OBJECTIVE:To evaluate weight loss maintenance among truck drivers following an effective initial intervention and to test a priori hypotheses that social support and stress factors would moderate long-term success. METHODS:Commercial truck drivers enrolled in the Safety & Health Involvement For Truckers cluster-randomised controlled trial (22 terminal clusters; n=452) completed measurements at baseline, postintervention (6 months) and 1 year postintervention (18 months) in the USA in 2012-2015. The mobile health intervention was a group-based competition involving self-monitoring, feedback, incentives, online training and motivational interviewing. RESULTS:In an intent-to-treat analysis, the difference between groups at 18 months post-baseline in mean body weight was -0.92 kg (p=0.328; intervention=0.00, control=+0.92). Moderation analyses revealed a significant between-group intervention effect on body weight at 18 months for drivers with supervisors who engaged in higher levels of family supportive supervisor behaviours (p=0.033; group difference=-2.74 kg). Intervention effects on several diet and exercise outcomes at 18 months were also significantly moderated by social support and stress factors. Within the intervention group, high initial programme participation was associated with significantly greater 18-month weight loss than lower participation (p<0.001; -3.43 kg vs +2.17 kg). CONCLUSIONS:The intervention produced significant long-term weight loss for truck drivers with a supportive supervisor, providing further evidence for the broad health benefits of this workplace relationship. Additional findings highlight the value of initial programme participation and may inform future replications and extensions of similar health programmes for truck drivers. TRIAL REGISTRATION NUMBER:NCT02105571.

The purpose of this study is to develop a Total Worker Health Climate (TWH-c) Scale, addressing workers' perceptions of the relative priority of safety, physical health, and mental well-being in their organizations. It aims to fill a notable gap in Total Worker Health (TWH) literature: the absence of a validated scale assessing TWH perceptions in the workplace. Building upon the theory of organizational climate (Beus et al., 2023), two novel physical health and mental well-being subclimate scales were developed and joined with a validated safety climate scale to create an overall TWH-c Scale. This method includes four phases. First, items were generated based on literature review, cognitive interviews with job incumbents, and evaluations of subject matter experts. Second, factor analyses were conducted on three separate samples. Third, shared perceptions across units were tested to examine physical health climate and mental well-being climate as shared subclimates. Last, criterion-related validity was assessed through regression analyses. The resulting scale includes 40 items (16 safety climate items, 14 physical health climate items, and 10 mental well-being climate items) and provides scores for each subclimate and an overall TWH-c. Each subclimate was significantly related to important outcomes within its domain at the individual, unit, and organization levels. The overall TWH-c score was also linked to these outcomes in addition to unique job-related outcomes at all levels. This study provides the first psychometrically validated tool for measuring organizational TWH-c, an efficient method to assess TWH as a holistic climate. Further implications are discussed regarding its use and expansion. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Objective Investigate new bus operators’ (N = 293) occupational and health backgrounds to inform how transit authorities can support their future health and job success. Methods New bus operators completed surveys and direct measurements that addressed demographics, work history, and 10 health risk factors. Results Participants averaged 42.76 years of age and were predominantly male (73.5%). Many (45.7%) came from minority backgrounds and most (66.3%) had no prior commercial driving experience. Transportation and material moving occupations were operators’ most common prior jobs followed by protective service, and sales and related occupations. Study-specific criteria classified operators as having low (49.5%), medium (37.9%), and high (12.6%) health risk levels. Conclusions About half of the sample had medium-to-high health risks and most lacked commercial driving experience. Such information may help employers proactively support new bus operators’ health and job success.

OBJECTIVE:This study aimed to test the feasibility and efficacy of an enhanced onboarding intervention to prevent weight gain and support the early job success of new bus operators.METHODS:Control participants ( n = 9) completed usual practice new employee training and onboarding. Intervention participants ( n = 14) completed five supplemental trainings and four online challenges during their first year. Primary outcomes were body weight, dietary behaviors, physical activity, and sleep duration/quality. Early job success was evaluated with measures of newcomer adjustment.RESULTS:The difference between intervention and control participants in body weight change at 12-month was -6.71 lb (Cohen's d = -1.35). Differences in health behavior changes were mixed, but newcomer adjustment changes favored the intervention group.CONCLUSIONS:Results support the feasibility of enhanced onboarding for bus operators to prevent worsening health while simultaneously advancing their success as new employees.

