Hali ya Usalama Kazini
Zohar, D. · 1980
Pia inajulikana kama: Safety Culture (climate operationalisation)
Hali ya usalama ni seti ya mitazamo ya pamoja ambayo wanachama wa kikundi cha kazi wanayo kuhusu jinsi usalama unavyopewa kipaumbele kazini mwao, inayofahamika si kutokana na sera iliyoandikwa bali kutoka kwa kile menejimenti inachofanya wakati usalama na uzalishaji vinapogongana. Ufahamu mkuu wa dhana hii ni kwamba wafanyakazi wanasoma vipaumbele vilivyotekelezwa badala ya vile vilivyotangazwa, na kurekebisha tabia zao wenyewe kulingana na kile wanachoona kikithawabishwa na kuvumiliwa. Baadaye Zohar alitofautisha hali ya ngazi ya shirika, iliyowekwa na sera kuu, kutoka kwa hali ya ngazi ya kikundi, iliyowekwa na msimamizi wa moja kwa moja, na kuonyesha kuwa hizo mbili zinaweza kutofautiana sana ndani ya kampuni hiyo hiyo.
Nadharia kwamba washiriki wa kikundi cha kazi wanashiriki mitazamo sawa kuhusu jinsi usalama unavyopewa kipaumbele, kushughulikiwa, na kuthaminiwa mahali wanapofanya kazi, na uongozi na kikundi cha kazi chenyewe, na kwamba mitazamo hii ya pamoja inatabiri tabia ya usalama na viwango vya ajali zaidi ya sera rasmi. Hali ya hewa hupimwa kama mitazamo ya vitendo vya sasa, sio mitazamo au tabia iliyoripotiwa kibinafsi.
- Chanzo:
- Zohar, D. (1980). Safety climate in industrial organizations: Theoretical and applied implications. Journal of Applied Psychology, 65(1), 96-102.
Fanya jaribio lililothibitishwa linalotokana na nadharia hii
Kusoma kuhusu dhana kunakuambia ni nini. Zana ya kupima iliyoidhinishwa inakuambia pale ulipo. Ni bure kufanya, matokeo kwa dakika.
Ushahidi kwa muhtasari
- Usaidizi wa kimajaribio
- Ushahidi imara
- Urudufishaji
- Imenakiliwa vizuri
- Kitamaduni mtambuka
- Kwa kiasi kikubwa ni ya ulimwengu wote
- Tathmini jumuishi
- zilizoorodheshwa 12
Ukadiriaji huu unatoa muhtasari wa maandishi yaliyochapishwa kuhusu nadharia hii, si ubora wa jaribio lolote moja lililojengwa juu yake. Hizi ni hukumu za uhariri kulingana na vyanzo vilivyoorodheshwa hapa chini, na hubadilika kadiri ushahidi unavyokusanywa.
Muktadha wa Kihistoria
Zohar alianzisha hali ya hewa ya usalama mnamo 1980 kupitia utafiti kwa wafanyikazi wa viwandani wa Israeli, akionyesha kwamba mitazamo ya kujitolea kwa usimamizi katika usalama ilitofautisha mitambo iliyo na rekodi tofauti za ajali. Dhana hii ilipata umuhimu mkubwa baada ya majanga makubwa ya viwanda katika miaka ya 1980, wakati uchunguzi ulipotambua mara kwa mara sababu za shirika badala ya zile za kiufundi. Muundo wa Zohar na Luria wa mwaka wa 2005 wenye ngazi nyingi uliweka utaratibu katika shirika na kutofautisha vikundi. Hali ya hewa ya usalama sasa ni miongoni mwa dhana chache za shirika zilizo na msingi thabiti wa ushahidi unaounganisha vipimo vya utafiti na matokeo madhubuti ya majeraha.
Dhana
Kipaumbele, dhamira na uwezo wa uongozi katika usalama
The workgroup's shared perception of whether management genuinely prioritizes safety when it competes with production pressure, is committed to it, and handles it competently (Kines et al., 2011). It reads the collision, not the policy: what management rewards when safety costs something. Low scores contaminate the other dimensions, because workers calibrate to what management actually prioritizes rather than to what it posts.
Uwezeshaji wa Usalama na Uongozi
The workgroup's shared perception of whether management empowers and involves workers in safety — consulting the people closest to the risk, trusting their judgment, and backing them when they exercise it (Kines et al., 2011). High empowerment goes with rules that fit the work; low empowerment goes with rules made at a distance and quietly renegotiated on the floor.
Haki ya Usalama na Uongozi
The workgroup's shared perception of whether incidents are investigated to find causes rather than culprits, and whether people are treated fairly when they report (Kines et al., 2011). This dimension governs the upward flow of bad news: where justice is perceived as low, incidents do not stop happening — they stop being reported, and the organization loses its early-warning system.
