Zohar Dov, Luria Gil
Faculty of Management, Technion-Israel Institute of Technology, Haifa 32000, Israel.
J Safety Res. 2003;34(5):567-77. doi: 10.1016/j.jsr.2003.05.006.
The paper presents three intervention studies designed to modify supervisory monitoring and rewarding of subordinates' safety performance.
Line supervisors received weekly feedback concerning the frequency of their safety-oriented interactions with subordinates, and used this to self-monitor progress toward designated improvement goals. Managers higher up in the organizational hierarchy received the same information, coupled with synchronous data concerning the frequency of workers' safety behaviors, and highlighting co-variation of supervisory action and workers' behavior.
In all the companies involved, supervisory safety-oriented interaction increased significantly, resulting in significant changes in workers' safety behavior and safety climate scores. Continued improvement during the post-intervention period suggests the inclusion of workers' safety behavior as in-role supervisory responsibility. Applied and theoretical implications are discussed.
本文介绍了三项干预研究，旨在改变对下属安全绩效的监督和奖励方式。
直属主管每周收到关于他们与下属进行安全导向互动频率的反馈，并利用这些反馈自我监测朝着指定改进目标取得的进展。组织层级中更高层的管理人员收到相同信息，以及关于员工安全行为频率的同步数据，并突出监督行动与员工行为的共同变化。
在所有参与的公司中，以安全为导向的监督互动显著增加，导致员工安全行为和安全氛围得分发生显著变化。干预后阶段的持续改进表明，将员工安全行为纳入监督职责范围内。讨论了应用和理论意义。
