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Occupational Health Risks i n Differen t Interpreting Work Settings:

Thank You. Thi s researc h wa s mad e possibl e by: R eg i stry of Interpreters for the D eaf 200 9 Researc h Grant 200 5 RI D Conferenc e Researc h Space. Occupational Health Risks i n Differen t Interpreting Work Settings: Specia l Concern s fo r VR S an d K - -12 Interpreters.

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Occupational Health Risks i n Differen t Interpreting Work Settings:

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  1. ThankYou Thisresearchwasmadepossibleby:RegistryofInterpretersfortheDeaf2009ResearchGrant 2005RIDConferenceResearchSpace OccupationalHealthRisks inDifferentInterpretingWorkSettings: SpecialConcernsforVRSandK--12Interpreters Dataanalysesby: VinceSamar,Ph.D. NationalTechnicalInstitutef/tDeaf RobynK.Dean RobertQPollard,Jr. DeafWellnessCenter UniversityofRochesterSchoolofMedicine Ourresearchquestions: 1.Howdoestheriskofoccupationalhealth problemsintheinterpretingprofession comparetootherprofessions,especiallypracticeprofessionsvs.technicalprofessions? Thetwostudiesdescribedwereapproved bytheResearchSubjectsReviewBoard (IRB)oftheUniversityofRochester MedicalCenter. 2.2.DoesDoesthetheriskrisk ofooccccuuppaattiioonnaallhealth problemsdifferamongthesefourprimaryinterpretingworksettings:VRS, community/freelance,KK--1122and““ssttaaffff??”” • 2005 Pilot Study: Limitations • Conductedat2005RIDconvention • Biasesinherentinconveniencesample • Possiblesocioeconomicbias • Possibleworksettingbias(e.g.,timeoff) • Geographicproximitybias • Imbalanceinprimaryworksetting(lowVRS) • VRSstillsomewhatnew(Wouldpractices affectingoccupationalhealthrisksevolve?) • Our2009 StudyGoals • Collectdataviaon--lliinneeformat(SurveyGizmo) • Largerparticipantsample • Greatergeographicdiversity • Greaterbalancebetweenworksettings • Assessreplicabilityof2005findings

  2. Our Two Studies: Participants • JobContentQuestionnaire • OurDDCC--SSworkisanoutgrowthofRRoobbeerrtt Karasek’sdemandcontroltheory • KarasekdevelopedJCQtostudyoccupational health(o.h.)inthecontextofhisDCtheory • 49questionsaboutvariousworktopics • Resultsassociatedwithvariouso.h.outcomes • JCQisused/studiedextensively: • International,translations • Largenormativedatabase(4,500)ofoccupations(85) • Extensivepublishedresearchbase • 2005RIDConvention • 144respondents • 82%female • Meanage40(s.d.8.7) • Meanyearsworking17.1 (s.d.8.9) • Primaryworksetting: • VRS(22) • Community/freelance(61) • K--1122(22) • Staff”(39) • 2009On-lliinneeJCQSurvey • 457respondents • 90%female • Meanage42(s.d.11.8) • Meanyearsworking7.6 (s.d.7.5,mode<2.5) • Primaryworksetting: • VRS(94) • K--1122(110) • Community/freelance(156) • Staff”(97) KeyJJCCQQ--DDCCTheoryScales JCQScales • Decisionlatitude • Skilldiscretion+ • Decisionauthority • Roleconstraint* • Psych.demands • Depression • Physicalexertion • Jobdissatisfaction • Createdskill • Supervisorsupport • Coworkersupport • Skillutilization • Jobinsecurity • Supervisoryrespons. • Socialsupport • Hazardousconditions • Toxicexposures • [Variouscombinations] • Decisionlatitude(DL)=“controls” • DLmadeupof: • Skilldiscretion(SD)multifacetedworkexperiencesthatbuildone’sskillbase • Decisionauthority(DA)=influence,power *This scalewasdevisedbyRKD& RQP DataReportingConventions • Our Practice Profession Focus • Technicalvs.practiceprofessiontopic importantinourscholarshipandteaching • UsedJCQoccupationaldatabasetocreatetwocomparisonvariables: • Practiceprofessions(PP) • Technicalprofessions(TP) • PPexamples:nurse,MD,teacher,police • TPexamples:architect,engineer,science • Alldifferencesnotedarestatisticallysignificant • 2009datareplicates2005dataunless otherwisespecified • Notationconventions: • A>B=CA=B>CA>B>C • Evenwhen“equal,”orderofgroupmeanspreserved • LookforrepeatedpatternofVRSandK--12athighest riskwithVRSusuallyhighestofall • Allanalysescontrolledforyearsofexperience,which nevermadeadifferenceinthefindings

