A framework for performing workplace hazard and risk analysis: a participative ergonomics approach

Including the ergonomist's voice in integrating MSD prevention and psychological health and safety: Challenges, tools, and considerations

The purpose of this study was to gather ergonomists' perspectives and experiences, describing current challenges and contextual considerations in risk assessment, exploring how ergonomists are currently integrating the multiple domains of ergonomics for MSD and/or psychological health and safety and highlighting key considerations in the design and format of future tools. In-depth, semi-structured interviews were conducted with twenty Canadian ergonomists to explore risk assessment tool use, favoured characteristics and format of tools, commonly addressed risk factors in their practice, and tools relating to both MSD prevention and psychological health and safety. The range of practitioner years of experience highlighted differing needs and approaches to the use and formatting of risk assessment tools. Practitioners reported using quantitative outcomes (levels of risk, values) from traditional physical tools complemented by a general observation of psychosocial or organizational factors. Though many respondents had not yet encountered the need for psychological injury assessment in their sectors it was identified as a quickly emerging area citing a need for valid and reliable tools. Practitioners noted a lack of available tools that integrated cognitive and psychosocial items presenting a future challenge for integrated tools that covered multiple ergonomic domains. Along with recommendations for future tool development, the authors reflect on the process of qualitative inquiry as an essential step in the risk assessment process. Future studies will be needed to develop and evaluate measurement properties of integrating psychosocial factors and their respective tools in traditional MSD assessment.

Clinical Guidance to Optimize Work Participation After Injury or Illness: The Role of Physical Therapists

Work rehabilitation refers to the process of assisting workers to remain at work or return to work (RTW) in a safe and productive manner, while limiting the negative impact of restricted work, unemployment, and work disability. The primary purpose of this clinical practice guideline (CPG) is to systematically review available scientific evidence and provide a set of evidence-based recommendations for effective physical therapy evaluation, treatment, and management of individuals experiencing limitations in the ability to participate in work following injury or illness. J Orthop Sports Phys Ther 2021;51(8):CPG1-CPG102. doi:10.2519/jospt.2021.0303.

A group-level approach to analyzing participative ergonomics (PE) effectiveness: The relationship between PE dimensions and employee exposure to injuries

Most studies concerned with participative ergonomic (PE) interventions, focus on organizational rather than group level analysis. By implementing an intervention at a manufacturing plant, the current study, utilizing advanced information systems, measured the effect of line-supervisor leadership on employee exposure to risks. The study evaluated which PE dimensions (i.e., extent of workforce involvement, diversity of reporter role types and scope of analysis) are related to such exposure at the group level. The data for the study was extracted from two separate computerized systems (workforce medical records of 791 employees and an intranet reporting system) during a two-year period. While the results did not confirm the effect of line-supervisor leadership on subordinates' exposure to risks, they did demonstrate relationships between PE dimensions and the employees' exposure to risks. The results support the suggested level of analysis and demonstrate that group-based analysis facilitates the assimilation of preventive interventions.

Automotive HMI design and participatory user involvement: review and perspectives

Automotive human-machine interface (HMI) design is facing new challenges due to the technological advances of the last decades. The design process has to be adapted in order to address human factors and road safety challenges. It is now widely accepted that user involvement in the HMI design process is valuable. However, the current form of user involvement in industry remains at the stages of concept assessment and usability tests. Moreover, the literature in other fields (e.g. information systems) promotes a broader user involvement with participatory design (i.e. the user is fully involved in the development process). This article reviews the established benefits of participatory design and reveals perspectives for automotive HMI quality improvement in a cognitive ergonomic framework. Practitioner Summary: Automotive HMI quality determines, in part, drivers' ability to perform primary driving tasks while using in-vehicle devices. User involvement in the design process is a key point to contribute to HMI quality. This article reports the potential benefits of a broad involvement from drivers to meet automotive HMI design challenges.

A randomized controlled trial of the effect of participatory ergonomic low back pain training on workplace improvement

Objectives:

This study aimed to determine the effects of participatory workplace improvement (PWI) -based provision of ergonomic training and ergonomic action checklists (ACLs) to on-site managers on workplace improvement activities for low back pain (LBP).

