Worker influence on voluntary OHS management systems – A review of its ends and means

Voluntary management systems (MS) might improve occupational health and safety (OHS). MSs, as with any OHS management, requires worker influence (and management commitment) to reduce risks at work. Influence through union backed safety representatives (or similar) achieves the best OHS results. However, a MS guarantees neither effective OHS management nor strong worker influence. Systematic violations of legal requirements have repeatedly caused accidents at workplaces with certified MSs. Why employers introduce MS’s can affect their implementation and outcomes. Internal objectives, of productivity and/or work-related health, require upstream prevention and a genuine influence by workers and their safety representatives. However, managers with external objectives for a MS, such as brand images or low reported accident figures, may pursue such objectives through downstream control of safe behaviour – sometimes suppressing accident reporting – and with little attention to more serious long-term diseases. Worker consultation may then be a limited means of enhancing safety, or to one-way communication on safety rules. Such consultation may even be used for union busting. Many trade unions welcome MSs as possible improvement instruments, but they are also wary of what MSs employers are actually trying to implement. Unions try to support their safety representatives’ influence in a MS by enhancing their rights and their competences. If the motives for MSs are mainly external and the opportunities for influence too limited, it may be better for unions not to cooperate with management in a MS that may lead more to manipulation than to safe and sound work.     

The determinants of employee participation in occupational health and safety management

This article focuses on employee direct participation in occupational health and safety (OHS) management. The article explains what determines employee opportunities to participate in OHS management. The explanatory framework focuses on safety culture and safety management at workplaces. The framework is empirically tested using Estonian cross-sectional, multilevel data of organizations and their employees. The analysis indicates that differences in employee participation in OHS management in the Estonian case could be explained by differences in OHS management practices rather than differences in safety culture. This indicates that throughout the institutional change and shift to the European model of employment relations system, change in management practices has preceded changes in safety culture which according to theoretical argument is supposed to follow culture change.     

Self-directed workteams and safety: a winning combination?

The organization of work into self-directed work teams (SDWT) has considerably changed the power structure within companies. In addition to carrying out the work, SDWT members make decisions that are traditionally the jurisdiction of first line supervisors. This exploratory research examines the impact of this type of group empowerment on the management of health and safety in twelve factories in Quebec. As expected, the management of health and safety is greatly modified when self-directed work teams are implemented. These teams play a major role in the planning, implementation and monitoring of corrective measures on the shop floor. Staff and management provide support and advice to the work teams, but make fewer and fewer decisions themselves. Peer pressure, when perceived as legitimate, is likely to positively influence the safety attitudes and behaviours of team members. Furthermore, the safety performance of these organizations is actually better than average. However, our respondents were concerned about the growing lack of health and safety leadership displayed by some managers. They worry about the definition of roles, integration of occupational health and safety (OHS) concerns and adoption of OHS measures by less mature work teams. Peer pressure is not always seen as legitimate, thereby causing tension. Finally, our respondents were concerned about the stress and health difficulties that may be related to group decision-making and added responsibilities.     

An Exploratory Study of Meanings of Risk Control for Long Term and Acute Effect Occupational Health and Safety Risks in Small Business Construction Firms

A qualitative study of employers' and employees' meanings of occupational health and safety (OHS) risk control was conducted among a sample of small businesses engaged in the Australian construction industry. Two OHS risks relevant to the construction industry were selected for study. One risk (falls from height) represented an immediate consequence, whereas the other (occupational skin disease) represented a long-term health effect. Meanings of the sources and control for these risks were explored during in-depth interviews. Participants perceived the immediate effect, falls from height OHS risk, as being more important in their workplaces than the delayed effect, skin disease OHS risk. The risk of falls from height was perceived to be controllable but requiring a great deal of effort to prevent, whereas there was a fatalistic resignation to the risk of occupational skin disease. Meanings of risk control for both occupational skin disease and falls from height focused on individual rather than technological risk controls. Organizational barriers to the adoption of technological OHS risk controls in the construction industry were identified.     

