2017-05-01 12:00 - Messages

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.

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.

Perceived organizational support and employees’ well-being

The mediating role of organizational dehumanization
Perceived organizational support (POS) has been found to predict important organizational outcomes such as increasing employees' well-being. In this research, we examine a new underlying mechanism of the relationship between POS and employees' well-being, that is, employees' perceptions that their organization dehumanizes them. This proposition was tested across two studies. Using an experimental design manipulating POS in a laboratory setting, Study 1 indicated that in the high POS condition, the subsequent feelings of being dehumanized by the organization were lower than in the low POS condition. More importantly, organizational dehumanization perceptions were found to mediate the POS condition and satisfaction link. Furthermore, using a sample of 1209 employees, results of Study 2 indicated that organizational dehumanization mediates the relationship between POS and three indicators of employees' well-being (i.e., job satisfaction, emotional exhaustion, and psychosomatic strains). Implications for research on both organizational support theory and dehumanization theory are discussed.

Source: Caesens, G., Stinglhamber, F., Demoulin, S., & De Wilde, M. (2017). European Journal of Work and Organizational Psychology, 1-14.

Shift work and cognitive aging: a longitudinal study

Shift work, which interferes with circadian rhythms, has evident acute effects on cognitive performance; however, its long-term impact on cognitive development remains unclear. This longitudinal study concluded shift work during midlife impacts neither cognitive performance at retirement nor cognitive trajectories across late life.

Source: Bokenberger, K., Ström, P., AK, D. A., Åkerstedt, T., & Pedersen, N. L. (2017). Scandinavian Journal of Work, Environment & Health.

Employees’ drug purchases before and after organizational downsizing

A natural experiment on the Norwegian working population (2004–2012)
Private sector employees in Norway exposed to major organizational downsizing during the period 2004–2012 had elevated odds of purchasing antidepressants, hypnotics/sedatives, anxiolytics, antipsychotics, insulins, cardiovascular- and thyroid drugs around the time of downsizing, compared to the situation three years earlier. We suggest a strengthening of preventive health initiatives and systematic involvement from occupational health services in downsizing processes.

Source: Kaspersen, S. L., Pape, K., Carlsen, F., Ose, S. O., & Bjorngaard, J. H. (2017). Scandinavian Journal of Work, Environment & Health.

The challenges of ageing at work displayed in country infographics

A comprehensive overview of occupational safety and health (OSH) aspects related to the challenges of an ageing workforce is presented in country infographics  uploaded on our visualisation tool on ageing and OSH .
The 31 country infographics depict thought-provoking facts and figures about the working conditions and health, labour market participation and policies linked to ageing at work in the corresponding European country. One more infographic illustrates the full EU landscape of the subject.

Source: https://osha.europa.eu/fr/oshnews/challenges-ageing-work-displayed-country-infographics

The Effects of Trivialization of Workplace Violence on Its Victims

Profession and Sex Differences in a Cross-Sectional Study among Healthcare and Law Enforcement Workers
BACKGROUND: Workers from the law enforcement and healthcare sectors tend to normalize or mute their victimization from workplace violence (WPV).
OBJECTIVES: This study aims to assess the impact of the trivialization of WPV on psychological consequences for workers who have been affected by a WPV incident. The second aim is to assess the moderating effect of sex on the trivialization of WPV. The third and overarching aim is to assess the moderating effect of professional identity on the relations between individual and organizational factors and psychological consequences following a WPV incident.
METHODS: The findings are based on a convenience sample of 377 (204 female and 173 male) workers from the law enforcement and healthcare sectors. Individual factors (sex, age, professional identity, prior victimization, witnessing WPV, injuries, and trivialization of violence) and perceived support factors (colleagues' support and employer's support) were used as predictor variables of psychological consequences in hierarchical linear regression models. Sex was used as a moderator of trivialization while professional identity was used as a moderator of all predictors.
FINDINGS: When individual and social support factors were controlled for, normalizing violence was negatively associated with psychological consequences while perceiving a taboo associated with complaining about WPV was positively associated for all participants. When these relations were moderated by the sex of the participants and then by their professional identity, normalization was found to decrease psychological consequences only for male healthcare workers. IMPLICATIONS: To help employees cope with WPV, organizations should promote strategies adapted to profession and sex differences. For male healthcare workers, normalization as a cognitive coping strategy should be formally recognized. For both professions and sexes, organizational strategies that counter the perceived taboo of complaining about violence should be reinforced.

Source: Geoffrion, S., Goncalves, J., Boyer, R., Marchand, A., & Guay, S. (2017). Annals of work exposures and health.

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