasive cancer sites with significant excess: melanoma and cancer of the testes. For eight categories or cancer sites, we found a statistical deficit in cancer incidence. The most striking deficit occurred in cancer of the lungs and bronchus with a SIR of 36 (95% CI 26,50). The SIR for invasive cancer in females was 80 (95% CI 67,94). The overall cancer SIR for females decreased over calendar time. There was a statistically significant deficit for cancers of the female genital organs. There were 84 cases of invasive and in situ melanoma in both genders. Time-trend analyses for melanoma showed a significant excess during the years 1974,1985 but a reduction to community rates from 1986 through 1997. There were 21 individuals with testicular cancer with a SIR of 207 (95% CI 129,317). There were no differences in age at diagnosis or cell type with the comparison population. We analyzed the data using the same radiosensitive cancer categories used in the 1984 study. There were no increases in SIRs in any of these categories. Conclusions We found that the LLNL employees had less cancer than expected with males having relatively fewer cancers than females. The lung cancer rate for males was remarkably low. Since 1986 the melanoma rates resemble the community rates. Testicular cancer rates are modestly elevated and appear to have been so for the past 20 years. Lifestyle patterns, including smoking, and cancer screening activities are probably important contributors to the observed low cancer rates. Am. J. Ind. Med. 45:24,33, 2004. © 2003 Wiley-Liss, Inc. [source] Productivity and employees' organizational justice perceptions in long-term care for the elderly,RESEARCH IN NURSING & HEALTH, Issue 5 2007Tarja Heponiemi Abstract We examined the associations between productivity, employer characteristics, and context variables, and the organizational justice perceptions of 330 female employees in long-term institutional elderly people care. The productivity measure used was the proportion of the inpatient days to total costs. Employees working in high productivity units experienced higher procedural justice than those working in low productivity units. Hostile employees experienced both the procedures and management as less fair than non-hostile employees. Unit size and resident turnover were negatively and registered nurses percentage positively associated with procedural justice perceptions. © 2007 Wiley Periodicals, Inc. Res Nurs Health 30:498,507, 2007 [source] | |||||||||||||