Marketing strategies for enhancing safety culture

Promotional and marketing strategies can be effective tools for raising and maintaining the profile of occupational health and safety (OHS) within an organization. It is important to maximize the impact of health and safety promotions, and to ensure a consistent, desired message is conveyed. When developing OHS promotional campaigns, consideration should be given to identifying the target audience and the objective of the campaign. The aim is to keep employees focused in a positive and proactive way. Effective communication brings together people, processes, and systems. The challenge is to promote health and safety throughout all levels of the organization, and to find effective strategies such as published materials, displays, media, training and the Internet, to gain management commitment and employee involvement in the decision-making and problem-solving processes which are essential for achieving a positive safety culture. The benefits can go beyond lowering the lost time injury rate, and can include economic and social gains.     

An investigation of ergonomics analysis tools used in industry in the identification of work-related musculoskeletal disorders.

Web-based surveys were sent to Canadian certified ergonomists, Joint Health and Safety Committees (JHSCs) and health and safety certification trainers to understand better which ergonomics analysis tools were used in industry and help JHSCs obtain the necessary training required to reduce work-related musculoskeletal disorders (WMSDs). The results showed that most of the certified ergonomists used the Snook/Mital tables, the National Institute of Occupational Safety and Health (NIOSH) equation and rapid upper limb assessment (RULA) /rapid entire body assessment (REBA). The most frequently used methods by JHSCs to identify ergonomics risk were injury reports and worker complaints. The surveys for the health and safety certification trainers revealed that most curricula did not include ergonomics analysis tools. There appears to be a gap between what is recommended by certified ergonomists for JHSC, what is taught in training and what is used by JHSCs for ergonomics risk analysis. A better understanding, modifications in training curricula and education of JHSCs are needed to help reduce WMSDs.     

Occupational Health and Safety From Communist to Capitalist Structures

This article focuses on individual effects of the transformation from communist to capitalist structures in the system of occupational health and safety (OHS). Despite basic similarities among the communist nations the systems of OHS differed immensely. The political changes during transformation additionally contributed to varying opportunities for the development of OHS systems. Changes affecting the living and working conditions are significant and are demonstrated by the development of new work structures and work biographies. This is reflected in changed attitudes to demands and contents of work. No differences, however, were found between the employed and unemployed when asked about these issues. Conclusions for OHS in postcommunist states are drawn.     

Time trends and predictive factors for safety perceptions among incoming South Australian university students

Problem

Young workers are over-represented in injury statistics. In order to develop injury prevention strategies, this study investigated time trends and predictive factors relating to safety skills, confidence, and attitudes.

Method

Annual surveys were conducted from 2006-2009 among incoming students at the University of Adelaide. The questions addressed safety training, injury experience, and health and safety perceptions.

Results

Time trends in training, perceived safety skills, confidence, and attitudes were not significant. In terms of skills and confidence, the most important correlate was safety training outside of high school (odds ratio = 1.6), especially when repeated, assessed, or in face to face mode. Feeling strongly about safety issues was best predicted by injury experience (OR = 1.7) and gender.

Discussion

These results emphasize the value of assessed training, but they are also consistent with published U.S. data, indicating no improvement over time. It is suggested that there be a more integrated approach in safety education, involving schools and workplaces.

Impact on industry

By developing an understanding of student safety perceptions and experiences, this research aims to target strategies to reduce the excess injury rate for young workers. Workplaces should be more aware of the limitations of school-based safety education and a more integrated and evidence-based approach should be developed, involving schools and workplaces.     

