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This study evaluated the potential effectiveness of screen filters in relieving visual fatigue. Critical flicker frequency (CFF), accommodation power, visual acuity, and subjective rating of visual fatigue were evaluated at four different stages: without screen filter, screen filter use of 2.5 mo., 5 mo., and 12 mo. For each stage, all measurements were taken before and after an 8-hr. workday. Analysis of variance was performed to test whether the screen filter use or measurement time had a significant effect on any of the visual fatigue measurements. The results indicated visual acuity was significantly improved after the use of a screen filter, while after the screen filter was installed, the CFF reading showed visual fatigue was more pronounced. Significant improvement in subjective ratings of double vision on screen was found after the screen filter use of 2.5 mo., but improvements disappeared after continuous use at 5 mo. A Hawthorne effect could have contributed to the short-term relief in visual fatigue and inconsistent findings in other visual performance measurements. Sorting out frequently used questions into a few definable areas and data sets might reduce the screen viewing time and visual fatigue more effectively.

Government data on 1,039 job titles in Taiwan were analyzed to assess possible relationships between job attributes and compensation. For each job title, 79 specific variables in six major classes (required education and experience, aptitude, interest, work temperament, physical demands, task environment) were coded to derive the statistical predictors of wage for managers, professionals, technical, clerical, service, farm, craft, operatives, and other workers. Of the 79 variables, only 23 significantly related to pay rate were subjected to a factor and multiple regression analysis for predicting monthly wages. Given the heterogeneous nature of collected job titles, a 4-factor solution (occupational knowledge and skills, human relations skills, work schedule hardships, physical hardships) explaining 43.8% of the total variance but predicting only 23.7% of the monthly pay rate was derived. On the other hand, multiple regression with 9 job analysis items (required education, professional training, professional certificate, professional experience, coordinating, leadership and directing, demand on hearing, proportion of shift working indoors, outdoors and others, rotating shift) better predicted pay and explained 32.5% of the variance. A direct comparison of factors and subfactors of job evaluation plans indicated mental effort and responsibility (accountability) had not been measured with the current job analysis data. Cross-validation of job evaluation factors and ratings with the wage rates is required to calibrate both.

The current study investigated occupational risk of handicapped workers relative to nonhandicapped workers and used the standardized mortality ratio as an index that handicapped workers were at elevated risk for occupational injury. A total of 6,327 records of disabling occupational injuries beyond first aid treatment from January to December, 1999 were collected and analyzed. The ratio of the standardized mortality ratio of the handicapped vs nonhandicapped workers indicated that occupational injury risk of handicapped workers must be seriously examined for the reasons for this unexpectedly high occupational risk.

The current study measured the critical elements of jobs and characterized the jobs' suitability for aging workers based on ratings of those elements. The sample consisted of 830 job tides collected by the Employment and Vocational Training Administration in Taiwan. For each job the ratings of 45 specific variables, falling into three major classes, were factor analyzed, using principal components analysis with varimax rotation. A nine-factor solution explained 50.1% of the variance. Using a nonhierarchical clustering procedure, 830 jobs were classified into three homogeneous clusters which were significantly different on nine factors except for Manual Dexterity. Mapping the ratings on the 9 factors and the characteristics of aging workers, the four job clusters were defined as Age-enhanced, Age-neutral, and Age-counteracted, and Age-impaired to describe the suitability for aging workers.