Project safety as a sustainable competitive advantage

Introduction: To be consistently profitable, a construction company must complete projects in scope, on schedule, and on budget. At the same time, the nature of the often high-risk work performed by construction companies can result in high accident rates. Clients and other stakeholders are placing increasing pressure on companies to decrease those accident rates. Clients routinely demand copies of safety plans and evidence of past results at the “pre-qualification” or “request for proposal” stages of the procurement process. Are high accident rates and the associated costs just a part of business? Findings: Companies that deliver on scope, schedule, and budget have a competitive advantage. Is it possible for projects with low accident rates to use it as a competitive advantage? Is the value added by safety just a temporary or parity issue, or does a successful safety program offer significant advantage to the company and the client? Impact on Industry: This article concludes that in the case of a high-risk industry, such as the construction industry, an organization with a successful safety program can promote safety performance as a sustainable competitive advantage. It is a choice the company can make.     

Ergonomics and Quality Management—Humans in Interaction With Technology,Work Environment,and Organization

Abstract

In many studies, ergonomics has been shown to influence human performance. The aim of this paper was to demonstrate imp ortan t ergonomics influences on quality in industrial production, from the perspective of interactions between humans, technology, organization, and work environment. A second aim was to elab orate on the implications of these findings for the development of quality management strategies. This paper shows that ergonomics problems in terms of adverse work environmental conditions, in appropriate design of technology, and an unsuitable org an izatio n are important causes of quality deficiencies. Problem solving aimed at improving ergonomics, quality, and productivity simultaneously is likely to obtain sup po rt from most of the interest parties of the company, and may also enhance participation. Ergonomics has the potential of becoming a driving force for the development of new quality management strategies.     

Workforce engagement: What it is,what drives it,and why it matters for organizational performance

Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.     

Promoting safety by training supervisors and safety representatives for daily safety work

Safety at Finnish work places is mainly considered to be the task of a separate safety organization, e.g., a safety manager and safety delegates. However, it is the supervisor who is responsible for the daily safety in the departments. The Finnish paper industry has developed a supplementary system for the safety organization to carry out safety work in the factories. The monitoring and improving of the daily safety has been delegated to small groups in the production departments. These small groups consist of the supervisor and the safety representative (worker member) of the work area. Sometimes also a department manager or a member of the maintenance department may participate in the work group. A training program was designed to give basic knowledge and skills for the groups. The course has helped the participants to better outline their duties and activities within the safety field.     

重点石化生产工程安全评价系统开发

基于安全评价理论,结合行为安全行为矫正技术、安全检表、模糊综合评价法、作业条件危险性评价法、道化学火灾爆炸危险指数评价,开发了适应石化生产项目的＂重点石化生产工程安全评价系统＂,建立了重点石化生产作业安全数据库,实现了生产作业危险源辨识、安全评价、方案评估、费用预算等计算机自动化,为石化生产工程安全评价提供了新的手段和平台。以某油库为例,运用权重分析安全检查表法、道化学火灾爆炸危险指数评价法进行了定量和半定量安全评估,从不同侧面反映出危险程度,提高了评价结果的可靠性,经实践证明,该系统操作简单、适用性强、评价结果可靠,有效的降低了重点石化生产作业过程的风险程度。     

Advanced manufacturing technology and work simplification: An empirical study

This paper is concerned with the effects of advanced manufacturing technology on shopfloor operator jobs and work attitudes. A strong line of argument from labour process theory suggests that such technology will simplify and deskill jobs, and reduce the quality or working life. This proposition was explored within a large electronics company which assembles computer boards, where two different applications of information technology have been experienced. These were compared with two traditional manual assembly jobs. Assessment of job content, perceived job characteristics and operator work attitudes, showed no uniform deskilling effects of advanced manufacturing technologies. Much larger differences existed both between the different new technology applications and between the traditional jobs. This demonstrates that choice of technology is important to skill use and employees' attitudes, as are the choices for the organization of work around it. These are not uniform processes even within a single organization. Experience of operating advanced manufacturing technology was also accompanied by more positive views concerning its impact on the shopfloor.     