Weighing the pig never made it heavier: Auditing OHS,social auditing as verification of process in Australia

South Australian organizations assess their OHSMS through audits as evidence of risk control and to help make workplaces healthy and safe. Auditing is an evaluative process regarded as an important step in the cycle of continuous improvement in OHS. Auditing began with financial audits conducted for reasons of corporate governance: for accountability, to inform management decisions and to provide market confidence. Society expects audits to be a tool of regulation, governance and accountability, but celebrated failures of audits to warn of impending financial collapse in organizations in recent years appears to have led to an increased fervour for auditing, rather than a decline. Social audits, including auditing of OHSMS, are intended to determine that an organization is meeting its corporate social responsibilities; but what is audited is often contested and requires subjective analysis. Financial and social audits are subject to failure: unintentional errors, deliberate fraud, financial interests causing undue influence, and undue influence from personal relationships between the auditor and client. We identify five further categories of failure: lack of worker participation; paperwork for the sake of the audit; goal displacement of audit scoring; confusion of audit criteria; and lack of auditor independence and skill. There has been a shift in focus: the current demand and preparation for auditing distracts organizations from the primary goal of making the workplace healthy and safe. We argue that auditing OHSMS has become a ritual rather than a means of improving workplace health and safety and should at least be treated with caution.     

The reality of “Revitalizing Health and Safety”

Problem: Workplace health and safety remains an important international socioeconomic issue, but the progressive declines in reported incidents may be slowing. The British Government has responded by launching a new policy initiative aimed at “Revitalizing Health and Safety” by establishing targets for improvement, strategies, and a series of action points, mainly targeting employers and organizational issues. This paper critically assesses the realities of implementing this policy with respect to the scientific base for each of the strategies. Method: Literature meta-analysis; analysis of policy. Results: Empirically proven determinants of workplace health and safety provide baselines for compensation and conditions of work, workforce characteristics, workplace characteristics, health and safety environment, political and economic factors, and industry characteristics. Support for different policy elements is varied and there are some significant gaps. Summary: An impressive body of research was found that offers a firm foundation for future developments. However, the need for work that is interdisciplinary, ordered, and collaborative is pressing. The need to move away from elegant but simplistic pictures of occupational health and safety (OHS) management practice, and to reflect true complexity is imperative. The reality of health and safety at work is that it is an issue that is taken lightly by those who do not practice or research safe and healthy working, and a serious issue for victims or relatives of victims of shoddy management. It remains one of the bastions of inequality of work worldwide. Impact on industry: The intent of governments in attempting to reinvigorate the suppression of workplace injury and illness is motivated by both social and economic imperatives. Motivation for organizations is not fully understood as there is no obvious business imperative. If organizations can further understand and provide a scientific justification for investment in OHS management, then governments' task will be made easier. By proving the value of OHS to management, we will demonstrate that organizations continue to present considerable hazards to their employees.     

基于SWOT和战略地图分析的企业OHS战略制定与描述

职业健康安全（OHS）工作是企业生产与经营管理的重要保障,OHS战略是企业运营战略的一个重要组成部分。为促进OHS战略管理,运用SWOT分析法和战略地图法制定和描述企业OHS战略。采用SWOT分析方法,从优势、劣势、机会和威胁等方面分析企业OHS工作的发展态势,实现策略定位。基于战略管理理论,结合策略分析结论,提出企业的OHS战略。为促进战略执行,采用战略地图分析方法,从财务、客户、内部业务流程、学习与成长等维度进一步描述OHS战略规划。研究结果表明,结合SWOT分析法和战略地图分析法的优点,可对企业OHS发展态势进行客观预测以利于提出合理的OHS战略目标,并可对OHS战略进行详细分解以促进战略执行。以Z公司为实例详细阐述企业OHS战略制定的流程与思路,有助于企业OHS战略实施。     

Overview of the relationship between organizational and workplace factors and injury rates

This paper summarizes data from ten studies examining the relationship between organizational and workplace factors and injury rates. The studies were identified from a systematic literature search, as well as from other sources, and were included if they reported comparisons among at least 20 workplaces. Factors that were examined in at least two studies were identified. Their relationship with injury rates was determined. It was not possible to make quantitative comparisons between studies. We looked for ‘consistency’ or ‘contradiction’ in the relationships. Among the variables ‘consistency’ associated with lower injury rates were: empowerment of the workforce (in general matters); delegation of safety activities; and an active role (in health and safety) of top management. Among the ‘contradictory’ variables were the level and use of discipline for safety violations; and several others that were contradictory only in subgroups of the same study. We discuss the limitations of synthesizing results from the diverse studies.     

