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Matakuliah : L0064 / Psikologi Industri &
Organisasi 1
Tahun
: 2007 / 2008
KEAMANAN, KEKERASAN, DAN
KESEHATAN DI TEMPAT KERJA
Pertemuan 18
Learning Objectives
After reading this chapter you should be able to:
1. Understand the seriousness of safety, violence, and health issues in
the workplace
2. Describe the nature of work-related health problems
3. Appreciate the understated nature of a accident statistics
4. Identify causes of accidents, both personal factors and workplace
factors
5. Explain accident prevention efforts commonly undertaken by
organizations
6. Describe the nature of violence in the workplace, how to identify
potentially violent employees, and steps to take to protect employees
from violence
7. Understand the effects of alcoholism and drugs in the workplace
8. Explain the unique risks to health presented by computers in the
workplace
9. Describe the effect of the presence of the HIV-infected employee on
morale and productivity
Workplace Health and Safety
• 5000 accidental deaths annually
– 90% male
• In excess of 4 million disabling injuries annually
• Staggering costs to organizations
• Health of workers is harmed by toxic chemicals and
workplace conditions
• Accidents are the primary cause of death on the job &
murder is second
Work-Related Health Problems
• 10 million workers are exposed daily to chemicals
• EPA identified 16,000 toxic chemical substances in the
workplace
– 150 of these are neurotoxins
• Sealed office buildings may be unhealthy
• Many workers are exposed to asbestos, radiation,
pollutants, or even cotton dust
• Occupational asthma is the most common work-related
respiratory disorder
– 15% of asthma sufferers acquired their disease from exposure to
job-related chemicals
• Job related cancers are on the increase
Occupational Safety and Health Act of 1970
• Occupational Safety and Health Administration
(OSHA) established in Department of Labor to
assure safe and healthy working conditions
• Tasked with developing and enforcing federal
safety standards and sponsoring associated
research
• OSHA is poorly funded and unable to fulfill its
mandate
– There are so few inspectors that the average
company can expect to be visited only once every 84
years
Employee Accident Statistics
• The definition of an accident depends on
whether the worker misses time from work
• There is an almost universal failure to
understate the number of accidents and injuries
• Incomplete recording makes research difficult
• To preserve a good safety record and public
image, companies resort to closed-door
investigations, and distortion of facts
Causes of Accidents
• Human error is responsible for most accidents
• Workplace factors contributing to accidents
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Type of industry
Hours of work
Lighting
Temperature
Equipment design
Safety devices
Social pressure
Type of Industry
• High in frequency and severity of accidents:
highway construction, timber, & mining
• Low in frequency and severity: warehousing,
automobile & aircraft manufacturing, and
communications
• Some industries report few, but severe, accidents:
e.g., electric utilities
• Some have high accident rates, but not severe:
wholesale and retail
Hours of Work
• Fewer accidents occur during the night shift
than during the day shift
– But night shift accidents tend to be more severe
• Illumination may be an issue
– Artificial lighting at night may be better to work in than
natural lighting conditions during the day
• The more overtime worked, the greater the
safety problems
– Research does not provide clear support for this idea
Lighting
• Improved lighting can lead to a reduction in
accidents
• Accidents are higher in plants that continue
production through dusk before turning on
nighttime lighting
Illumination
Accidents
Temperature
• Accident rates are lowest when temperature is 68-70
degrees F
– Accidents increase when temperatures vary significantly above
or below this mark
• Higher temperatures especially make workers more
careless
• Older workers are more affected by climatic extremes
Equipment Design
• Poor placement of switches controls blamed for
many accidents
• Engineering psychologists strive to match
equipment requirements with human capabilities
• Redesign of equipment reduces repetitive
motion injuries
• Optimum design for checkout clerks is standing
and to use both hands interchangeably to scan
items
Safety Devices
• Built-in safety devices prevent accidents
• Personal protection equipment (e.g., special
respirators, hard hats, eyeglasses) is provided
to workers in dangerous jobs
• Safety devices must be functional, but not
interfere with operation of machine
• Safety equipment can be uncomfortable and
influences decisions on use
– Only 30% of auto glass factory workers felt respirator
was comfortable enough to wear
Social Pressure
• The pressure to maintain a schedule or adhere to
a timetable can result in accidents
• Shutting down an assembly line can be costly and
may result in punishment
• Pressure from peers or management can deter
work slowdown and result in increased accidents
– Example: Airline pilots are often held responsible for
on-time performance causing them to take off in suboptimal conditions
Personal Factors
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Alcohol and drug abuse cause accidents
Cognitive ability is a factor only for complex jobs
Health - unhealthy workers have more accidents
Fatigue increases accidents, especially last two
hours of work
Work experience - negative relationship
Job involvement - negative relationship
Job insecurity - lowers safety motivation
Age - negative relationship
Personality - no clear relationship
Accident proneness - no evidence that it exists
Accident Prevention
• Proper reporting of accidents
• Attention to design features of the work area
• Safety training
• Management support
• Safety publicity campaigns
Comprehensive Accident Report
• Accident prevention program no better than
quality of accident reports which should include
– Precise time & location of accident
– Type of job and number of employees performing it
– Personal characteristics of the accident victim
– Nature of the accident and known or suspected causes
– Results of the accident
Workplace Design
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Lighting must be adequate
Temperature must be comfortable
Work areas should be clean and orderly
Safety equipment should be present and
convenient
• Controls should be easy to reach and operate
• Machines should not operate unless the safety
device is engaged
• The safety device must not interfere with
production or cause additional work
Safety Training
• Most training programs devote time to accident
prevention
• Teaches rules for safe operation and locations
of emergency exits and first-aid equipment
