Leadership and worker engagement in the ports industry

HSE’s 2014 Approved Code of Practice (ACOP) on Safety in Docks (L148) was developed through close consultation with employer and employee representatives. It is designed to address both the larger end of the industry and those working in small harbours and highlights the importance of leadership and full workforce involvement. Worker engagement goes beyond consultation and refers to the extent to which workers contribute to decisions that affect their health and safety. Leaders play an important role by engaging the workforce to achieve safe and healthy conditions.
This qualitative study explored how leadership and worker engagement practices were implemented in GB ports. Findings revealed several good leadership practices including leading by example, challenging unsafe practices and being visible. Listening to and acting on workers’ concerns and ensuring that feedback is provided on issues raised was also important in facilitating and/or sustaining worker engagement. Study participants considered that use of a variety of communication methods is essential to engage workers. Health and safety representatives played an important role in increasing attention to health and safety and were generally supported in their role. Worker attitude to health and safety and generational issues in particular were perceived as a potential barrier to worker engagement.

Source: http://www.hse.gov.uk/research/rrhtm/rr1089.htm

Journaliste, un métier en voie de précarisation

La crise que traverse les médias traditionnels semble interminable. Il n’y a pas que les comptes de résultat des groupes de presse qui font peine à voir. Les professionnels de l’information sont également durement touchés. Réalisé en collaboration avec la Fédération européenne des journalistes (FEJ), le dernier numéro de HesaMag, le magazine de l’Institut syndical européen (ETUI), dresse un bilan de santé des journalistes en Europe.

Source: http://www.etui.org/fr/Themes/Sante-et-securite/HesaMag

An Approach to Assess the Burden of Work-Related Injury, Disease, and Distress

The true burden (morbidity, mortality, disability, cost, pain, distress) of occupational and work-related diseases and injuries is unknown, and what is reported as burden is significantly underestimated. This underestimation affects the way decision-makers view investments in research and worker protection, which in turn has a substantial impact on national welfare and public health. To better describe the societal and individual burdens of occupational and work-related diseases and injuries, we propose an approach to gauge what is known about burden and where new assessments may be made.
This approach consists of 4 elements to consider in burden assessments: (1) utilizing multiple domains, including the individual worker, the worker's family, the community in which the workplace is located, the employer, and society as a whole; (2) taking a broader view of the work-relatedness of disease and injury; (3) assessing the impact of the entire working-life continuum; and (4) applying the comprehensive concept of “well-being” as an indicator in addressing contemporary changes in the nature of work, the workplace, and the workforce.

Source: Schulte, P. A., Pana-Cryan, R., Schnorr, T., Schill, A. L., Guerin, R., Felknor, S., & Wagner, G. R. (2017). American journal of public health, e1-e7.
http://ajph.aphapublications.org/doi/abs/10.2105/AJPH.2017.303765

Burn-out: au-delà des débats, faire le bon diagnostic et proposer une prise en charge personnalisée

Sujet à débat et à controverse, le « syndrome d'épuisement professionnel » peut avoir des conséquences graves sur la vie des personnes et nécessite une prise en charge médicale. Syndrome complexe et aux manifestations diverses, il est mal connu, difficile à repérer, parfois diagnostiqué à tort ou confondu avec d'autres troubles psychiques.

Source: https://www.has-sante.fr/portail/jcms/c_2769291/fr/burn-out-au-dela-des-debats-faire-le-bon-diagnostic-et-proposer-une-prise-en-charge-personnalisee

Associations between common diseases and work ability and sick leave among health care workers