We draw artificial boundaries between our lives at work, at home, and in the community. Each person is living an integrated life where all of their environments (resources, physical environment, psychosocial environment, responsibilities/demands) interact to impact their safety, health, and well-being. Total Worker Health (R) is an approach developed by the National Institute for Occupational Safety and Health (NIOSH) to address such interactions, and to advance science and practice for protecting workers' safety, health, and well-being. The Total Worker Health (TWH) approach represents an expansion of traditional occupational safety and health research and practice, with strong safety protections for workers as its foundation. The current paper provides an introduction to TWH, including: (1) Significance, (2) Historical Background, (3) Hierarchy of Controls, (4) Review of TWH Interventions, and (5) Future Opportunities. The reciprocal and interactive perspective of TWH is consistent with Skinnerian and other approaches to behavioral science, as well as organizational systems analysis approaches. With its behavioral and systems analysis roots, and associated historical emphasis on environmental conditions and interventions, the Organizational Behavior Management community can make great and important contributions in the TWH domain.

Objective This study aimed to test the feasibility and efficacy of an enhanced onboarding intervention to prevent weight gain and support the early job success of new bus operators. Methods Control participants (n = 9) completed usual practice new employee training and onboarding. Intervention participants (n = 14) completed five supplemental trainings and four online challenges during their first year. Primary outcomes were body weight, dietary behaviors, physical activity, and sleep duration/quality. Early job success was evaluated with measures of newcomer adjustment. Results The difference between intervention and control participants in body weight change at 12-month was −6.71 lb (Cohen's d = −1.35). Differences in health behavior changes were mixed, but newcomer adjustment changes favored the intervention group. Conclusions Results support the feasibility of enhanced onboarding for bus operators to prevent worsening health while simultaneously advancing their success as new employees.

Workplace exposures to neurotoxicants cause a variety of functional impairments, with the profile of deficits depending on the chemical nature, dose and duration of exposure, and individual characteristics that might confer susceptibility. The functional impairments, or neurobehavioral deficits, can include impairments in cognition, mood and mental state, motor or sensory function. Finland's Helena Hänninen was the first to systematize the process of evaluating patients with workplace exposures in the 1960's, using multiple neuropsychological tests that formed a "battery." Subsequently, several test systems were developed to assess nervous system deficits in a sensitive and reliable manner. Unlike neurological examinations, which are mainly qualitative (or semi-quantitative) in nature, neurobehavioral tests quantify the magnitude of nervous system deficits. Hence, neurobehavioral assessment is especially useful for detecting sub-clinical nervous system deficits in cross-sectional studies. Neurobehavioral methods are still evolving, with further validation of assessments for different subpopulations (e.g., different languages and cultures, socioeconomic status, and education level). Computerized testing became popular in the 1980s, given their consistency, ease, and economy of administration. Remote computerized testing will allow for the implementation of very large studies at a much lower cost than in-person assessments, but validation of those methods is needed. Neurobehavioral tests must dive deeper (e.g., mapping test results to brain mechanisms) and expand broadly to new frontiers (e.g., routine exams and telemedicine) to fulfill the promise that could only be imagined when the field first discovered the power of those tests to detect subtle, subclinical deficits due to occupational chemical exposures.

Objective: To empirically assess retrospective reports of weight changes during bus operators’ first years on the job, and to investigate experienced and desired training topics for new operators. Methods: Bus operators (n = 261) completed an online survey on topics of early weight changes and training experiences. Results: Operators reported gaining an average of 7.64 lb (SD = 16.36) during their first year. Further weight gain was not reported during the second year. Most operators reported that health-related topics were not addressed during their initial training. Stress management and healthy eating were the operators’ two most desired topics to be included in their initial training. Conclusion: Bus operators reported medically meaningful weight gain during their first year of work and a desire for more health-related training. Objective research to document the magnitude of this hazard, and contributing working conditions, is needed.

