Ghasemi Fakhradin, Mohammadfam Iraj, Soltanian Ali Reza, Mahmoudi Shahram, Zarei Esmaeil
Department of Occupational Hygiene Engineering, School of Public Health and Research Center for Health Sciences, Hamadan University of Medical Sciences, Hamadan, Iran.
Department of Biostatistics and Epidemiology, School of Public Health and Modeling of Noncommunicable Diseases Research Center, Hamadan University of Medical Sciences, Hamadan, Iran.
Saf Health Work. 2015 Sep;6(3):227-32. doi: 10.1016/j.shaw.2015.02.006. Epub 2015 Mar 21.
In comparison with other industries, the construction industry still has a higher rate of fatal injuries, and thus, there is a need to apply new and innovative approaches for preventing accidents and promoting safe conditions at construction sites.
In this study, the effectiveness of a new incentive system-the surprising incentive system-was assessed. One year after the implementation of this new incentive system, behavioral changes of employees with respect to seven types of activities were observed.
The results of this study showed that there is a significant relationship between the new incentive system and the safety performance of frontline employees. The new incentive system had a greater positive impact in the first 6 months since its implementation. In the long term, however, safety performance experienced a gradual reduction. Based on previous studies, all activities selected in this study are important indicators of the safety conditions at workplaces. However, there is a need for a comprehensive and simple-to-apply tool for assessing frontline employees' safety performance. Shortening the intervals between incentives is more effective in promoting safety performance.
The results of this study proved that the surprising incentive would improve the employees' safety performance just in the short term because the surprising value of the incentives dwindle over time. For this reason and to maintain the surprising value of the incentive system, the amount and types of incentives need to be evaluated and modified annually or biannually.
与其他行业相比，建筑业的致命伤发生率仍然较高，因此，需要应用新的创新方法来预防事故并促进建筑工地的安全状况。
在本研究中，评估了一种新的激励系统——惊喜激励系统的有效性。在实施这种新激励系统一年后，观察了员工在七种活动方面的行为变化。
本研究结果表明，新激励系统与一线员工的安全绩效之间存在显著关系。新激励系统在实施后的前6个月产生了更大的积极影响。然而，从长期来看，安全绩效逐渐下降。根据以往研究，本研究中选择的所有活动都是工作场所安全状况的重要指标。然而，需要一种全面且易于应用的工具来评估一线员工的安全绩效。缩短激励间隔在促进安全绩效方面更有效。
本研究结果证明，惊喜激励只会在短期内提高员工的安全绩效，因为激励的惊喜价值会随着时间的推移而减少。出于这个原因，为了保持激励系统的惊喜价值，需要每年或每两年对激励的数量和类型进行评估和修改。
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