Ashbyjochumsen6850
Overall, 954 referencesand six themes, safety culture, attitude, competence, belief, patterns, and norms, were identified in the data set. Of the 26 key terms originally identified, 24 of them were captured within the text. The results made evident two distinct frames in which to interpret the data the role of the individualand the role of the organization, in safety culture.
Unless efforts are made to understand and alter cultural driversand share these findings within and across industries, the same accidents are likely to continue to occur.
Unless efforts are made to understand and alter cultural drivers and share these findings within and across industries, the same accidents are likely to continue to occur.
A number of accidents have occurred in small and medium enterprises (SMEs). Efforts in reducing accidents have been undertaken through the implementation of safety behaviors. Unfortunately, few studies have examined motives behind unsafe behaviors, such as safety silence motives. This study aimed to observe the motives underlying safety behaviors, namely safety silence motive (SSM) (SSM-relation, SSM-climate, SSM-issue, and SSM-job) and to evaluate the effect of SSM and safety communication on safety participation in different industrial sectors and scales.
Eighty workers from two industrial sectors and scales of SMEs were involved. They were instructed to fill out a set of questionnaires. read more A five-Likert scale was used to respond. An independent t test was applied to find any significant differences. The partial least square-structural equation modeling for multigroup was used to develop a model on relations among the variables.
The results showed that SSM scores were high in SMEs, and the scores were different across industrial sectors and scales. SSM had a negative influence on safety communication, and safety communication positively influenced safety participation.
The study of SSM, safety communication, and safety participation in different sectors and scales should be separated in SMEs.
The study of SSM, safety communication, and safety participation in different sectors and scales should be separated in SMEs.
Hearing protection devices (HPDs) are often used in the workplace to prevent hearing damage caused by noise. However, a factor that can lead to hearing loss in the workplace is improper HPD fitting, and the previous literature has shown that instructing workers on how to properly insert their HPDs can make a significant difference in the degree of attenuation.
Two studies were completed on a total of 33 Hydro One workers. A FitCheck Solo field attenuation estimation system was used to measure the personal attenuation rating (PAR) before and after providing one-on-one fitting instructions. In addition, external ear canal diameters were measured, and a questionnaire with items related to frequency of use, confidence, and discomfort was administered.
Training led to an improvement in HPD attenuation, particularly for participants with poorer PARs before training. The questionnaire results indicated that much HPD discomfort is caused by heat, humidity, and communication difficulties. External ear canal asymmetry did not appear to significantly influence the measured PAR.
In accordance with the previous literature, our studies suggest that one-on-one instruction is an effective training method for HPD use. Addressing discomfort issues from heat, humidity, and communication issues could help to improve the use of HPDs in the workplace. Further research into the effects of canal asymmetry on the PAR is needed.
In accordance with the previous literature, our studies suggest that one-on-one instruction is an effective training method for HPD use. Addressing discomfort issues from heat, humidity, and communication issues could help to improve the use of HPDs in the workplace. Further research into the effects of canal asymmetry on the PAR is needed.
Toluene diisocyanate (TDI) is a highly reactive chemical that causes sensitization and has also been associated with increased lung cancer. A risk assessment was conducted based on occupational epidemiologic estimates for several health outcomes.
Exposure and outcome details were extracted from published studies and a NIOSH Health Hazard Evaluation for new onset asthma, pulmonary function measurements, symptom prevalence, and mortality from lung cancer and respiratory disease. Summary exposure-response estimates were calculated taking into account relative precision and possible survivor selection effects. Attributable incidence of sensitization was estimated as were annual proportional losses of pulmonary function. Excess lifetime risks and benchmark doses were calculated.
Respiratory outcomes exhibited strong survivor bias. Asthma/sensitization exposure response decreased with increasing facility-average TDI air concentration as did TDI-associated pulmonary impairment. In a mortality cohort where meancts, one per thousand excess risks were estimated at TDI concentrations of 10 - 30 ppt. The unexplained reported excess mortality from lung cancer and other lung diseases, if attributable to TDI or associated emissions, could represent a lifetime risk comparable to that of sensitization.
Correctional officers (COs) experience elevated rates of mental and physical ill-health as compared with other general industry and public safety occupations. The purpose of this study was to investigate demographic, mental health, job tenure, and work-family characteristics and their prospective association to burnout within and between jail officers during one year of new employment.
In 2016, newly hired jail officers (N=144) completed self-reported surveys across four time points in a one-year prospective study at a Midwestern United States urban jail. Linear mixed-effects and growth modeling examined how work-family conflict (W-FC) and depressive symptoms relate to perceptions of burnout over time.
Jail officer burnout increased and was related to rises in W-FC and depression symptoms. Within-person variance for W-FC (B
=.52,
<.001) and depression symptoms (B
=.06,
<.01) were significant predictors of burnout. Less time on the job remained a significant predictor of burnout across all analyses (B
=.