  3. DecisionLatitude • DecisionLatitude • DL=KKaarraasseekk’’ss““ccoonnttrroollss” • ComprisedofbothSDandDA • CF=staff>K-1122>VVRRSS Skill Discretion Skill Discretion • Skilldiscretion(SD)=multii--ffaacceetteeddwwoorkexperiencesthatbuildone’sskillbase • OnecomponentofDecisionLatitude • CF>staff>K-1122>VVRRSS • Noteallgroups<bothPPandTP • Whatdoesthismeanaboutinterpreter preparednessforjobdemands? DecisionAuthority • DecisionAuthority • SecondcomponentofDecisionLatitude • CF=staff>K-1122>VVRRSS • Notemostinterpretergroups>PP&TP • Supportsourconcernsregarding“rhetoricvs.ddeeffaaccttoopprraaccttiiccee””rreeaalliittiieess • Underscoresconcernsabout“invisibility” • ContrastSDandDAcomponentsofDL:fewercontrolresourcesbutmorecontrol “authority”thanotherprofessions

  4. “Role Constraint” • “Role Constraint” • Avariablewecreated • SD/DA:youravailableskillrepertoirein relationtoyourauthoritytoemployit • Largernumbers=moreconstrained • VRS>KK--12=staff=CF • VRSchallengesconsistentwithDL,SD,DA • PPandTPmoreconstrainedthanmostinterpreters:rhetoricvs.ddeeffaaccttoopprraaccttiicceeand“invisibility”implicationsagain CreatedSkill • CreatedSkill • Learning,growth,creativityinyourwork • Meansoorrddeerr::CF>staff>KK--1122>VVRRSS • Groupdifferencesabitcomplex • CF=staff>VRS • Sttaaffff=KK--1122 • CF>KK--1122=VVRRSS • Allinterpretergroups<TPandPP PsychologicalDemands • PsychologicalDemands • Work“pressures”(time,conflictingddeemmaannddss)) • VRS>KK--12=CF=staff • 2005studyfoundnogroupdifferences • Noteinterpreters’psychologicaldemands areequaltoorgreaterthanPP; implicationsfortrainingandoccupational healthinterventions

  5. Depression Factor1 • Depression • SomecautionhereastohowwehandledtheJCQdepressionvariable.Wecreated animproved,ttwwoo--ffaaccttoorrddeepprreessssiioonnvariableforintteerrpprreetteerrss,checkedviaseveralanalyses • Factor1:lowenergy,irritability • Factor2:nneeggaattiivviittyy,,aannxxiieettyy,,aannhheeddoonniiaa • Bothfactors:depressedmood Depression Factor2 • Depression Factor1 • VRS=staff=KK--12=CF(noddiiffffeerreenncceess)) • Allinterpretergroups>PP&TF • Genderdifferenceidentified PhysicalExertion • Depression Factor2 • Staff=VRS=KK--12=CF(noddiiffffeerreenncceess)) • Allinterpretergroups>PP&TF • Agedifferenceidentified

  6. JobDissatisfaction • PhysicalExertion • VRS=CF=KK--12=staff(noddiiffffeerreenncceess)) • Allinterpretergroups>PPandTP • Practiceprofessionsgenerallymorephysicallydemandingthantechnicalones • Interpreting#2mostphysicallyexertingof 16JCQoccupations;onlynursinggreater • JobDissatisfaction • VRS=staff=KK--1122>CCFF • VRS,staff,K-1122>PP • Overall,moresatisfactionthanTPnorm • SummaryofFindings • Worksettingdifferenceswerenotfoundon depression(both),exertion,howeverallgroups hadhigherdepressionandexertionscoresthanPPandTPnorms • Worksettingdifferenceswerefoundfor: • DL,SD&DA:CF≥Staff>KK--12>VRS* • SD/DA,Ψdemands†:VRS>KK--12=staff=CF • Createdskill:CF>KK--1122=VRS;CF=staff>VRS‡ • Supervisorsupport:CF>staff=KK--12=VRS‡ • Jobdissatisfaction:VRS=KK--1122=staff>CF • *In 2005,K-12sometimes= VRS • †In 2005, nodifferences found • ‡ Not examinedin2005 • Conclusions • Incontrasttootherprofessions,andregardless ofworksetting,interpretingisassociatedwith moredepressionandphysicalexertion • Thiscouldrelatetodatasuggestingddeemmaanndd- controliimmbbaallaanncceeand/orrhetoricvs.defacto • VRSsettingassociatedwithhigherocc.health risksthanK--1122,,CFandstaffinterpretersonsix JCQvariables;neverwasVRSscore“favorable” • K--1122associatedwithsecondworstrisklevels • CFfrequentlyinthemostfavorableppoossiittiioonn QuestionsandDiscussion • The“what”vs.the“why”ofthesefindings • Addressingademand--ccoonnttrrooll““mmiissmmaattcchh”” • Throughcontrolconsiderationsonly • Throughjobredesign(demands--ffooccuusseedd))

  7. Questionsand Discussion • Whatdotheresultssuggestfor: • VRSemployersandemployees • K--1122employersandemployees • Furtherresearch? • Interpretereducation? • Other“actionitemsfortheprofession? RReeffeerreennccee Dean,R.K.,Pollard,R.QandSamar,V.J.(2010,Winter).RIDResearchgrant underscoresoccupationalhealthrisks: VRSandK12settingsmostconcerning.VIEWS,4143. Contact Information Robyn_Dean@urmc.rochester.eduRobert_Pollard@urmc.rochester.eduwww.urmc.rochester.edu/dwc

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