Purpose: This study investigates whether common diseases, i.e., musculoskeletal diseases (MSD), cardiovascular diseases (CVD), mental disorders (MD), and respiratory diseases (RD), influence work ability and sick leave and whether lifestyle-related factors, and psychosocial and physical work-related factors are associated with low work ability and sick leave.
Methods: In a cross-sectional study among 8364 Dutch health care employees, self-reported information was acquired concerning common diseases, lifestyle-related factors, psychosocial and physical work-related factors, work ability, and sick leave. Logistic regression analyses were performed to describe the associations between common diseases with low work ability and sick leave, and to evaluate differences in associations between lifestyle-related and work-related factors with low work ability and sick leave among healthy employees and employees with common diseases.
Results: Employees with MD (OR 6.35), CVD (OR 2.63), MSD (OR 2.62), and RD (OR 2.11) had a higher risk of low work ability compared to healthy employees. Workers with common diseases also reported more often sick leave (ORs > 1.60), in particular long-term sick leave (>25 days). Multimorbidity increased both the occurrence of low work ability and sick leave. Unfavourable psychosocial work-related factors were associated with low work ability and sick leave regardless of health status. Physical work-related factors and lifestyle factors were less consistently associated with low work ability and sick leave.
Conclusions: Common diseases, and foremost mental disorders, were related to both low work ability and sick leave. To maintain or improve work ability and prevent sick leave, interventions that promote a healthy psychosocial work environment are needed.

Source: van den Berg, S., Burdorf, A., & Robroek, S. J. (2017). International Archives of Occupational and Environmental Health, 1-9.
http://dx.doi.org/10.1007/s00420-017-1231-1

Mieux former les managers et ingénieurs de demain

"Faire évoluer la formation initiale et continue des dirigeants, managers, ingénieurs et chefs de projet pour qu'ils prennent mieux en compte les enjeux de qualité de vie au travail, telle est l'ambition du projet « Faire École » que le réseau Anact-Aract a lancé à l'échelle nationale en 2014.
Ce numéro dévoile ce que nos échanges avec le monde de l'entreprise, la formation continue et l'enseignement supérieur ont révélé pour pouvoir faire bouger les lignes du management dans ses activités quotidiennes, en particulier au sein des équipes de conduite de projets et de transformation des organisations.
Le résultat ? Un document de recommandations, sous forme d'un Livre blanc, sera publié à la rentrée et nourrira le débat public. Les objectifs ? Faire école ! C'est-à-dire convaincre les acteurs de l'entreprise et de la formation initiale et continue d'engager des démarches innovantes pour former et accompagner différemment les ingénieurs et managers dans la conduite de leurs projets. Des initiatives et des expérimentations seront alors conduites avec les partenaires intéressés. La qualité de vie au travail de tous, managers comme managés, passera par cette nouvelle culture managériale pour une performance globale des entreprises et des organisations."

Source: (2017). Travail & Changement (267).
https://www.anact.fr/mieux-former-les-managers-et-ingenieurs-de-demain

Preventing workplace violence in the health care sector

Workplace violence in our health care sector is a growing matter that we are committed to addressing. We've seen a concerning increase in the frequency and severity of incidents of workplace violence in our hospitals, mainly experienced by nurses.
Nurses play an integral role in providing care to patients in our hospitals and, because of their level of interaction with patients, they are the primary victims of workplace violence. That is unacceptable. Every worker in Ontario should expect a safe and healthy workplace.

Source: https://www.ontario.ca/page/preventing-workplace-violence-health-care-sector#section-8

In times of change: How distance managers can ensure employees’ wellbeing and organizational performance

Organizations develop and adapt to societal changes and technological developments, where one consequence is that dispersed workers are more common than never before. It is difficult to ensure employee wellbeing and performance, when separating managers from employees by either time or geography. This paper explores the wellbeing of employees doing distance work, and examines the practices of the distance manager aimed at ensuring employee wellbeing and organizational performance. The pilot study use a case study approach in four organizations with qualitative interviews of distance managers and employees. The study show both positive and negative aspects of distance work. Positively, the employees find distance work to be professionally challenging and they feel they make a difference in their work. On the negative side is the feeling of loneliness and frustrations about lack of communication. The analysis of distance managers' practices showed that they used both activities and capabilities in order to ensure employee wellbeing and organizational performance. The activities included planning, newsletters, and surveys, and the capabilities were to listen, create and show trust, and give authority to the employees. Contrary to previous findings on motivating of knowledge workers, our findings show that motivation, surprisingly, is ensured when focusing on the basic needs such as working conditions and belongingness.

