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Showing 3 results for Kalantari

Shirazeh Arghami, Reza Kalantari, Elham Ahmadi Kionani, Ahmad Zanjirani Farahani, Mehrdad Kamrani,
Volume 1, Issue 2 (3-2016)
Abstract

Background: Work-related musculoskeletal disorders (WMSDs) may involve all parts of the body, and have been a worldwide problem. Employed women are two to five times more likely to report such problems, and assembly lines suspected to induce more WMSDs because of high rate of repetitive motions.
Methods: The aim of this study to determine the prevalence of WMSDs in women workers of an automobile manufacturing assembly line. In this cross-sectional survey, 50 women workers in an automobile manufacturing assembly line were studied. Data was collected based on Nordic questionnaire. The statistical analysis was performed by the SPSS 11 software.
Results: The MSDs prevalence rate was 98%. The most reported complaint was related to the back (68%) and there was a significant relationship between prevalence and pain severity with age and working years. Moreover, the duration of feeling pain per day, and pain severity had a significant relationship with the capability of the person to continue working.
Conclusion: Workstations ergonomically improvement and employing men instead of women would be effective to reduce the problems.


Hamidreza Samadi, Matin Rostami, Ehsan Bakhshi, Ehsan Garosi, Reza Kalantari,
Volume 4, Issue 2 (5-2018)
Abstract

Background: Poor postures are an important risk factor for work-related musculoskeletal disorders. The present study aimed to assess the impact of educational interventions on the correction of body posture and reducing work-related musculoskeletal disorders (WMSDs) in assembly line workers.
Methods: This interventional study was conducted on 63 assembly line workers. Data collection tools were demographic questionnaire, Cornell Musculoskeletal Discomfort Questionnaire (CMDQ), and Rapid Upper Limb Assessment (RULA). Data were collected before the two-day educational intervention and two months after the training. Data analysis was performed using descriptive statistics and Wilcoxon test.
Results: The prevalence of WMSDs was 85.7% before the intervention, which reduced to 46.7% after the intervention. Discomfort symptoms were higher in the neck, lower back, upper back, and wrists compared to the other body parts. RULA action level decreased significantly after the intervention (P < 0.001). Moreover, the frequency, severity, and impact of pain in the neck, lower back, upper back, and wrists on the tasks of the subjects reduced significantly after the intervention.
Conclusion: Educational intervention is an effective solution to reduce the prevalence, frequency, severity, and impact of pain on the ability and body posture of workers, but multi-component, ergonomic interventions should be implemented to achieve better outcomes.


Ahmad Mirzaei, Mostafa Shahmohammadi, Fazel Rajabi, Rasoul Mirzaei, Abdolsattar Zare, Ehsan Bakhshi, Reza Kalantari,
Volume 5, Issue 4 (12-2019)
Abstract

Background: Workload is defined as the amount of work assigned to employees. The imbalance of efforts and rewards may cause occupational stress. The present study aimed to assess the impact of workload-related factors on the effort-reward imbalance in various working groups at a gas refinery complex.
Methods: This cross-sectional study was conducted on 274 employees in five working groups in 2018. Data were collected using a demographic questionnaire, NASA TLX, need for recovery scale, and effort-reward imbalance (ERI) questionnaire. Data analysis was performed in SPSS version 22.
Results: In total, 97 participants (34.3%) had the ERI score of more than one, and the imbalance was higher in the service workers. The ERI score was significantly correlated with the mental workload in the staff (P = 0.034) and engineering personnel (P = 0.045). A significant association was observed between the need for recovery and ERI score in the staff, engineering personnel, and middle managers (P < 0.05).
Conclusion: The ERI score reduced with the reduction of workload-related factors through improving the workplace conditions, hiring sufficient employees, and proper rewards. Therefore, special attention must be paid to the needs of various working groups in order to enhance their working conditions.



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