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Comprehensive Occupational Health Management

measures workplace health management are usually divided into measures of behavioral and situational prevention. Among measures of behavioral prevention is understood as measures which have the change in health-related behavior of employees at the destination. situational prevention contrast, aims to shape the working conditions and tasks (conditions) so that they promote health-related behavior of employees while avoiding dysfunctional burden on employees. Although the behavioral prevention measures are implemented most often, it is believed that the focus should be the measures on the circumstances. After all, the underlying hypothesis: If the conditions are designed appropriately, follows health-enhancing behavior of employees more or less automatically.

Comprehensive Occupational Health Management aims to both workers, and - in the broadest sense - to consider the circumstances. The approach therefore not only the employees and the work task, the leadership and corporate culture. After a work psychological analysis and intervention model, the 5 x 5-effect model R. Wieland, reflects the culture of the framework for corporate health management. Work, leadership and behavior / attitudes of employees go as a customizable input variables in the model. As a process variable, the stress of employees is considered as output variables and complaints, absenteeism / presenteeism and performance can be considered.

In several studies that relate to this model, crystallized again and again the following variables to be particularly relevant out for the output variables:

• Employees: health literacy (the conviction of employees, health problems independently effective to meet)
• Visit: Employee-oriented leadership (the manager takes into account the needs of employees and seeks to gleichberechtitge and respectful relationship)
• work: regulation disabilities (waiting times, failure, interruption, etc.)
• stress: stress balance (difference between functional and dysfunctional stress)

Holistic measures of workplace health promotion should increase accordingly, at least the health literacy of employees and employee-oriented management and the regulation of disability . minimize

Both the project PACT (see below) as well as in studies I am involved in the exploration of the concept of holistic workplace health promotion, is being pursued by R. Wieland.

in an easily understandable description of the 5 x 5-effect model can be found such as BARMER Health Report 2009 .

Wieland, R., Winizuk, S. & Hammond, M. (2009):

An example of a study which parts of the above described relationship describes is. Leadership and work design - why good leadership alone does not make you healthy. magazine work 4 / 2009.

health literacy is described in:

Wieland, R. & Hammond, M. (2009). Health literacy as a personal Resource. In K. Mozygemba, Mümken S., U. Krause, M. Zundel, M. Rehm, N. Höfling-Engels, D. & B. Liidecke Qurban (eds). user orientation - a foreign concept in health protection? Bern: Huber. P. 177-190.

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interchangeability of items / tests

In many disciplines of psychological assessment (educational psychology, clinical psychology, health psychology, and others) has been seized from the observation that the substitution of items on psychological tests, serious action will have on the scale values. However, these effects have hardly been investigated systematically, and attempts a theoretical explanation are only rare, although, for example, theories of personality psychology appropriate deductions allow.

In my dissertation, I conducted a preliminary study that the interchange of simulation-oriented item (s) with the identical construct-oriented items (K) was investigated. The derived from theories of personality psychology expectation was that the correlations between S and K is higher if the items are applied in the order in SK, as was the order of K p. This expectation is met with a significance level of 0.05.

This result can be measured theoretical conclusions, which taken together are here:

• The exchange of items or psychological tests have systematic effects on the the scale values
• changed the psychological state of the respondents in dealing with a psychological test / Items
• A psychological measurement theory, the non-interchangeability of tests / items considered

also practical conclusions are possible. Thus, with a suitable mathematical formalism shows that reliabilities are just perfect when the tests have no impact on the psychological state of the respondents (they must fulfill a so-called eigenvalue equation). Another observation concerns the test battery or Assessment Center: The order in which the appropriate tests administered be, can systematically affect the results obtained.

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competence measurement and development

The term "competence" is complex and multifaceted, and the implications of this approach are far reaching. Summing competence as a on individual susceptibility to self-organize in novel situations , so this concept includes the possibility of personal development. This is to be understood that a person is based on their individual occurrences of skills in a position to more or less appropriate new behaviors in novel situations generate.

A special case is the so-called skills development. This provides In the ideal case so that an employee of the entity during the confrontation with difficult but achievable goals generate new behaviors that allow him in the future implementation of similar economic goals. This limits the from self-organized generation of new practices skills development of conventional staff development activities, which focus on explicit knowledge and convergent problem solving in the foreground.

basis for setting of appropriate targets for skills development, knowledge of the current individual forms of competence is sought. To determine this, you need a suitable Measuring instrument for measuring competence . I am concerned with the development of a questionnaire to measure competence, and I test an innovative methodology for the development of the items. This uses (1) the recognition of Situational Judgement Tests, (2) the assumption that persons treated with strong expression of a competence relevant situations as a challenge, as persons with low expression and (3) a schematic approach to the various response options to develop the items that yes Situational Judgement Tests in the same should be attractive.

In my study to the approach described above with conventional methods are compared for competence assessment. I use this in mind in particular the comparison with measurement instruments, the items with Likert scales. These are often very general way, while describing the above items in Situational Judgement Tests realistic situations. Various psychological, empirically proven theories suggest hypotheses that correlations are expected in about. The sample is put together of leaders.