• Increased accident rates suggest a need for
retraining
• Companies that systematically focus on safety
training have substantial reductions in accidents
and hours lost from work
– Training pays for itself
Management Support
• Supervisors play a key role
• Active management support for safe working
practices is a key dimension of the
organizational climate
• Employees who perceive stronger
organizational support for safety engage in
fewer unsafe behaviors on the job
• Ability to communicate freely is a positive factor,
as is group safety climate
• Strong management support sends message
that safety compliance is required to retain job
Safety Publicity Campaigns
• Posters and booklets
– Stress positive themes, identify dangers and consequences, and
tell how to avoid danger
– Booklets relatively ineffective
• Charts of accident-free days
• Contests with appealing prizes
– Obvious disadvantage is they can encourage workers to
suppress accurate reporting of accidents
Violence in the Workplace
• Murder is the second leading cause of death
and primary cause of death for women on the
job
– 3/4’s are related to deliberate robberies
– Ex-employees or co-workers commit 1/3 of homicides
• Annually, over 2 million employees are
physically assaulted or threatened with assault
• Men are responsible for 70% of unruly behavior
• Alcohol abuse is a major contributor to violence
Characteristics of Violent Employees
• Male between the ages of 30 and 50
• Alcohol or drug abuser
• Past history of violent behavior, serious
psychiatric disorder, and impulsive behavior
• History of trauma, abuse, and neglect
• A loner with few social outlets
• Identifies strongly with the job
• Expresses feelings of shame or humiliation
Protecting Workers From Violence
• Train managers to recognize potentially violent
workers
• Offer counseling to difficult workers
• Supervisors can be taught human relations skills
for use in delivering bad news
• Install metal detectors, alarm systems, extra
lighting, video surveillance cameras, bulletproof
barriers, and hire more guards
• Organizational support is beneficial
– Instrumental – direct help to employee in need
– Informational – providing information needed to deal
with problem
Alcoholism In The Workplace
• 14 million alcoholics in U.S.
• 10% of American workforce has a drinking
problem
– Costs employers over $100 billion annually
• Over 70% of known alcoholics are professional,
semiprofessional, or managerial employees
• Drug Free Workplace Act of 1988 makes
employers who hold at least $25,000 in federal
contracts responsible for preventing substance
abuse on the job
Effects Of Alcohol On Performance
• Alcoholics tend to deny affect on performance
• Behavioral changes occur gradually
• Excessive absenteeism, long lunch breaks, lies,
errors, and low productivity
• As alcoholism progresses, behavioral problems
and consequences become more serious
– See Figure 11-2
• Intervention at an early stage is vital to recovery
Alcoholic Executives
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Cost to the company is greater
Adept at concealing their problem
Not as apt to be fired
Executives under the influence of alcohol make
costly mistakes during negotiations
– Research indicates those who negotiate under the
influence of alcohol are more aggressive, more likely
to insult, mislead and threaten others than when
sober
Rehabilitation Programs
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Employee assistance programs (EAP) provide
counseling and rehabilitative services for employee
problems including substance abuse
Fear of losing a job is a greater motivator than family
influence
Three-step process
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Education of managers and supervisors
Early detection of alcoholic employees
Referral of alcoholic employees for help
Co-workers who are members of AA are an effective
treatment approach
Drug Use In The Workplace
• 14.8 million Americans use illicit drugs
• 11% between 12 and 17 use illicit drugs
• Highest drug use rate is between 18 and 25
– Peaks at 17.4% at age 21
• Drug use is higher among men (8.7%) than
women (4.9%)
• 77% of drug users hold jobs
• Greater availability of drugs in workplace leads
to greater use…
Effects Of Drugs On Performance
• Behavioral effects vary with the substance; users
neglect appearance, personal hygiene, & clothing;
emotional outbursts & tendency to borrow money
• Cognitive & reflex impairment, sluggish, dilation or
contraction of pupils, bloodshot, & needle marks
• Four times as many accidents, three times the
absences, three times the health benefit claims,
and five times the workers comp claims
• Often tardy with low job satisfaction; increase in
theft; threat to themselves and safety of others
Drug Testing Programs
• Most large corporations test for drug use and
most refuse to hire those who test positive
• Drug testing is controversial
– Invasion of privacy; unreasonable search & seizure
• Validity is also an issue
– High rate of false positives
– What levels of which drug causes which problems?
• Cheating is possible, as is mishandling
• Results should be kept confidential
A Successful Drug Program
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Workers who are treated successfully then
return to their jobs
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EAPs report Up to 80% success rates
Only 5% of drug users who lose their jobs recover
Program includes
1. Clear and direct statement to employees about the
drug use policy, drug testing, and consequences for
violating the policy
2. Evaluate all applicants
3. Detect employees who use or sell drugs on the job
Computers and Health Issues
• High incidence of back pain, physical fatigue, and visual
disturbances
• Repetitive motion injuries afflict over 2 million Americans
in the workforce
– Carpal tunnel syndrome - a repetitive motion
disorder of the wrist that may involve numbness,
tingling, or pain in fingers, hands, and forearms
• Protective exclusion – practice of barring certain
groups, such as women of childbearing age, from
certain hazardous jobs
– In 1991, Supreme Court ruled this is a form of
discrimination (UAW vs. Johnson Controls)
• Long term effect of computer emissions not known
HIV in the Workplace
• An HIV positive person in a work group affects
performance and morale
• Inadequate knowledge leads fear due to
exaggerated beliefs of contagion by casual
contact on the job
• Increasing cost of health care associated with
AIDs can be perceived as a burden by
organization
• AIDs patients cannot be discriminated against in
hiring or career decisions, nor can they be fired
for fear of contagion
Key Terms
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Accident proneness
Carpal tunnel syndrome
Employee assistance programs (EAPs)
Protective exclusion
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Bina Nusantara