Masso Märt
a University of Tartu , Estonia.
Int J Occup Saf Ergon. 2015;21(1):62-70. doi: 10.1080/10803548.2015.1017959.
This article focuses on employee direct participation in occupational health and safety (OHS) management. The article explains what determines employee opportunities to participate in OHS management. The explanatory framework focuses on safety culture and safety management at workplaces. The framework is empirically tested using Estonian cross-sectional, multilevel data of organizations and their employees. The analysis indicates that differences in employee participation in OHS management in the Estonian case could be explained by differences in OHS management practices rather than differences in safety culture. This indicates that throughout the institutional change and shift to the European model of employment relations system, change in management practices has preceded changes in safety culture which according to theoretical argument is supposed to follow culture change.
本文聚焦于员工直接参与职业健康与安全（OHS）管理。文章解释了决定员工参与OHS管理机会的因素。该解释框架关注工作场所的安全文化和安全管理。使用爱沙尼亚组织及其员工的横断面多层次数据对该框架进行了实证检验。分析表明，在爱沙尼亚的案例中，员工参与OHS管理的差异可以通过OHS管理实践的差异来解释，而非安全文化的差异。这表明，在整个制度变革以及向欧洲雇佣关系体系模式转变的过程中，管理实践的变化先于安全文化的变化，而根据理论观点，安全文化的变化应该跟随文化变革。