Organization–environment adaptation: A macro‐level shift in modeling work distress and morale

We theorized that organization–environment adaptation, the interaction between external demands and personnel resources, predicts distress and morale. We tested this hypothesis in 29 stations within one state police department, and combined three data sources. We measured environmental demands for policing via census data pertaining to the station precinct (e.g., per cent unemployed; per cent in public housing). We assessed resources via personnel numbers within stations. Outcomes were employee's perceptions of staff distress and morale at the station (N = 247), assessed twice, 14 months apart. Using hierarchical linear modeling, we found that environmental demands predicted perceptions of workgroup distress and morale and that the relationships were moderated by personnel resources. For distress, when resources were low, demands were positively associated with distress; when resources were high, demands were negatively associated with distress. For morale, when resources were high, demands were positively associated with morale; there was no relationship when resources were low. Results show that aversive and pleasurable reactions at work may be traced to how resources are employed to manage external demands. Results support a macro‐level shift in modeling distress and morale, incorporating external demands, and strategic management decisions regarding personnel resourcing. Our research suggests that rather than being a result of individual failure to adapt, compromised work ability may result from an organizational failure to adapt to the environmental context. Copyright © 2012 John Wiley & Sons, Ltd.     

Port safety and the container revolution: A statistical study on human factor and occupational accidents over the long period

Several factors can affect occupational accident frequency, namely economical factors, technologies used (low automation, discontinuous operating) job design, organization of work/environmental conditions and human factors. In particular, technological advances in industrial activities can give rise to improvement in productivity and in occupational health and safety, but not necessarily simultaneously. The beginning of the container transport dates back to 50 years ago, but while containerization changed everything, from ships and ports to patterns of global trade, its impact on work injuries was not explored at all. The aim of this paper is to investigate the relationship between work organization, job experience, productivity and occupational accidents, from the starting of the container expansion to nowadays, considering Genoa port (Italy), one of the largest of the Mediterranean Sea. In order to minimize possible reporting biases, such as underreporting or reclassification to a lower level of severity, injury statistics are elaborated starting from data collected directly on-site, from internal accident or medical-aid reports. An in-depth statistical analysis on occupational injuries in the years 1980–2006 is carried out, with reference to frequency indexes, mechanism of injury and material causes. The increase of container-ships traffic and, consequently, the sharp change in port infrastructure involved a rapid modification also in the work organization, with particular reference to the number and characteristics of workforce (decrease from 5783 to nearly 1000 employees and increase of low experience workers from 28% to 74%). The striking high percentage increase of young or low experienced workers in handling container (and performing correlated new tasks) caused a remarkable increase of the risk for occupational injuries. In the studied port, we recorded an increase of the frequency index (injuries per hundred thousand hours worked) from 13.0 to 29.7. It results that the increased expansion of shipping container utilization is not connected to a correspondent human factor safety implementation. Main risk factors are pointed out, revealing an increase of accidents due to transport vehicle (+8.3%) and a reduction of accidents caused by substance or materials (?4.5%). These factors show a statistical significant correlation with the new job tasks. Consideration of these findings may enable managerial solutions and workplace organization interventions for the prevention of injuries and safety performance improvement in port activities.     

‘It's off to work we go!’ Person–environment fit and turnover intentions in managerial and administrative mining personnel

Purpose. Person–environment fit asserts that incompatibility between an employee and aspects of their work environment is more likely to lead to occupational stress. The aim of this study was to investigate the impact that varying levels of person–environment fit had on key criterion outcomes including work engagement, work-related wellbeing and turnover intentions in a unique sample of managerial and administrative mining personnel. Method. An online self-report survey was distributed to an Australian mining organization by the company’s Chief Executive Officer. Anonymous survey links were sent to staff, of which 118 participants responded. The survey consisted of previously validated measures. Results. Hierarchical multiple regression analyses revealed significant relationships between abilities–demand fit, needs–supply fit and work engagement. Additionally, work-related wellbeing was significantly associated with increased person–organization fit and needs–supply fit. However, only needs–supply fit had a significant negative relationship with turnover intentions. Needs–supply fit significantly predicted all criterion variables. Conclusions. This study found that personal need fulfilment through work-related activities had the most significant impact on work-related wellbeing and work engagement. Personal need fulfilment through work also produced the most significant negative relationship with turnover intentions.     

Migrating an incident reporting system to a CCPS process safety metrics model

A major chemical company established a formal incident investigation and reporting system several years ago. The original system focused heavily on worker-related injuries, illnesses, and near-misses and was used primarily to track statistics reportable to the Occupational Safety and Health Administration (OSHA). This Occupational Injury and Illness (OII) approach has been recognized to be an ineffective tool for measuring, predicting, and preventing process safety incidents. The Center for Chemical Process Safety (CCPS) recently published guidelines on how to establish safety metrics for the measurement and reduction of process safety incidents. The process safety metrics approach relies upon leading and lagging metrics to improve organization process safety. This paper is a case study of the analysis of one organization’s incident database, which represents approximately five years of data from over a dozen facilities. The aim of this investigation was to extract useful process safety metrics from the incident investigation and reporting system, which would be pertinent to the types of process units and process functions at these facilities. This paper will discuss the approach taken to extract process incident information from an OII-based database and present the difficulties of performing an analysis on such a database. This paper provides guidance on how to migrate an existing OII-based reporting system to a program that includes process safety metrics in accordance with industry best practices.     