Using psychological frameworks to inform the evaluation of fleet safety initiatives

Despite its importance, relatively little past research has investigated the effectiveness of fleet safety initiatives and their impact on drivers’ attitudes and work-related driving outcomes within a strong theoretical framework. This study conceptualised the social–psychological processes underlying two fleet safety initiatives, and hypothesised that these processes could be used to explain the effects of the fleet safety initiatives on changes in attitudes. Twenty-four fleet managers participated in the study and the results suggested that the effectiveness of the fleet safety initiatives in changing fleet managers’ attitudes toward the management of fleet safety could be explained through some of the processes underlying the persuasive communication and behavior management frameworks. Finally, some implications for designing and improving fleet safety initiatives were discussed.     

作业场所职业危害风险综合评价研究

在引入超标倍数、超标率等指标研究粉尘、毒物和噪声作业职业危害风险评价方法的基础上,综合考虑不同类型职业危害因素致病风险的差异,职业危害接触人数以及职业卫生管理情况,建立了多种类型职业危害因素并存作业场所的风险评价方法,进行了实际应用并取得良好效果,对于管理部门实施作业场所职业危害分级监管以及企业自我分级管理等都具有借鉴意义。     

Possibilistic regression analysis of influential factors for occupational health and safety management systems

The code of occupational health and safety (OHS) is an influential regulation to improve the on-the-job safety of employees. A number of factors influence the planning and implementation of OHS management systems (OHSMS). The evaluation of OHSMS practice is the most important component when forming a health and safety environmental policy for employees. The objective of this research is to develop an intelligent data analysis (IDA) in which possibilistic regression being endowed with a convex hull approach is used to support the analysis of essential factors that influence OHSMS. Given such subjective terms, the obtained samples can be conveniently regarded as fuzzy input/output data represented by membership functions. The study offers this vehicle of intelligent data analysis as an alternative to evaluate the influential factors in a successful implementation of OHS policies and in this way decrease an overall computational effort. The obtained results show that several related OHSMS influential factors need to be carefully considered to facilitate a successful implementation of the OHSMS procedure.     

Worker training and education in occupational safety and health: A report on practice in six industrialized western nations : Part four of a four-part series

During 1980–1981, a study was conducted of worker training and education in occupational safety and health in Canada, Great Britain, Sweden, France, the Federal Republic of Germany, and the United States. This article is the fourth in a four-part series of the findings of this study. Part one discussed the genesis of the study and the study design, reported on the training requirements of the occupational safety and health legislation in each of the six countries, and considered the implications of this legislation for worker training and education. Part one also included information on how each country is organized to carry out worker training and education in occupational safety and health. Part two discussed the role perceived for worker training and education as an occupational injury and illness countermeasure and identified and described the major components of the occupational safety and health training infrastructure in each country in the study. Part three reported on strategies for worker training including course design, construction, delivery, evaluation, and costs. Part four provides synopses of worker training and education for selected subsets of the worker population, e.g., migrant workers, nonorganized workers, employees of small business establishments, and employees of the federal or central government. Worker training and education programs are discussed for the following industries: construction, marine cargo handling (longshoring), and petroleum refining and related industries.     

