Impact of managers' personal determinants in notifying workplace hazards

Abstract

Notification about work hazards is a legal requirement in advanced industrial countries, but workers have claimed, that in many cases, they do not receive enough information regarding risks, exposure, and medical problems. The recent professional literature on the subject has explored the ways in which notification is delivered without suffıciently considering the psychological incentives and barriers that may affect managers in transmitting risk information. The present study aimed at examining managers' personal determinants and notification of work hazards in a sample of 106 managers and 460 workers in 40 departments of three industrial plants in Israel. Results of our study showed that both managers and workers perceived the importance of the delivery of safety information as quite high (means of 3.43 and 3.7, respectively, out of 5), with managers reporting that they rely primarily on personal modes of communication. Immediate supervisors were regarded by both groups as the most important persons in notification. Managers having past experience in treating injured workers notified more, primarily using personal notification. The most important personal determinants that positively predicted managers' notification were their sense of self-effıcacy and positive expectation of notification. Outcome denial and coping by distancing were negatively correlated with notifying about these risks.

Effectiveness of safety training interventions for supervisors: A systematic review and narrative synthesis

“…By applying a six-level framework of training outcomes, we were able to illustrate that studies of super- A major drawback of these studies is the lack of attention to the importance of self-efficacy as a factor known to shape behavioral intentions and performance of safety-related behavior among supervisors. 74 The belief in one's own competence seems to be the critical link between supervisors' understanding of the ergonomic risks in the workplace and their ability to redesign work environment elements and work practices. Notably, an earlier meta-analysis found insufficient evidence for the effectiveness of ergonomic training in changing workers' knowledge and attitudes and strong evidence for behavioral outcomes.…”

Small business owners' health and safety intentions: A cross-sectional survey

“…A few investigators have explored the relationship between managers' and employees' beliefs about workplace health and safety. For example, Rabin et al found that employees are more likely to report receiving information about workplace hazards when managers hold more positive outcome beliefs and have more confidence about helping others [ 23 ]. Parker et al found that employee self-reported safe behaviour is associated longitudinally with supportive supervision, job autonomy and the quality of communication about their job [ 24 ].…”