We’re in the middle of it: Consultants' role in risk management in the Norwegian petroleum sector

Most risk management research focuses on owner/operators and regulators, and ignores other actors. Preventing major accidents in the offshore oil and gas sector is a key responsibility of the companies that own and operate the infrastructure. Regulatory oversight of their activities comes in the form of industry-specific goal-based regulation administered by a specialist regulatory agency. In this paper we focus on a third actor in the system – the consultants who provide specialist services regarding safety and risk. Our study draws on interviews with experienced consultants in the Norwegian oil and gas sector (n = 11, average experience 20+ years). Power’s concept of riskwork is used to examine how consultants interact with their clients and how they see their role in relation to risk management. The analysis shows that the role of experienced consultants goes well beyond metaphor of the fox guarding the hen house. Rather, consultants contribute to regulatory compliance on the part of their clients but, further, they try to positively influence decision makers beyond simple compliance in order to promote what they believe to be the best safety decision making. The paper argues that consultants’ role in the system is under examined and under theorized. Alongside earlier research, our study indicates that consultants play a big role in risk management, which should be both recognized and scrutinized.We’re in the middle of it: Consultants' role in risk management in the Norwegian petroleum sectorpublishedVersio

Effectiveness of 'motivational interviewing' on sick leave: a randomized controlled trial in a social insurance setting

Objective This study aimed to evaluate the effectiveness of motivational interviewing (MI) – a counselling approach offered by caseworkers at the Norwegian Labor and Welfare Administration (NAV) – on return to work (RTW) for individuals sick-listed for ≥8 weeks due to any diagnoses. MI was compared to usual case management and an active control during 12 months of follow-up. Methods In a randomized clinical trial with three parallel arms, participants were randomized to MI (N=257), usual case management (N=266), or an active control group (N=252). MI consisted of two MI sessions while the active control involved two sessions without MI, both were offered in addition to usual case management. The primary outcome was number of sickness absence days based on registry data. Secondary outcomes included time to sustainable RTW, defined as four consecutive weeks without medical benefits. Results The median number of sickness absence days for the MI group was 73 days [interquartile range (IQR) 31–147], 76 days (35–134) for usual care, and 75 days (34–155) for active control. In total 89%, 88% and 86% of the participants, respectively, achieved sustainable RTW. The adjusted hazard ratio (HR) for time to sustainable RTW was 1.12 (95% CI 0.90–1.40) for MI compared to usual case management and HR 1.16 (95% CI 0.93–1.44) compared to the active control. Conclusions This study did not provide evidence that MI offered by NAV caseworkers to sick-listed individuals was more effective on RTW than usual case management or an active control. Providing MI in this context could be challenging as only half of the MI group received the intervention.publishedVersio

Cross-diagnostic aspects in the early stage of long-term sickness absence: A description of experiences, prognostic subgroups for return to work, and work participation

Sammendrag Tverrdiagnostiske aspekter på tidlig tidspunkt i et langtidssykefravær: Beskrivelse av erfaringer, prognostiske subgrupper for tilbakeføring til arbeid, og arbeidsdeltakelse. Langtidssykefravær er kostbart for samfunnet og har negative konsekvenser for den sykmeldte. Tidlig innsats for å hjelpe langtidssykmeldte tilbake til arbeid er viktig for både samfunn og individet. Lengde på sykefravær påvirkes ikke bare av helsetilstand og sykdom, men også de psykologiske responsene og den sosiale konteksten rundt den sykmeldte. Flere av faktorene som bidrar til raskere tilbakeføring til arbeid har vist seg å være felles for sykmeldte uavhengig av diagnose. Derfor kan det være at tiltak som skal bidra til å hjelpe sykmeldte tilbake til jobb kan gjennomføres med like prinsipper uavhengig av diagnose. Det finnes likevel lite kunnskap om fellestrekk på tvers av diagnose på tidspunktet hvor tidlig innsats anbefales, ved 8-12 ukers sykmelding. Denne avhandlingen hadde som mål å bidra til mer kunnskap om fellestrekk blant sykmeldte på tvers av diagnoser ved 8-ukers sykmelding. Avhandlingen benytter data fra individuelle intervju, spørreskjema og registre. Funnene viser at ved 8-ukers sykmelding er det også mer enn helse som spiller inn på situasjonen til de sykmeldte. Flere av prinsippene som er viktige for tilbakeføring til arbeid, som fleksibilitet på arbeidsplassen og gradert sykmelding, er viktige uavhengig av helsetilstand på dette tidspunktet. I tillegg påvirker sykefraværet det sosiale livet på og utenfor jobb. Videre viser resultatene stor variasjon i prognosen for tilbakeføring til arbeid for den enkelte. Flere har en tilsynelatende klar vei tilbake til arbeid, mens andre har en mer usikker situasjon uten klare løsninger på sine problemer. Dermed varierer behovet for oppfølging på dette tidspunktet. Avhandlingen argumenterer for at dagens sykefraværsoppfølging hjelper mange sykmeldte ved for eksempel plikt om tilrettelegging fra arbeidsgiver og gradert sykmelding som hovedregel. Likevel kan dagens system ha vanskeligheter med å fange opp situasjoner hvor det er lite fleksibilitet på arbeidsplassen, eller der den sykmeldte mangler løsninger på problemer som ikke er relatert til arbeidssituasjonen. Konklusjonen fra avhandlingen er at man bør undersøke muligheten for å tidlig identifisere de med størst risiko for langvarig sykefravær, som ikke fanges opp av dagens system for sykefraværsoppfølging. Man bør også undersøke om det er hensiktsmessig å fordele ekstra oppfølging basert på behov og risikoprofil ved 8-ukers sykmelding