Worker training and education in occupational safety and health: A report on practice in six industrialized western nations : Part three of a four-part series

During 1980–1981, a study was conducted of worker training and education in occupational safety and health in Canada, Great Britain, Sweden, France, the Federal Republic of Germany, and the United States. This article is the third in a four-part series of the findings of this study. Part one discussed the genesis of the study and the study design, reported on the training requirements of the occupational safety and health legislation in each of the six countries, and considered the implications of this legislation for worker training and education. Part one also included information on how each country is organized to carry out worker training and education in occupational safety and health. Part two discussed the role perceived for worker training and education as an occupational injury and illness countermeasure and identified and described the major components of the occupational safety and health training infrastructure in each country in the study. Part three reports on strategies for worker training including course design, construction, delivery, evaluation, and costs. Part four will provide synopses of worker training and education for selected subsets of the worker population, e.g., migrant workers, nonorganized workers, employees of small business establishments, and employees of the federal or central government. Worker training and education programs will also be discussed for the following industries: construction, marine cargo handling (longshoring), and petroleum refining and related industries.     

Occupational injury risk in a blue collar, small business industry: Implications for prevention

Conflicting perceptions of risk in OHS generate barriers to occupational injury prevention. Occupational injury prevention strategies that fail to address workplace risk perceptions are likely to be ineffective. In this study, we ask whether employers' and employees' have conflicting risk perceptions that may produce barriers to injury prevention in workplaces and we explore underlying understandings of risk in OHS that produce conflicting risk judgements. A novel research methodology was utilised to compare and contrast risk judgements of employers and employees in a blue collar, small business industry. Participants were asked to rate ten OHS risks and the risk rating scores of the two groups were compared. They were also asked to explain their risk judgements and their responses were contrasted by a method of qualitative data analysis. Significant differences between the risk rating scores of employers and employees were found for four OHS risks. The focus of conflicting risk judgements was a distinction between risks with an immediate injury effect and those with a delayed disease effect. Employers tended to rate the former significantly higher than employees. Employees tended to rate the latter significantly higher than employers. Three themes emerged to explain underlying understandings of risk in OHS that produce conflicting risk judgements. Implications of these understandings for occupational injury prevention strategies in an Australian blue collar, small business industry are explored and a new approach is proposed.     

Worker training and education in occupational safety and health: A report on practice in six industrialized western nations: Part two of a four-part series

During 1980–1981, a study was conducted of worker training and education in occupational safety and health in Canada, Great Britain, Sweden, France, the Federal Republic of Germany, and the United States. This article is the second in a four-part series of the findings of this study. Part one discussed the genesis of the study and the study design, reported on the training requirements of the occupational safety and health legislation in each of the six countries, and considered the implications of this legislation for worker training and education. Part one also included information on how each country is organized to carry out worker training and education in occupational safety and health. Part two discusses the role perceived for worker training and education as an occupational injury and illness countermeasure and identifies and describes the major components of the occupational safety and health training infrastructure in each country in the study. Part three will report on course design, construction, delivery, evaluation, and costs. Part four will provide synopses of worker training and education for selected subsets of the worker population, e.g., migrant workers, nonorganized workers, employees of small business establishments, and employees of the federal or central government. Worker training and education programs will also be discussed for the following industries: construction, marine cargo handling (longshoring), and petroleum refining and related industries.     

Worker training and education in occupational safety and health: A report on practice in six industrialized western nations: Part one of a four-part series

During 1980, a study was conducted of worker training and education in occupational safety and health in Canada, Great Britain, Sweden, France, the Federal Republic of Germany, and the United States. This article is the first in a four-part series of the findings of this study. Part one discusses the genesis of the study and the study design, reports on the training requirements of the occupational safety and health legislation in each of the six countries, and considers the implications of this legislation for worker training and education. Part one also includes information on how each country is organized to carry out worker training and education in occupational safety and health. Part two will review the role perceived for worker training and education as an injury and illness countermeasure and will identify the major training sources and the role of each. Part three will report on course design, construction, delivery, evaluation, and costs. Part four will provide synopses of worker training and education for selected subsets of the worker population, e.g., migrant workers, nonorganized workers, employees of small business establishments, and employees of the federal or central government. Worker training and education programs will also be discussed for the following industries: construction, marine cargo handling (longshoring), and petroleum refining and related industries.