Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Introduction In today's competitive job market, organizations must differentiate themselves to attract and retain high performers (Dassler et. al, 2022). A strong safety culture can be a key component of an organization's employee value proposition (EVP), demonstrating a commitment to employee well-being and fostering a positive work environment. The current study seeks to demonstrate the effectiveness of a strong employee-led behavioral observation reporting program, by comparing employee observations and independent contractor observations. Behavioral observations are safe or unsafe behaviors observed in a workplace by peers, and recorded to increase safety engagement (Ludwig & Laske, 2022). The current study hypothesized that employee-reported behavioral observations will lead to a more significant reduction in incident likelihood than those reported by independent contractors. Methodology Two years of safety observations and incident data from 2022- 2023 at a large oil refinery were analyzed. Five departments that reported the highest number of behavioral observations and incidents were selected for analysis. Safety observations were categorized by the observers’ employment classification (employee or independent contractor). Incidents consisted of safety outcomes ranging from minor first-aid injuries to more severe, life-changing injuries. Observation categories were regressed onto incidents using a rolling sum time-series logistic regression analysis. Odds ratios (OR) were analyzed and graphed for easier interpretation. Results Results indicate that observations reported by employees reduced incident odds with a median OR of 0.986, while those reported by independent contractors increased incident odds with a median OR of 1.012. The rolling sum time series showed significant (p < .05) negative trends in incident odds due to employee observations. Conversely, observations made by independent contractors showed no statistically significant relationship. Implications Results suggest that employee-driven safety initiatives have a more significant impact on safety outcomes than independent contractor involvement. These results demonstrated that organizations looking to enhance their EVP through improved safety practices should place more emphasis on employee-led safety programs. However, a limitation of this analysis is the inability to normalize contractor hours, which may affect the direct comparison between employee and contractor safety outcomes. But by encouraging employee participation in safety reporting, companies can cultivate a healthier safety culture and a safer work environment for all (Ludwig & Laske, 2022). This approach not only reduces incidents but also demonstrates a commitment to employee well-being, improving the organization's overall culture (Marsden, 2021), saving lives, and increasing value.
Date
11-9-2024
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
You’re doing it wrong! Safety Reporting between Employees and Independent Contractors
Introduction In today's competitive job market, organizations must differentiate themselves to attract and retain high performers (Dassler et. al, 2022). A strong safety culture can be a key component of an organization's employee value proposition (EVP), demonstrating a commitment to employee well-being and fostering a positive work environment. The current study seeks to demonstrate the effectiveness of a strong employee-led behavioral observation reporting program, by comparing employee observations and independent contractor observations. Behavioral observations are safe or unsafe behaviors observed in a workplace by peers, and recorded to increase safety engagement (Ludwig & Laske, 2022). The current study hypothesized that employee-reported behavioral observations will lead to a more significant reduction in incident likelihood than those reported by independent contractors. Methodology Two years of safety observations and incident data from 2022- 2023 at a large oil refinery were analyzed. Five departments that reported the highest number of behavioral observations and incidents were selected for analysis. Safety observations were categorized by the observers’ employment classification (employee or independent contractor). Incidents consisted of safety outcomes ranging from minor first-aid injuries to more severe, life-changing injuries. Observation categories were regressed onto incidents using a rolling sum time-series logistic regression analysis. Odds ratios (OR) were analyzed and graphed for easier interpretation. Results Results indicate that observations reported by employees reduced incident odds with a median OR of 0.986, while those reported by independent contractors increased incident odds with a median OR of 1.012. The rolling sum time series showed significant (p < .05) negative trends in incident odds due to employee observations. Conversely, observations made by independent contractors showed no statistically significant relationship. Implications Results suggest that employee-driven safety initiatives have a more significant impact on safety outcomes than independent contractor involvement. These results demonstrated that organizations looking to enhance their EVP through improved safety practices should place more emphasis on employee-led safety programs. However, a limitation of this analysis is the inability to normalize contractor hours, which may affect the direct comparison between employee and contractor safety outcomes. But by encouraging employee participation in safety reporting, companies can cultivate a healthier safety culture and a safer work environment for all (Ludwig & Laske, 2022). This approach not only reduces incidents but also demonstrates a commitment to employee well-being, improving the organization's overall culture (Marsden, 2021), saving lives, and increasing value.
Department
University of Tennessee at Chattanooga. Dept. of Psychology