Methods:

A randomized controlled trial (RCT) was conducted at a manufacturing company in Japan. Teams entered in the study were randomly assigned to a control and an intervention group. A total of three interventional training sessions on methods of ergonomics were provided to on-site managers in the intervention group, with 1-month intervals between sessions. Ergonomic ACLs were provided at the same time. After completion of the training sessions, each team then provided a report of improvements each month for the next 10 months. Two people in charge of safety and health chose two major objectives of the implemented activities from the five categories. The reported number of improvements was analyzed using a Poisson regression model.

Results:

In the intervention group, although the incident rate ratio (IRR) of PWIs in countermeasures for the LBP category was significantly elevated after the training sessions, the IRR of improvements decreased over time during the 10-month follow-up period. No significant difference was observed in the IRR of total PWIs in either the control or intervention group.

Conclusions:

PWI-based provision of ergonomic training sessions and ergonomics ACLs to on-site managers was shown to be effective for workplace improvement activities targeted at LBP. However, because the effects decrease over time, efforts should be made to maintain the effects through regular interventions.

A case study of the implementation of an ergonomics improvement committee in a Brazilian hospital--Challenges and benefits

This article discusses the creation of an improvement committee (IC) to implement policies aimed at improving working conditions in a public health institution in the city of São Paulo. Suggestions were proposed for future implementations of this organizational mechanism, pursuant to the presentation of the process of its formation and the main results achieved. The findings led to the conclusion that good outcomes require autonomy and support from management, and the adoption of effective measures to improve and legitimize the improvement committee's existence. Another important issue is facilitating worker involvement and creating a locus for dialog among people with different visions within the organization. Thus, two approaches converge: a top-down approach in which policies are defined and improvement actions are actually implemented based on a general outlook of the production and work system, and a bottom-up approach specific to employees who are also engaged in improvement policies and in putting them into practice. It is also possible to point out problems and opportunities arising from actual work situations to the higher levels of management. This kind of approach fits with macroergonomics, because it integrates strategy, organization and work issues. It is possible to discuss the benefits of this approach for companies and provide conditions for workers to engage effectively in these processes. In conclusion, these proposals can be considered from an emancipatory perspective, given that different actors should be able to codetermine working conditions and work content, thus directly influencing their individual and collective experiences. The support and commitment of upper management are essential elements of success in maximizing the effectiveness of this organizational approach.

Ergonomics Climate Assessment: A measure of operational performance and employee well-being

Ergonomics interventions have the potential to improve operational performance and employee well-being. We introduce a framework for ergonomics climate, the extent to which an organization emphasizes and supports the design and modification of work to maximize both performance and well-being outcomes. We assessed ergonomics climate at a large manufacturing facility twice during a two-year period. When the organization used ergonomics to promote performance and well-being equally, and at a high level, employees reported less work-related pain. A larger discrepancy between measures of operational performance and employee well-being was associated with increased reports of work-related pain. The direction of this discrepancy was not significantly related to work-related pain, such that it didn't matter which facet was valued more. The Ergonomics Climate Assessment can provide companies with a baseline assessment of the overall value placed on ergonomics and help prioritize areas for improving operational performance and employee well-being.

The role of psychological factors in workplace safety

Workplace safety researchers and practitioners generally agree that it is necessary to understand the psychological factors that influence people's workplace safety behaviour. Yet, the search for reliable individual differences regarding psychological factors associated with workplace safety has lead to sparse results and inconclusive findings. The aim of this study was to investigate whether there are differences between the psychological factors, cognitive ability, personality and work-wellness of employees involved in workplace incidents and accidents and/or driver vehicle accidents and those who are not. The study population (N = 279) consisted of employees employed at an electricity supply organisation in South Africa. Mann-Whitney U-test and one-way ANOVA were conducted to determine the differences in the respective psychological factors between the groups. These results showed that cognitive ability did not seem to play a role in workplace incident/accident involvement, including driver vehicle accidents, while the wellness factors burnout and sense of coherence, as well as certain personality traits, namely conscientiousness, pragmatic and gregariousness play a statistically significant role in individuals' involvement in workplace incidents/accidents/driver vehicle accidents. Safety practitioners, managers and human resource specialists should take cognisance of the role of specifically work-wellness in workplace safety behaviour, as management can influence these negative states that are often caused by continuously stressful situations, and subsequently enhance work place safety.