Joseph J. Hurrell’s research while affiliated with United States National Transportation Safety Board and other places

Occupational health psychology (OHP), as it is known today, is preceded by over a century of inquiry in psychology, sociology, philosophy, and other disciplines regarding the conditions of work and the welfare of workers, organizations, and society. This diverse body of research is richly detailed in reports on the history of OHP. Less represented in these reports are the formative interests of the occupational health field in OHP. In the present discussion, we begin by giving greater visibility to these interests. As we show, the expressions occupational health psychology and occupational health psychologist and a vision for training and participation of psychologists in occupational health research and practice appear in the occupational health literature four decades ago. We describe how this interest inspired initiatives in OHP by the National Institute for Occupational Safety and Health which, in turn, influenced the formalization of OHP as a discipline in the United States. We then document sustained interests of occupational health in OHP today and illustrate the promise of this interest for psychologists, for the discipline of OHP itself, and for the health, safety, and well-being of working people. We conclude by arguing that, to realize this promise, there is value to closer and more formal engagement of psychologists and OHP institutions with the field of occupational health.

This study expanded previous NIOSH-IRS research examining the effects of rest breaks and stretching exercises on symptoms and performance in data-entry workers. All workers spent 4 weeks with conventional breaks (two 15 min breaks per day) and 4 weeks with supplementary breaks (two 15 min breaks plus four 5 min breaks per day). One-half were assigned at random to a group instructed to perform brief stretching exercises during breaks. The remainder comprised the "no stretching" (control) group. 51 workers (stretch group n = 21; no stretch group n = 30) completed the study symptom questionnaires. Discomfort and eyestrain were significantly lower with supplementary breaks, and supplementary breaks attenuated accumulation of discomfort and eyestrain during work sessions. Data-entry speed was significantly faster with supplementary breaks so that work output was maintained, despite replacing 20 min of work time with break time. In the stretch group, workers reported stretching during only 25% of conventional breaks and 39% of supplementary breaks, and no significant effects of stretching on discomfort or performance were observed. These results provide further converging evidence that supplementary breaks reliably minimize discomfort and eyestrain without impairing productivity. Low compliance in performing stretches prevented valid assessment of stretching effects. Further research on stretching exercises and exercise compliance is warranted.

We evaluated the presence of chronic job stressors among flight attendants (FAs) to examine the relationships between these job stressors and psychological distress and job dissatisfaction. Seventy-three female FAs (90% participation) employed at two commercial airlines completed a detailed questionnaire. Standard questions and scale measures were used to assess job stressors, psychological distress, and job dissatisfaction. The association between job stressors and these outcomes was evaluated using multiple regression analysis. Except for fatigue, distress and job dissatisfaction were moderate to low. Job stressors were found to have a substantive effect on these outcomes, following adjustment for individual factors. Despite moderate-to-low levels of distress and dissatisfaction, targeted efforts to reduce selected job stressors and to enhance social support may be important steps toward improving the well-being and satisfaction of FAs.

This study examined the effects of supplementary rest breaks on musculoskeletal discomfort, eyestrain, mood, and performance in data-entry workers. Two rest break schedules were compared in a within-subjects design. Workers alternated between a 'conventional' and a 'supplementary' schedule in 4-week intervals. The conventional schedule contained a 15-min break during the first half of the work shift and a 15-min break during the second half of the shift. The supplementary schedule contained the same two 15-min breaks, and a 5-min break during each hour which otherwise did not contain a break, for a total of 20 extra minutes of break time. Results are based on data from 42 workers. They indicated that discomfort in several areas of the body, and eyestrain, were significantly lower under the supplementary than under the conventional schedule. While symptoms increased from pre- to post-work periods under both schedules, the magnitude of the increases was significantly less under the supplementary schedule. In addition, increases in discomfort of the right forearm, wrist and hand over the course of the work week under the conventional schedule were eliminated under the supplementary schedule. These beneficial effects were obtained without reductions in data-entry performance.

Rapidly changing conditions of work and employment have brought the topic of work organization and health to the forefront of concern in occupational safety and health. This article begins with a historical overview of psychology's contribution to the occupational safety and health field. It then argues that the changing work environment creates new and special needs for research and application by psychologists in the area of work organization and health. The article also describes new initiatives by national health organizations in the United States and Europe to frame a new Geld of study that focuses on the topic of work organization and health, called "occupational health psychology."

Rapidly changing conditions of work and employment have brought the topic of work organization and health to the forefront of concern in occupational safety and health. This article begins with a historical overview of psychology's contribution to the occupational safety and health field. It then argues that the changing work environment creates new and special needs for research and application by psychologists in the area of work organization and health. The article also describes new initiatives by national health organizations in the United States and Europe to frame a new field of study that focuses on the topic of work organization and health, called “occupational health psychology.”

This article examines assessment approaches and specific measures used by job-stress researchers to characterize aspects of work and the working environment (potential job stressors) and workers' reactions to these working conditions (strains). Self-report instruments, observational approaches, and physiological indicators are described. Problematic areas (e.g., the use of overlapping stressor and strain measures) and contemporary issues affecting job stress assessment (e.g., negative affectivity) are discussed. Recommendations regarding instrument selection and measurement improvements are offered. It is concluded that closer attention to measurement-related issues is critical to the advancement of knowledge in the field. Important needs include the identification and more frequent use of objective measures, the increased use of triangulation strategies, and a careful examination of the adequacy of existing constructs and measures for capturing the demands of contemporary work.

The authors examined the impact of a number of job stressors, including sexual harassment and gender-based discrimination, on female construction workers' level of job satisfaction and psychological and physical health. Results from a telephone survey with 211 female laborers indicated that having responsibility for others' safety and having support from supervisors and male coworkers was related to greater job satisfaction. Increased reported psychological symptoms were also related to increased responsibility, as well as skill underutilization, experiencing sexual harassment and gender-based discrimination from supervisors and coworkers, and having to overcompensate at work. Perceptions of overcompensation at work and job uncertainty were positively associated with self-reports of insomnia. Finally, sexual harassment and gender discrimination were positively related to reports of increased nausea and headaches.

The authors examined the impact of a number of job stressors, including sexual harassment and gender-based discrimination, on female construction workers’ level of job satisfaction and psychological and physical health. Results from a telephone survey with 211 female laborers indicated that having responsibility for others’ safety and having support from supervisors and male coworkers was related to greater job satisfaction. Increased reported psychological symptoms were also related to increased responsibility, as well as skill underutilization, experiencing sexual harassment and gender-based discrimination from supervisors and coworkers, and having to overcompensate at work. Perceptions of overcompensation at work and job uncertainty were positively associated with self-reports of insomnia. Finally, sexual harassment and gender discrimination were positively related to reports of increased nausea and headaches.