Motivation for employees to participate in workplace health promotion: literature review

According to the Luxembourg Declaration, workplace health promotion (WHP) is the combined efforts of employers, workers and society to improve the health and wellbeing of people at work. This can be achieved by: improving work organisation and the work environment; promoting the active participation of all stakeholders in the process; and encouraging personal development. It is important to note that WHP aims to be a complementary support for, but not a replacement of, workplace risk management. Proper risk management is an essential foundation for a successful WHP programme. Regarding actual participation in WHP activities, the literature suggests that the number of participants often tends to be rather low once the WHP project is actually in progress. Therefore, it is pertinent to investigate how organisations are able to motivate their employees to participate in WHP activities in both the short- and long term. At the same time it should be kept in mind that employee participation in health promotion activities is totally voluntary. The aim of this report was to conduct a review of the available literature to identify the motivating factors for employees to participate in WHP. This knowledge can be used to improve WHP programmes and, consequently, the participation rates. The findings section of the report is divided into two key areas. The first section outlines and describes some of the key findings from the literature concerning workers’ motivation to participate in WHP; and the second examines the contributory role diversity may play in worker participation and recruitment

Mental health promotion in the workplace – a good practice report

Promotion of mental health at work is one of the Community OSH Strategy’s priorities13. In 2009, a case study collection on mental health at work was conducted for the EU-OSHA. The present report is based on this collection of good practice examples. The aim of the report was to review the collatedcase studies for equipping practitioners, policy makers and employers to draw conclusions from these studies and take these into account when implementing programmes that target mental health in the workplace. Organisations involved were situated in Europe and varied across occupational sectors. Specific aspects of each organisation’s MHP programme were examined to determine and identify commonly observed success factors and practical approaches and strategies to overcome challenges across the thirteen case studies. Additionally approaches and strategies used in the case studies that were particularly innovative or original were highlighted and discussed

Motivation for employers to carry out workplace health promotion: literature review

Workplace health promotion (WHP) is the combined efforts of employers, workers and society to improve the health and wellbeing of people at work. This can be achieved by: improving the work organisation and the work environment; promoting the active participation of all stakeholders in the process, and encouraging personal development. It is important to note that WHP aims to be a complementary support for, but not a replacement of, workplace risk management. Proper risk management is an essential foundation for a successful WHP programme. Developing and sustaining a healthy work environment and workforce has clear benefits for companies and employees, but can also lead to an improvement in social and economic development at local, regional, national and European level. This report presents the findings of a literature review that aims to identify the key reasons, arguments and motivation for employers to carry out workplace health promotion initiatives, and discusses some of the associated challenges and obstacles. This knowledge can be used to encourage and motivate employers to start WHP

Tailoring psychosocial risk assessment in the oil and gas industry by exploring specific and common psychosocial risks

Background: Psychosocial risk management [Psychosocial Risk Management Approach (PRIMA)] has, through the years, been applied in several organizations in various industries and countries globally. PRIMA principles have also been translated into international frameworks, such as PRIMA-EF (European framework) and the World Health Organization Healthy Workplace Framework. Over the past 10 years, an oil and gas company has put efforts into adopting and implementing international frameworks and standards for psychosocial risk management. More specifically, the company uses a PRIMA. Methods: This study explores available quantitative and qualitative risk data collected through the PRIMA method over the past 8 years in order to explore specific and common psychosocial risks in the petroleum industry. Results: The analyses showed a significant correlation between job resources and symptoms of work-related stress, there was a significant correlation between job demands and symptoms of work-related stress, and there were differences in psychosocial risk factors and symptoms of work-related stress onshore and offshore. The study also offers recommendations on how the results can further be utilized in building a robust system for managing psychosocial risks in the industry. Conclusion: The results from the analyses have provided meaningful and important information about the company-specific psychosocial risk factors and their impact on health and well-being

Vision zero: from accident prevention to the promotion of health, safety and well-being at work

There is growing attention in industry for the Vision Zero strategy, which in terms of work-related health and safety is often labelled as Zero Accident Vision or Zero Harm. The consequences of a genuine commitment to Vision Zero for addressing health, safety and well-being and their synergies are discussed. The Vision Zero for work-related health, safety and well-being is based on the assumption that all accidents, harm and work-related diseases are preventable. Vision Zero for health, safety and well-being is then the ambition and commitment to create and ensure safe and healthy work and to prevent all accidents, harm and work-related diseases in order to achieve excellence in health, safety and well-being. Implementation of Vision Zero is a process – rather than a target, and healthy organizations make use of a wide range of options to facilitate this process. There is sufficient evidence that fatigue, stress and work organization factors are important determinants of safety behaviour and safety performance. Even with a focus on preventing accidents these additional factors should also be addressed. A relevant challenge is the integration of the Vision Zero into broader business policy and practice. There is a continued need more empirical research in this area

Evaluation of existing control measures in reducing health and safety risks of engineered nanomaterials