Official reporting and newspaper coverage of road crashes: A case study

This paper describes a case study in Flanders–Belgium on the reporting rate of road crashes. Crash data from three sources were compared: official crash data, data retrieved from an insurance company and newspaper articles. A sample of 140 injury crashes with motorcyclists from an insurance company was used as the reference category. The purpose was to explore factors that contribute to the likelihood of crashes (not) to be reported in official statistics and newspapers. Logistic regression analyses and chi-square tests were used to reveal differences in reporting rate according to some variables. About 80% of the crashes with severe injuries were reported in the official statistics whereas the reporting rate for crashes with slightly injured was about 55%. Newspapers covered about 50% of crashes with severe injuries. The reporting rate in both official statistics and newspapers increased with the severity of the crash.     

Abusive supervision and work behaviors: The mediating role of LMX

We investigated the mediating role of the leader–member exchange (LMX) in the association of abusive supervision and employee work behaviors (task performance and organizational citizenship behaviors toward the organization and individuals). Using data collected from 366 supervisor–subordinate dyads, we found that LMX fully mediated the negative effects of abusive supervision on all three work behaviors. In addition, we conducted a supplementary study on the basis of the data collected from 54 supervisor–subordinate dyads from a garment company, and we found that LMX mediated the relationship between abusive supervision and employee objective future performance with interactional justice controlled. Copyright © 2011 John Wiley & Sons, Ltd.     

Where to focus? Insights from safety personnel and external safety consultants on lessons learned about safety climate interventions – A qualitative approach

Introduction: Safety climate is important for promoting workplace safety and health. However, there is a dearth of empirical research on the effective ways of planning, designing, and implementing safety climate interventions, especially regarding what is going to be changed and improved. To address this gap, the present study sought to extract a comprehensive pool of compiled suggestions for safety climate intervention based on qualitative interviews with professionals in occupational safety and health management from potentially hazardous industries. Method: A series of systematic semi-structured interviews, guided by a comprehensive sociotechnical systems framework, were conducted with company safety personnel (n = 26) and external safety consultants (n = 15) of 21 companies from various industries. The taxonomy of five work system components of the sociotechnical systems approach served as overarching themes, representing different areas of improvement in an organization for occupational safety and health promotion, with an aim of enhancing safety climate. Results: Of the 36 codes identified, seven codes were based on the theme of external environment work system, four were based on the theme of internal environment work system, five were based on the theme of organizational and managerial structure work system, 14 codes were based on the theme of personnel subsystem, and six were based on the theme of technical subsystem. Conclusions: Safety climate intervention strategies might be most commonly based upon the principles of human resource management (i.e., codes based on the personnel subsystem theme and organizational and managerial structure work system theme). Meanwhile, numerous attributes of external/internal environment work system and technical subsystem can be jointly improved to bolster safety climate in a holistic way. Practical Applications: More systematic and organized management of safety climate would be available when various interrelated codes pertinent to a given context are carefully considered for a safety climate intervention.     

Psychological and physiological stress reactions of male and female assembly workers: a comparison between two different forms of work organization

Psychological and physiological stress responses of 36 male and 29 female assembly workers were examined during and after work at a car engine factory. Two different ways of organizing assembly work were compared, (1) a more traditional assembly line with fixed work stations organized as a chain and involving short repetitive work cycles and, (2) a new and more flexible work organization with small autonomous groups having greater opportunities to influence the pace and content of their work. Each worker was examined during and after a normal day at work on 2 consecutive days and, in order to obtain endocrine baseline data, during a corresponding work‐free period at home. As expected, both female and male workers in the flexible organization reported significantly more variation, independence and abilities to learn new skills at work. Workers in both forms of work organization showed a significant increase in urinary epinephrine and norepinephrine during work compared to the work‐free day at home. Males had significantly higher epinephrine and systolic blood pressure levels than females. Successive self‐reports of tiredness increased significantly more at the assembly line compared to the flexible work organization. In keeping with this, systolic blood pressure, heart rate and epinephrine increased significantly during the work shift at the assembly line but not during work in the flexible organization. Catecholamine levels revealed that the subjects were able to unwind more rapidly after work in the flexible organization. This pattern was particularly pronounced for the female workers. In summary, the various stress indicators support the notion that the flexible work organization induces less stress than the assembly line and that the female workers were able to benefit most from this new form of work organization. Copyright © 1999 John Wiley & Sons, Ltd.     

