O'Connell Matthew, Delgado Kristin, Lawrence Amie, Kung Mavis, Tristan Esteban
Select International, Inc, United States.
Select International, Inc, United States.
J Safety Res. 2017 Jun;61:77-81. doi: 10.1016/j.jsr.2017.02.010. Epub 2017 Mar 3.
A growing body of applied research has identified certain psychological traits that are predictive of worker safety. However, most of these studies suffer from an overreliance on common method bias caused by self-report measures of both: (a) personal factors such as personality traits; and (b) outcomes such as safety behaviors and injuries.
This study utilized archival data from 796 employees at a large U.S. automobile manufacturer. Data were gathered on a pre-employment assessment, SecureFit®, that measured key personality characteristics such as conscientiousness, locus of control, and risk taking. In addition, objective measures of workers' compensation claims and disciplinary actions were also gathered.
The results indicated that disciplinary actions and workers' compensation claims were strongly correlated. It also demonstrated that the pre-employment assessment was able to predict both disciplinary actions and workers' compensation claims up to 12months in the future. Screening out just 8% of the applicant sample using the assessment would have resulted in a 35% reduction in disciplinary actions and 46% in workers' compensation claims, respectively.
The study found a very strong relationship between counterproductive work behaviors (CWBs), such as not following rules, and workers' compensation claims. It also found a strong relationship between a combination of personality traits that have been shown to be associated with both variables, although the current study was able to demonstrate that relationship with objective measure of both variables.
Individuals who receive disciplinary actions for things such as not following rules, not coming to work on time, etc. are significantly more likely to also be involved in serious safety incidents, and vice versa. Identifying those individuals early on in the hiring process and screening them out can significantly reduce the number of CWBs as well as workers' compensation claims.
越来越多的应用研究已经确定了某些可预测工人安全的心理特征。然而，这些研究大多过度依赖由自我报告测量所导致的共同方法偏差，这些测量涉及：(a) 个人因素，如人格特质；以及 (b) 结果，如安全行为和伤害。
本研究使用了美国一家大型汽车制造商796名员工的档案数据。数据收集自一项入职前评估工具SecureFit®，该工具测量了尽责性、控制点和冒险精神等关键人格特征。此外，还收集了工伤赔偿申请和纪律处分的客观数据。
结果表明，纪律处分和工伤赔偿申请之间存在强烈相关性。研究还表明，入职前评估能够预测未来长达12个月的纪律处分和工伤赔偿申请。使用该评估工具筛选出仅8%的申请人样本，将分别使纪律处分减少35%，工伤赔偿申请减少46%。
该研究发现，诸如不遵守规则等反生产性工作行为（CWBs）与工伤赔偿申请之间存在非常强的关联。研究还发现，一些已被证明与这两个变量都相关的人格特质组合之间存在强关联，尽管当前研究能够用这两个变量的客观测量来证明这种关联。
因不遵守规则、不准时上班等事情而受到纪律处分的个人，也显著更有可能卷入严重安全事故，反之亦然。在招聘过程早期识别出这些人并将其筛选掉，可以显著减少反生产性工作行为的数量以及工伤赔偿申请。