Chronic occupational exposure to organophosphorus pesticides (OPs) is consistently associated with deficits on behavioral tests when compared to unexposed comparison groups. However, a dose-response relationship has yet to be established, leading some to doubt an association between occupational OP exposure and behavioral deficits. Pesticide application teams in Egypt who are primarily exposed to one OP, chlorpyrifos (CPF), were recruited into a field assessment. Trail Making A and the more challenging Trail Making B tests were administered to 54 engineers (who supervise the pesticide application process, usually from the side of the field), 59 technicians (who guide the pesticide applicators in the field), 31 applicators (who mix and apply pesticides using knapsack sprayers), and 150 controls (who did not work in the fields) at two different times during the OP application season as well as immediately after applications had ended and 1.5 months later. All participants were males since only males work on pesticide application teams in Egypt. Urinary levels of 3,5,6-trichloro-2-pyridinol (TCPy), a specific metabolite of CPF, confirmed the pattern of lower to higher CPF exposures from engineers to technicians to applicators, and these were all greater than urinary metabolite levels in controls. A consistent relationship between job title and performance speed on the behavioral task was observed: Controls had the best (fastest) performance on Trail Making A and B tests throughout the application season, and applicators had significantly slower performance than engineers on Trail Making A (p = 0.015) and B (p = 0.003). However, individual urinary TCPy, blood acetylcholinesterase (AChE) and butyrylcholinesterase (BuChE) levels did not predict individual performance. This study identifies a dose-related effect based on job title, which serves as a surrogate for chronic exposure in that differing job titles exhibit varying group exposure levels. The results establish that chronic occupational exposure to chlorpyrifos is neurotoxic and suggest that the classic biomarkers of recent CPF exposure are not predictive of chronic exposure effects.

Despite efforts of thousands of post-9/11 veterans to reintegrate into the civilian workforce, little research attention has focused on organizational support for their needs. Using data from a sample of nearly 500 post-9/11 veterans and service members employed in a variety of organizations, the authors developed and validated a measure of veteran-supportive supervisor behaviors (VSSB), defined as behaviors exhibited by supervisors that are supportive of veterans and service members. Results provide evidence of construct, criterion-related, and incremental validity of the measure, and show that VSSB is significantly related to work-family and well-being outcomes, over and above other measures of supervisor support.

Aim of special session Preventable chlorpyrifos exposures produce durable behavioural deficits in humans and animals; animal studies suggest oxidative stress contributes to cognitive deficits. James R. Olson 1 , Diane S. Rohlman 2 , W. Kent Anger 3 , Pamela J. Lein 4 , Fayssal M. Farahat 5 1 University at Buffalo, Buffalo, NY, USA 2 University of Iowa, Iowa City, IA, USA 3 Oregon Health u0026 Science University, Portland, OR, USA 4 University of California Davis, Davis, CA, USA 5 Menoufia University, Shebin El-Kom, Egypt

IntroductionChronic occupational exposure to organophosphorus pesticides (OPs) is consistently associated with deficits on neurobehavioral tests when compared to unexposed groups. However, a dose-response relationship has not been established, leading some to doubt an association between occupational OP exposure and deficits on behavioural performance tests. We studied pesticide application teams in Egypt who are primarily exposed to one OP, chlorpyrifos (CPF), differing in exposure experience based on their job category.MethodsTrailmaking A and B were administered to 54 engineers (who typically watch the applications from beside the field), 59 technicians (who typically guide the applicators in the field), 31 applicators (using knapsack sprayers), and 150 controls (who did not work in the fields) at 2 different times during the OP application season and also immediately and 1.5 months after applications had ended.ResultsA consistent dose-response relationship was seen in performance speed: Controls had the best performance through most of the application season on Trailmaking A (p<0.04) and B (p<0.001). Applicators had slower performance than engineers (p=0.015) and technicians (p=0.032). On the more complex Trailmaking B test, applicators and technicians had comparable performance that was significantly slower (p=0.003 and p=0.012 respectively) than performance of the engineers. Test performance at 1.5 months after applications ended and in the following year revealed that differences between the groups were persistent, and some differences were significant. 3,5,6-Trichloro-2-pyridinol (TCPy) levels in urine confirmed the pattern of higher to lower exposures across the job categories of the pesticide application teams, and these were all greater than exposures in controls. Increasing TCPy concentrations were significantly correlated with slower Trailmaking B performance at 1.5 months after the exposures had ceased, but not during or immediately after exposures.ConclusionThis study identifies a dose-response based on job category and establishes that the OP chlorpyrifos is neurotoxic.