Development of a new masters program for occupational physicians in Flanders

Background: discussions with occupational physicians and a postal survey identified the shortcomings of previous programs, mainly found in the fields of occupational hygiene, ergonomics, environmental health and management.Objectives of the new program: basic knowledge (see content), the development of problem solving skills, scientific and social attitudes.Content: first year: occupational health practice, occupational hygiene, epidemiology, work physiology, toxicokinetics and dynamics and in service training (4 weeks). Second year: occupational pathology, environmental health, ergonomics, social legislation, safety, management and in service training (4 weeks). The total study load is estimated at about 1600 hours per year.Methods: interactivity is stimulated by the introduction of interdisciplinary seminars, project work in groups and Socratic dialogue. The objectives, contents and teaching and student-evaluation methods of the separate items were defined before selecting teachers.Finality of the program: a masters title sufficient to practice occupational medicine in Belgium. A subsequent postacademic training of 2 years, while at work, will be required for the title of specialist in occupational medicine, valid at European Union (EU) level. It will include preparing and publically defending a thesis.Statement: The collaboration of ex-students working in the field is essential in the development and quality assessment of adequate teaching programs.     

Statistical evaluation and analysis of safety intervention in the determination of an effective resource allocation strategy

This paper provides an analytical background for the development of an effective safety intervention program with the aim of minimizing incident rates. Safety intervention data were collected from the environmental health and safety department of an American-owned oil company in the Niger-Delta region of Nigeria. A safety model was developed to determine the safety intervention factors and interactions which minimize incident rates, with the aim of predicting a better resource allocation strategy. Five main safety intervention factors (factor A: leadership and accountability; factor B: qualification selection and pre-job; factor C: employee engagement and planning; factor D: work in progress; factor E: evaluation, measurement and verification) were highlighted and investigated to show their effects on incident rate performance. Analysis of variance test showed that four safety factors (A, C, D, and E) were significant. Statistical techniques such as response surface design plots were used to determine the resource allocation method. The developed safety model recommended the allocation of 16.66% of the available resources to the significant safety intervention activities in order to achieve the desirable incident rate. In order to reap the benefits of this research, it will be important to concentrate more efforts and resources on significant factors which have positive impacts in minimizing incident rates.     

Predictors of willingness to relocate for managerial and professional employees

This study explored possible determinants, both inside and outside the job sphere, of willingness to relocate. Data were collected from a large sample of managerial and professional employees in one organization. Unlike previous research, this study investigated willingness to relocate for three different purposes: (1) for a better job or career development; (2) to help the organization; or (3) to remain employed. However, only two factors of willingness to relocate emerged: willingness to relocate for career enhancement or company needs, and willingness to relocate to remain employed. Results showed that the strongest predictors of willingness to relocate to remain employed were job sphere variables such as satisfaction with career development opportunities and propensity to remain, while family and community variables were much more important in predicting willingness to relocate for career enhancement or company needs. The implications of these results for both the organization and individuals are discussed.     

A test of job security's direct and mediated effects on withdrawal cognitions

Two field studies were undertaken to investigate the nature of the relationships between job security, job satisfaction, organizational commitment, and withdrawal cognitions. Study 1 was conducted in an organization immediately following its acquisition by another company (N=137). Study 2 was conducted in an organization that had experienced a number of layoffs and expected more in the future (N=188). Covariance structure analysis was used to test for direct, complete mediating, and partial mediating effects. Study 2 was used to cross-validate the findings from study 1. Results from both studies provide strong support for the proposition that job satisfaction and organizational commitment mediate the effects of job security on withdrawal cognitions. The two studies diverge when explicating the nature of the relations between job security, satisfaction, and commitment. Study 1 suggests job satisfaction completely mediates the effects of job security on commitment. Study 2 suggests that both satisfaction and commitment mediate the relationship between job security and withdrawal cognitions. Contextual differences that may have contributed to these findings are discussed. © 1997 by John Wiley & Sons, Ltd.     

Environmental knowledge memory: Contribution of the DIK model

A company does not only generate goods and services which meet the requirements in terms of deadlines, costs, quality and environment, but it also generates knowledge that must be capitalized. In order for a company to benefit from the skills and competences acquired during the realization of a project, some processes of memorization prove to be necessary. This article fits in this context and aims at suggesting a knowledge capitalization model in order to create a capital of environmental knowledge.To illustrate our suggestion, we have chosen an Environmental Performance Contract (EPC) signed by tens of Algerian companies which are reputed for their pollution of the environment. Capitalizing this knowledge allows these companies to anticipate on their environmental management and to guarantee the success of the EPC.