Dhamira ya Wafanyakazi kuhusu Usalama
The workgroup's shared perception of its own commitment to safety — whether workers treat safety as their own responsibility, help each other work safely, and take initiative, rather than leaving safety to rules and inspectors (Kines et al., 2011). It is the dimension most shaped by group history and by what the group visibly tolerates.
Kipaumbele cha Wafanyakazi kwa Usalama na Kutokubali Hatari
The workgroup's shared perception of whether safety outranks getting the job done fast — whether hazards are treated as unacceptable or as a normal cost of the work, and risk-taking as competence (Kines et al., 2011). High scores describe a group that does not accept risk-taking; low scores describe normalized risk, which rarely announces itself.
Mawasiliano ya usalama, kujifunza, na kuamini uwezo wa usalama wa wafanyakazi wenzako
The workgroup's shared perception of whether safety knowledge actually circulates — risks discussed when they appear, help exchanged, lessons drawn from what goes wrong, and co-workers' safety competence taken seriously (Kines et al., 2011). It is the mechanism dimension of the workgroup side: commitment supplies the will, communication turns it into shared practice.
Imani ya Wafanyakazi katika Ufanisi wa Mifumo ya Usalama
The workgroup's shared perception that the safety systems — training, safety representatives, safety rounds, early planning of safety — actually work (Kines et al., 2011). High trust means the systems are used and participated in; low trust means they run as theatre, fully staffed and quietly ignored.
Zana za kupima
- Dodoso la Mazingira ya Usalama la Nordic(NOSACQ-50)Kines, Lappalainen, Mikkelsen, Olsen, Pousette, Tharaldsen, Tómasson & Törner2011
Majaribio yaliyojengwa kwenye nadharia hii
Matumizi ya Kimatendo
Alama za hali ya usalama ni viashiria vikuu vya viwango vya majeruhi, vinavyotabiri matukio ya baadaye ambapo takwimu za ajali hurekodi tu yale yaliyopita, ndiyo sababu wadhibiti na bima katika sekta zenye hatari kubwa huzitumia katika ufuatiliaji. Matokeo ya ngazi ya kikundi yanaweza kutendewa kazi moja kwa moja: kwa sababu wasimamizi huunda hali ya kikundi, afua inayolengwa kwa msimamizi hubadilisha hali haraka zaidi kuliko marekebisho ya sera, na tafiti zilizodhibitiwa za mawasiliano ya usalama ya usimamizi zinaonyesha kupungua kwa viwango vya majeruhi. Matokeo ya tafiti yaliyojumuishwa pia hutumika kutambua ni vitengo vipi vinavyotofautiana na vipaumbele vilivyotangazwa vya shirika.
Jinsi Inavyopimwa
Inapimwa kwa vipengele vya swali vya mtazamo vya Likert vya kujiripoti vilivyojumuishwa kwa kikundi cha kazi au shirika; uhalali unategemea makubaliano yaliyoonyeshwa ndani ya kundi, na alama zinasomwa kama viashiria vikuu dhidi ya vigezo vya sekta.
Ukosoaji na Mipaka
Hakuna muundo wa mielekeo uliokubaliwa: zana zilizochapishwa huanzia kipengele kimoja hadi masuluhisho ya vipengele tisa, jambo ambalo linazuia sana ulinganishaji kati ya tafiti na viwanda. Hali ya hewa ya usalama iko karibu kimawazo na utamaduni wa usalama, na maneno haya mawili hutumiwa kwa kubadilishana katika maandiko mengi yaliyotumika licha ya kuonyesha vitu tofauti. Kujumuisha mitazamo ya mtu binafsi kwenye kikundi kunahitaji makubaliano yaliyoonyeshwa ndani ya kikundi ambayo mara nyingi tafiti haziripoti. Uhalali wa kutabiri majeraha, ingawa ni halisi, ni wa wastani kwa ujumla, na takwimu za majeraha zenyewe ni matokeo yasiyotegemeka kwa sababu uripoti huathiriwa na hali ya hewa inayopimwa yenyewe.
Machapisho Makuu
- Zohar, D.. (1980). Safety climate in industrial organizations: Theoretical and applied implications. 10.1037/0021-9010.65.1.96
- Zohar, D. & Luria, G.. (2005). A multilevel model of safety climate: Cross-level relationships between organization and group-level climates. 10.1037/0021-9010.90.4.616
- Beus, J. M., Payne, S. C., Bergman, M. E. & Arthur, W.. (2010). Safety climate and injuries: An examination of theoretical and empirical relationships. 10.1037/a0019164