Background: In a cluster-randomized trial, the Safety and Health Involvement For Truck drivers intervention produced statistically significant and medically meaningful weight loss at 6 months (-3.31 kg between-group difference). The current manuscript evaluates the relative impact of intervention components on study outcomes among participants in the intervention condition who reported for a postintervention health assessment (n = 134) to encourage the adoption of effective tactics and inform future replications, tailoring, and enhancements. Methods: The Safety and Health Involvement For Truck drivers intervention was implemented in a Web-based computer and smartphone-accessible format and included a group weight loss competition and body weight and behavioral self-monitoring with feedback, computer-based training, and motivational interviewing. Indices were calculated to reflect engagement patterns for these components, and generalized linear models quantified predictive relationships between participation in intervention components and outcomes. Results: Participants who completed the full program-defined dose of the intervention had significantly greater weight loss than those who did not. Behavioral self-monitoring, computer-based training, and health coaching were significant predictors of dietary changes, whereas behavioral and body weight self-monitoring was the only significant predictor of changes in physical activity. Behavioral and body weight self-monitoring was the strongest predictor of weight loss. Conclusion: Web-based self-monitoring of body weight and health behaviors was a particularly impactful tactic in our mobile health intervention. Findings advance the science of behavior change in mobile health intervention delivery and inform the development of health programs for dispersed populations. (C) 2019 Occupational Safety and Health Research Institute, Published by Elsevier Korea LLC.

Objective: The aim of this study was to evaluate the effectiveness of a 14-week Total Worker Health (R) (TWH) intervention designed for construction crews. Methods: Supervisors (n = 22) completed computer-based training and self-monitoring activities on team building, work-life balance, and reinforcing targeted behaviors. Supervisors and workers (n = 13) also completed scripted safety and health education in small groups with practice activities. Results: The intervention led to significant (P < 0.05) improvements in family-supportive supervisory behaviors (d = 0.72). Additional significant improvements included reported frequency of exercising 30 minutes/day and muscle toning exercise (d = 0.50 and 0.59), family and coworker healthy diet support (d = 0.53 and 0.59), team cohesion (d = 0.38), reduced sugary snacks and drinks (d = 0.46 and d =0.46), sleep duration (d = 0.38), and objectively-measured systolic blood pressure (d = 0.27). Conclusion: A TWH intervention tailored for construction crews can simultaneously improve safety. health, and well-being.

BACKGROUND:The study examines the effectiveness of a workplace violence and harassment prevention and response program with female homecare workers in a consumer driven model of care.METHODS:Homecare workers were randomized to either; computer based training (CBT only) or computer-based training with homecare worker peer facilitation (CBT + peer). Participants completed measures on confidence, incidents of violence, and harassment, health and work outcomes at baseline, 3, 6 months post-baseline.RESULTS:Homecare workers reported improved confidence to prevent and respond to workplace violence and harassment and a reduction in incidents of workplace violence and harassment in both groups at 6-month follow-up. A decrease in negative health and work outcomes associated with violence and harassment were not reported in the groups.CONCLUSION:CBT alone or with trained peer facilitation with homecare workers can increase confidence and reduce incidents of workplace violence and harassment in a consumer-driven model of care.