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Editorial

机译：社论

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摘要

Pousette and Tomer investigated the effects of an intervention with education and support in performing frequent and structured work preparation meetings. Their purpose was to improve safety, quality and productivity of work through better time planning, encouraging better house-keeping at the work site, and improving exchange of knowledge through broad participation. The authors performed a quasi-experimental design at three intervention construction sites with three other sites serving as comparison. They administered questionnaires to workers before and after the intervention and evaluated the effect of the intervention on safety climate, workers' perceptions of influence at work, of workload and of cooperation. Contrary to what was expected, the authors found that the construction workers at the intervention sites reported a decrease in safety climate and influence at work. The conclusion is that frequent work preparation meetings constitute ample opportunity for management to convey which aspects of work have high priority. Therefore, the effect on safety climate is dependent on how these meetings are performed, how the issues are discussed and what priorities the discussions and resulting plans signal to the participants. If these meetings are aimed at improving safety climate, management priority of safety in relation to other goals must be convincingly conveyed. If the aim is to increase participants' perceptions of influence at work, open discussions and broad participation in problem solving should be encouraged, conveying trust in employees' ability to contribute to good solutions, and appreciation of ideas and suggestions.
机译：Pousette和Tomer在进行频繁且有条理的工作准备会议时，通过教育和支持调查了干预的效果。他们的目的是通过更好的时间计划来提高工作的安全性，质量和生产率，鼓励在工作现场更好地保持家务，并通过广泛参与来改善知识交流。作者在三个干预建筑工地进行了半实验设计，并与其他三个工地进行了比较。他们在干预前后向工人发放了问卷，并评估了干预对安全气候的影响，工人对工作影响，工作量和合作感的看法。与预期相反，这组作者发现，干预现场的建筑工人报告说，安全气候和工作影响降低了。结论是，频繁的工作准备会议为管理层提供了充分的机会来传达哪些工作具有高度优先性。因此，对安全气氛的影响取决于如何召开这些会议，如何讨论这些问题以及讨论和所制定的计划向参与者发出信号的优先顺序。如果这些会议旨在改善安全气氛，则必须令人信服地传达安全管理相对于其他目标的优先级。如果要提高参与者对工作影响力的认识，则应鼓励公开讨论和广泛参与解决问题，表达对员工为良好解决方案做出贡献的能力的信任，并赞赏想法和建议。

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