Source: Poulsen, S., & Ipsen, C. (2017). Safety Science.
https://doi.org/10.1016/j.ssci.2017.05.002

Rotating night shift work and risk of breast cancer in the Nurses' Health Studies

In 2007, the International Agency for Research on Cancer declared shift work involving circadian disruption to be a “probable” carcinogen (group 2A), noting that human evidence was limited. This study examined associations between rotating night shift work and breast cancer risk in two prospective cohorts, the Nurses' Health Studies (NHS: 1988–2012, n = 78,516; NHS2: 1989–2013, n = 114,559), with 9,541 incident invasive breast malignancies and 24 years of follow-up. Women in NHS with 30+ years of shift work had no increased risk of breast cancer (Hazard ratio (HR) = 0.95, 95% Confidence interval (95% CI): 0.77, 1.17; Ptrend = 0.63), compared to never shift workers, though follow-up occurred primarily post-retirement from shift work. In the younger NHS2, breast cancer risk was significantly increased for women with 20+ years of shift work at baseline, reflecting young adult exposure (HR = 2.15, 95% CI: 1.23, 3.73; Ptrend = 0.23), and was marginally significantly increased for women with 20+ years of cumulative shift work, using updated exposure information (HR = 1.40, 95% CI: 1.00, 1.97; Ptrend = 0.74). In conclusion, long-term rotating night shift work was associated with increased risk of breast cancer among women who performed shift work during young adulthood. Further studies should explore the role of shift work timing on breast cancer risk.

Source: Wegrzyn, L. R., Tamimi, R. M., Rosner, B. A., Brown, S. B., Stevens, R. G., Eliassen, A. H., ... & Schernhammer, E. S. (2017). American journal of epidemiology.
https://doi.org/10.1093/aje/kwx140

Autonomic dysregulation in burnout and depression: evidence

Our study is the first to show burnout associated reductions in vagal-mediated heart rate variability (HRV) in a large population-based sample. These new findings will advance a basic scientific understanding of modulations of autonomic function in burnout disease, research on objective psychometrics of burnout, as well as the ongoing debate on the distinguishability (or lack thereof) of burnout and depression.

Source: Kanthak, M. K., Stalder, T., Hill, L. K., Thayer, J. F., Penz, M., & Kirschbaum, C. (2017). Scandinavian Journal of Work, Environment & Health.
http://dx.doi.org/10.5271/sjweh.3647

Does age modify the association between psychosocial factors at work and deterioration of self-rated health?

Does age modify the association between psychosocial factors at work and deterioration of self-rated health?
The paper is to our knowledge the first to assess directly if age interacts with psychosocial work environment factors as risk factors for self-rated health. The paper could generally not find major modifying effects applying a RERI approach and a linear approach, and excluding people with poor health at baseline or including these people.

Source: Burr H, Hasselhorn HM, Kersten N, Pohrt A, Rugulies R. (2017). Scand J Work Environ Health.
http://dx.doi.org/10.5271/sjweh.3648

Loss of permanent employment and its association with suicidal ideation

A cohort study in South Korea
This is the first study to show the relationship between loss of permanent employment and suicidal behaviors. We observed changes from permanent to precarious employment increased the risk of suicidal ideation, after adjusting for potential confounders including lifetime suicidal ideation at baseline. This association was more apparent when restricted analysis to workers without lifetime suicidal ideation at Baseline.

Source: Yoon, S., Kim, J. Y., Park, J., & Kim, S. S. (2017). Scandinavian Journal of Work, Environment & Health.
http://dx.doi.org/10.5271/sjweh.3646

The importance of commitment, communication, culture and learning for the implementation of the Zero Accident Vision in 27 companies in Europe