While the risk management of engineered nanomaterials (ENMs) receives significant attention, there is still a limited understanding of how to select optimal risk management measures (RMMs) for controlling and mitigating the risks associated with exposure to ENMs. Clearly, there exists a need to expand current risk management practices to ensure safe production, handling and use of ENMs. Moreover, the performance of the existing RMMs should be re-evaluated for ENMs since control options that are proven to be effective for preventing or limiting risks associated with traditional particles might give unsatisfactory results in the case of nano-scale particles. This paper has brought together the evidence on the adequacy of traditional controls to minimize potential health and environmental risks resulting from exposure to ENMs. The aim here is to advance our understanding of the risk management approaches relevant for ENMs, and ultimately to support the selection of the most suitable RMMs when handling ENMs. To that end, evaluative evidence collected from the review of relevant literature and survey of nanotechnology institutions are combined and summarised to understand the level of protection offered by each control measure, as well as the relative costs of their implementation. The findings suggest that most relevant risk control options are based on isolating people from hazard through engineering measures (e.g. ventilation and chemical fume hoods) or personal protective equipment (PPE), rather than eliminating hazard at source (e.g. substitution). Although control measures related to the modification of ENMs have high efficiency in the occupational risk control hierarchy, they are not widely employed since there is currently a high degree of uncertainty regarding the impact of manipulating nano-characteristics on the performance of final product. Lastly, despite its low cost, PPE is the least effective category in the occupational risk control hierarchy and should not be used on its own when significant risk reduction is required. Clearly, further quantitative data is needed to fully assess the feasibility and cost-effectiveness of risk control options to prevent risks from exposure to ENMs. When there is little information on the efficiency of control measures specific to ENMs, the default efficiencies can be used for initial assessment purposes although it should not be considered exhaustive

Strategies, methods and tools for managing nanorisks in construction

This paper presents a general overview of the work carried out by European project SCAFFOLD (GA 280535) during its 30 months of life, with special emphasis on risk management component. The research conducted by SCAFFOLD is focused on the European construction sector and considers 5 types of nanomaterials (TiO2, SiO2, carbon nanofibres, cellulose nanofibers and nanoclays), 6 construction applications (Depollutant mortars, selfcompacting concretes, coatings, self-cleaning coatings, fire resistant panels and insulation materials) and 26 exposure scenarios, including lab, pilot and industrial scales. The document focuses on the structure, content and operation modes of the Risk Management Toolkit developed by the project to facilitate the implementation of "nano-management" in construction companies. The tool deploys and integrated approach OHSAS 18001 - ISO 31000 and is currently being validated on 5 industrial case studies.Research carried out by project SCAFFOLD was made possible thanks to funding from the European Commission, through the Seventh Framework Programme (GA 280535

Frontline safety: understanding the workplace as a site of regulatory engagement

The concept of frontline safety encapsulates an approach to occupational health and safety that emphasizes the 'other side of the regulatory relationship' – the ways in which safety culture, individual responsibility, organizational citizenship, trust, and compliance are interpreted and experienced at the local level. By exploring theoretical tensions over the most appropriate way of conceptualizing and framing frontline regulatory engagement, we can better identify the ways in which conceptions of individuals (as rational, responsible, economic actors) are constructed and maintained through workplace interactions and decision-making, as part of the fulfilment of the ideological and constitutive needs of neoliberal labor markets

The financial burden of psychosocial workplace aggression: a systematic review of cost-of-illness studies

Understanding the economic impact of psychological and social forms of workplace aggression to society could yield important insights into the magnitude of this occupational phenomenon. The objective of this systematic review was to collate, summarize, review and critique, and synthesize the cost of psychosocial workplace aggression at the individual- and societal-level. A peer-reviewed research protocol detailing the search strategy, study selection procedures and data extraction process was developed a priori. Both the academic and grey literatures were examined. To allow for basic comparison, all costs were converted and adjusted to reflect 2014 US dollars. Twelve studies, from five national contexts, met the inclusion criteria and were reviewed: Australia (n=2), Italy (n=1), Spain (n=1), the United Kingdom (n=3) and the United States (n=5). The annual cost of psychosocial workplace aggression varied substantially, ranging between $114.64 million and$35.9 billion. Heterogeneity across studies was found, with noted variations in stated study aims, utilized prevalence statistics and included costs. The review concludes that existing evidence attests to the substantial cost of psychosocial workplace aggression to both the individual and society, albeit such derived estimates are likely gross underestimates. The findings highlight the importance of interpreting such figures within their conceptual and methodological contexts

'Same, but different' : a mixed methods realist evaluation of a cluster-randomized controlled participatory organizational intervention

Participatory organizational interventions are a recommended approach to improve the psychosocial work environment. As interventions of this type are shaped by employees and managers, their implementation can vary considerably, making evaluation challenging. This study contributes to our understanding of interventions by focusing on how the intervention mechanisms and the organizational context interact. In a mixed-methods design, we use multi-group structural equation modelling of pre-and post-intervention survey data (N = 204) to test multiple mediational mechanisms in three different contexts. We then analyse interviews (N = 67) and field observations of workshops to identify the role of contextual factors. The findings suggest that participatory organizational interventions do not produce one-size-fits-all results; on the contrary, intervention results are better understood as products of multiple intervention mechanisms interacting with the specific organizational contexts