Task Complexity : A conceptual framework and guideline for Petro-HRA

This master's thesis in psychology examines task complexity in an attempt to meet industry needs of creating a stronger theoretical foundation for the complexity performance shaping factor (PSF) in Petro-HRA and better guidelines for HRA methods. Petro-HRA is a Human Reliability Analysis (HRA) method being developed for the petroleum industry based on SPAR-H. In this thesis, a literature review is performed to identify factors contributing to task complexity. Based on this review a conceptual framework of 13 complexity factors is created and described. Seven of these 13 factors; goal complexity, size, complexity, step complexity, connection complexity, dynamic complexity, variation complexity, and structure complexity, are found to be usable in a description of the PSF complexity in Petro-HRA. These seven factors' effect on operator performance is discussed and the factors are integrated into an easy-to-use guideline for users of Petro-HRA. This guideline offers a description of the seven complexity factors and a recommendation for assigning the PSF. The guideline in this thesis may provide greater inter-rater reliability and greater accuracy in calculating the human error probabilities when performing Petro-HRA

Læringspraksis og læringskultur i NAV – Arbeids- og tjenestelinjen : En ståstedsanalyse

Denne rapporten er et bidrag innenfor den strategiske samarbeidsavtalen mellom NAV og NTNU, der et av formålene er å «styrke kunnskapsbasert praksis ved å utvikle NAV som en lærende organisasjon, med fokus på forbedring av organisatoriske prosesser og tjenesterpublishedVersio

Læringspraksis og læringskultur i NAV – Arbeids- og tjenestelinjen : En ståstedsanalyse

Denne rapporten er et bidrag innenfor den strategiske samarbeidsavtalen mellom NAV og NTNU, der et av formålene er å «styrke kunnskapsbasert praksis ved å utvikle NAV som en lærende organisasjon, med fokus på forbedring av organisatoriske prosesser og tjeneste

Complex return to work process – caseworkers’ experiences of facilitating return to work for individuals on sick leave due to musculoskeletal disorders

Musculoskeletal disorders (MSD) are the largest contributor to disability worldwide. In addition to burdening individuals, there are large socioeconomic costs involved. MSD accounts for a considerable use of health services, and for the greatest proportion of lost productivity in the workplace. In Norway, MSD are the most common cause of sickness absence and represent the largest health challenge for workers in terms of prevalence and cost measured in worse health and disability in addition to sickness absence

Health, Work, and Family Strain – Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence

Background: Knowledge about the psychosocial experiences of sick-listed workers in the first months of sick leave is sparse even though early interventions are recommended. The aim of this study was to explore psychosocial experiences of being on sick leave and thoughts about returning to work after 8–12 weeks of sickness absence. Methods: Sixteen individuals at 9–13 weeks of sick leave participated in semi-structured individual interviews. Data was analyzed through Giorgi’s descriptive phenomenological method. Results: Three themes emerged: (1) energy depleted, (2) losing normal life, (3) searching for a solution. A combination of health, work, and family challenges contributed to being drained of energy, which affected both work- and non-work roles. Being on sick leave led to a loss of social arenas and their identity as a contributing member of society. Participants required assistance to find solutions toward returning to work. Conclusion: Even in this early stage of long-term sick leave, sick listed workers faced complex challenges in multiple domains. Continuing sick leave was experienced as necessary but may challenge personal identity and social life. Those not finding solutions may benefit from additional early follow-up that examine work-related, social and personal factors that influence return to work

Workplace flexibility important for part-time sick leave selection—an exploratory cross-sectional study of long-term sick listed in Norway

Background Part-time sick leave (PTSL) where sick-listed individuals work a percentage corresponding to their remaining work capabilities is often used to promote return to work. The effects of PTSL are uncertain due to participant selection on personal and social factors, which are not easily captured by evaluations that primarily rely on register-data. More knowledge of health-related, workplace and personal characteristics that influence the propensity to utilize PTSL is needed. The objective of the present study was to explore whether individuals on PTSL and full-time sick leave (FTSL) differ in terms of self-reported health, workplace resources and psychological resilience while also considering known sociodemographic factors that influence PTSL selection. Methods The study utilized a cross-sectional sample of 661 workers sick listed for 8 weeks with a 50–100% sick-listing degree. Differences between those on PTSL and FTSL with regard to current self-reported health, previous long-term sick leave, workplace adjustment latitude, psychosocial work environment, work autonomy, coping with work demands, and psychological resilience were examined and adjusted for known selection factors (age, education, gender, sector, diagnosis, and physical work) using logistic regression. Results An inverse U-shaped curvilinear association between self-reported health and PTSL was identified. Those on PTSL also reported greater workplace adjustment latitude and better psychosocial work environment than those on FTSL. These differences persisted after adjusting for previously known selection factors. Furthermore, the PTSL group reported more work autonomy and poorer coping with work demands, but these differences were more uncertain after adjustment. The groups did not differ in terms of previous long-term sick leave or psychological resilience. Conclusion The present study found differences between those on PTSL and FTSL with regards to self-reported health, workplace adjustment latitude and psychosocial work environment that were independent of differences identified in previous research. These results are important for future evaluations of the effect of PTSL on RTW, suggesting more attention should be paid to self-reported health status and workplace characteristics that are not captured using register data