In this paper the findings are presented of a multinational study involving 27 companies that have adopted a ‘Zero Accident Vision’ (ZAV). ZAV is the ambition that all accidents are preventable, and this paper focuses on how companies implement ZAV through ZAV commitment, safety communication, safety culture and safety learning. Managers and workers took part in a survey (8,819 respondents), company interviews and national workshops in seven European countries. A common characteristic of all the companies was the high ZAV commitment of their managers and workers, which often were embedded in the companies’ business strategies. It is very likely that this commitment is the main driver for long-term safety improvements. This research supports the importance of safety communication for ZAV implementation, especially of: specific ZAV or safety promotion programmes, constant and updated communication on functional tools, and effective supervisor communication. Successful communication must ensure ‘relevant’ information to respective organisational levels (not a one-size fits-all strategy), and allow for ‘decentralised’ initiatives. This research also highlights the importance of safety culture for ZAV implementation, with ZAV companies having high survey scores on management safety priority, safety empowerment and safety justice. The results also support the importance of safety learning (incidents and good-practice) for ZAV implementation. Additional success factors were top management support and an ‘open atmosphere’, systematic communication and dialogue on incidents, and a focus on things that go right. We conclude that ZAV is the basis for inspiring and innovative approaches to improve safety, as an integrated part of doing business.

Source: Zwetsloot, G. I., Kines, P., Ruotsala, R., Drupsteen, L., Merivirta, M. L., & Bezemer, R. A. (2017). Safety Science, 96, 22-32.
https://doi.org/10.1016/j.ssci.2017.03.001

Prévention et performance d’entreprise

Panorama des approches et des points de vue sur la prévention et la performance d'entreprise
La question de la contribution de la prévention à la performance des entreprises prend une place importante dans le débat public.  Les discours qui en font l'objet reposent sur des démonstrations et des argumentaires très divers qui peuvent parfois prêter à confusion. Il s'agit dans ce document de proposer un panorama des approches et des points de vue pour en éclaircir la portée. Ce panorama se base sur des références et témoignages de médias grand public (médias professionnels et de prévention) et des compilations d'études.
Afin de structurer le foisonnement d'éléments intervenant dans les discours, ce document propose une approche structurée selon une progression du point de vue. Après avoir établi le contexte du questionnement sur le lien entre prévention et performance d'entreprise, les différentes méthodologies d'approches économiques sont présentées, avec les hypothèses et logiques correspondantes. Un focus est fait sur la prise en compte de la productivité. L'intérêt de l'approche économique est présenté, ainsi que ses limites qui peuvent aboutir à une réception négative du discours. La notion de performance est alors élargie, en la confrontant aux composantes humaines et sociales de l'entreprise, amenant ainsi la notion de « performance durable ». Le « capital humain » est essentiel dans la nécessité d'une adaptation continuelle de la production et du service, et la viabilité de l'entreprise à long terme dépend de sa capacité à suivre les évolutions du monde qui l'entoure. Ce point de vue permet alors d'expliciter les leviers de la prévention dans la performance de l'entreprise, centrés sur la compétence et l'implication des salariés, et sur l'accompagnement  de l'entreprise dans son intégration sociale.

Source: http://www.inrs.fr/dms/inrs/PDF/Actualites/prevention-performance-entreprise/prevention-performance-entreprise.pdf

Diagnosis of poor safety culture as a major shortcoming in OHSAS 18001-certified companies

The evaluation of safety performance in occupational health and safety assessment series (OHSAS) 18001-certified companies provides useful information about the quality of the management system. A certified organization should employ an adequate level of safety management and a positive safety culture to achieve a satisfactory safety performance. The present study conducted in six manufacturing companies: three OHSAS 18001-certified, and three non-certified to assess occupational health and safety (OHS) as well as OHSAS 18001 practices. The certified companies had a better OHS practices compared with the non-certified companies. The certified companies slightly differed in OHS and OHSAS 18001 practices and one of the certified companies had the highest activity rates for both practices. The results indicated that the implemented management systems have not developed and been maintained appropriately in the certified companies. The in-depth analysis of the collected evidence revealed shortcomings in safety culture improvement in the certified companies. This study highlights the importance of safety culture to continuously improve the quality of OHSAS 18001 and to properly perform OHS/OHSAS 18001 practices in the certified companies.

Source: Ghahramani, Abolfazl. (2017). Industrial Health, 55(2), 138-148.
http://doi.org/10.2486/indhealth.2015-0205

Plus de Messages Page suivante »

Abonnement courriel

Messages récents

Catégories

Mots-Clés (Tags)

Blogoliste

Archives