***TASK*** the task is to summarize an input biomedical literature in six sentences 
    ***INPUT*** the input is a biomedical literature 
    ***OUTPUT*** the output is the summary of an input biomedical literature in six sentences 
    ***DOCUMENTATION*** 
    ***EXAMPLES*** 
    Input: Ninety volunteers in a media organization were r and omly allocated to an Acceptance and Commitment Therapy ( ACT , n = 30 ) group that sought to enhance  people 's  ability to cope with work-related strain , an Innovation Promotion Program ( IPP , n = 30 )  that helped individuals to identify and then innovatively change causes of occupational strain , or a waitlist control group ( n = 30 )  . Both interventions lasted 9 hr , spread over 3 months . Improvements in mental health and work-related variables were found following both interventions . As hypothesized , changes in outcome variables in the ACT condition were mediated only by the acceptance of undesirable thoughts and feelings . In the IPP condition , outcome change was mediated only by attempts to modify stressors . Discussion focused on the importance of underst and ing the mechanisms underpinning change in occupational stress management interventions Swedish civil servants , who reported considerable stress while working in larger government authorities , were r and omized into either a work stress reduction intervention or a control group .  Four work units constituted the intervention group ( n = 94 ) , and one unit formed the control group ( n = 35 ) . Participants in the two groups were of similar age and two thirds were women .  Psychosocial , lifestyle , and physiological assessment s were made before , during , and after the 8-month intervention period . A significant decrease in apolipoprotein B/apolipoprotein A I ratio ( p < 0.05 ) occurred in the intervention group but not in the control group . No changes were seen in either group in smoking , eating , exercise , relative weight , or other lifestyle factors , which could explain the lipid profile changes . Stimulation from and autonomy over work increased in the intervention group ( p < 0.01 ) but remained the same in the control group . Results have implication s for the efficacy of work stress interventions in decreasing coronary risk This article describes a new method for ( 1 ) systematic ally prioritizing needs for intervention on hazardous substance exposures in manufacturing work sites , and ( 2 ) evaluating intervention effectiveness . We developed a checklist containing six unique sets of yes/no variables organized in a 2 x 3 matrix of exposure potential versus protection ( two columns ) at the levels of material s , processes , and human interface ( three rows ) . The three levels correspond to a simplified hierarchy of controls . Each of the six sets of indicator variables was reduced to a high/moderate/low rating . Ratings from the matrix were then combined to generate a single overall exposure prevention rating for each area . Reflecting the hierarchy of controls , material factors were weighted highest , followed by process , and then human interface . The checklist was filled out by an industrial hygienist while conducting a walk-through inspection ( N = 131 manufacturing processes/ areas in 17 large work sites ) . One area or process per manufacturing department was assessed and rated . Based on the result ing Exposure Prevention ratings , we concluded that exposures were well controlled in the majority of areas assessed ( 64 % with rating of 1 or 2 on a 6-point scale ) , that there is some room for improvement in 26 percent of areas ( rating of 3 or 4 ) , and that roughly 10 percent of the areas assessed are urgently in need of intervention ( rated as 5 or 6 ) . A second hygienist independently assessed a subset of areas to evaluate inter-rater reliability . The reliability of the overall exposure prevention ratings was excellent ( weighted kappa = 0.84 ) . The rating scheme has good discriminatory power and reliability and shows promise as a broadly applicable and inexpensive tool for intervention needs assessment and effectiveness evaluation . Validation studies are needed as a next step . This assessment method complements quantitative exposure assessment with an upstream prevention focus Objective : To test whether feedback and discussion of ergonomic and psychosocial working-environment data during one short session with individual , groups or supervisors of white-collar computer workers had an effect on activity to modify workplace design , working technique and psychosocial aspects of work . Methods : A total of 36 workgroups from nine organizations representing different trades was r and omized ( stratified for organization ) to three feedback conditions or control with no feedback . Data were collected 1 month before and 6 months after feedback sessions . The effects studied were : ( 1 ) change in the proportion of workgroup members who reported any modification regarding workplace design or working technique ; ( 2 ) change in the proportion of workgroup members who reported any modification regarding psychosocial aspects ; ( 3 ) average number of modification types regarding workplace design or working technique per individual in a workgroup ; ( 4 ) average number of modification types regarding psychosocial aspects per individual in a workgroup . Results : All feedback conditions differed positively from controls regarding change in the proportion of workgroup members who reported any modification in workplace design or working technique . No such effect was found for psychosocial aspects . For change in average number of psychosocial modification types per individual in a workgroup an effect was observed for feedback to supervisors . No intervention effect was observed for the average number of modifications in workplace design or working technique per individual in a workgroup . Conclusion : Feedback and discussion of ergonomic and psychosocial working-environment data during one short session with individual , groups or supervisors of white-collar computer workers may have a positive effect on how many people in a workgroup modify ( or have modifications done regarding ) workplace design and working technique . Feedback to supervisors may have an effect on the average number of psychosocial modification types per individual in a workgroup . Feedback to group supervisors appeared to be the most cost-effective variant Our objective was to evaluate the effect of 12 weeks of stress management training ( SMT ) , physical exercise ( PE ) and an integrated health programme ( IHP ) in a worksite setting on subjective health complaints . To do this , we r and omly split 860 employees into the following groups : control ( n = 344 ) , PE ( n = 189 ) , IHP ( comprising physical exercise and health information ) ( n = 165 ) and SMT ( n = 162 ) . There were no significant effects on subjective health complaints , sick leave or job stress . However , strong and specific positive effects were experienced for the particular goal areas defined for each intervention . The PE group showed improved general health , physical fitness and muscle pain , while the SMT group showed improved stress management . The IHP group showed the strongest effects , affecting most goals set for treatment A r and omized , clinical intervention focused on alleviating job strain was conducted over 6 months by mail and /or telephone with a total of 136 employees of Bank of America . Both the mail and mail plus telephone interventions evidence d positive results , with the mail plus telephone intervention being the more effective . Given the relative low cost of such mediated interventions , the results provide a basis for the further development of interventions that may demonstrate both clinical and cost effectiveness OBJECTIVES The effects of a stress reduction program on Japanese blue-collar workers were investigated using a controlled trial design . METHODS Two blue-collar worksites that showed higher depression scores ( Zung self-rating depression score ) were selected for the  intervention  group , after a survey of a large electric company in 1985 . Three blue-collar worksites were selected as a reference group whose workers were matched with the workers of the interventive worksites by mean age , worksite size and mean depression scores . A 1-year stress reduction program was conducted in the intervention group from 1986 to 1987 by worksite supervisors . Effects of the stress reduction program were assessed by comparing the initial depression scores , length of sick leave , and systolic and diastolic blood pressures with those after the follow-up . RESULTS The depression scores decreased during the follow-up in the intervention group , while the scores were almost the same in the reference group . An analysis of covariance with repeated measurements indicated a statistically significant intervention ( group x time interaction ) effect after control for gender and age ( P = 0.035 ) . Sick leave in the past year decreased in 1988 only in the intervention group ; generalized logit analysis with repeated measurements indicated a statistically significant intervention effect after control for gender and age ( P = 0.034 ) . No statistically significant intervention effects were observed on systolic and diastolic blood pressures or selected work stressors . CONCLUSIONS A stress reduction program directed towards worksite supervisors can be used to reduce depressive symptoms and sick leave among Japanese blue-collar workers 
    Output:
    
Studies using high-rated approaches represent a growing proportion of the job-stress intervention evaluation literature .
Individual-focused , low-rated approaches are effective at the individual level , favorably affecting individual-level outcomes , but tend not to have favorable impacts at the organizational level .
Organizationally focused high- and moderate-rated approaches are beneficial at both individual and organizational levels .