Univ., Diss.--Paris 1, 2006.

No abstract available. / Thesis (MMed)-University of Natal, Durban, 1993.

Commercial fishers are employed in one of the most dangerous jobs in Canada. Additionally, they tend both not to report work injuries and to deny and trivialize risks their job entails. This study focuses on fishers' subjective interpretation of their work environment. Its purposes were to examine fishers' attributed causes of accidents and to derive implications for prevention education. The researcher employed a qualitative methodology and interviewed 12 professional fishers who worked on the British Columbia coast. The interviews focused on fishers' descriptions of accidents and their attributed causes. Attribution theory was operationalized to provide a conceptual framework through which to analyze the 12 transcripts. The researcher transcribed the interviews, then highlighted and analyzed excerpts depicting the fishers' attributed causes of accidents. Three strategies were employed to examine the trustworthiness of the researcher's judgements regarding the transcripts and final interpretation of the data. The strategies were: use of a research partner (consistency), conducting a participant review (credibility), and comparison with another study (triangulation). The participants of this study attributed multiple causes to a given accident and their explanations were complex. The study found 22 categories of causes of accidents. The attributed causes from 9 of the 12 participants were distributed in all quadrants of attributions on the orienting framework (external/stable, external/unstable, internal/stable and internal/unstable). Five or more participants attributed the following as causes in their accidents: Economic Pressures, Luck or Fate, Weather Conditions Expected, Fatigue, and Stress. This study's results suggest that the techno-rational approach of existing traditional training programs, that concentrate on causes located mainly in the external/stable quadrant, does not concur with fishers' attributed causes of accidents. The study indicates that prevention education program content should be broadened to address the full spectrum of fishers' attributed causes of accidents. Through the utilization of fishers' attributed causes of accidents, prevention education programs could assist fishers to focus on their perceptions of occupational hazards and risks, and address questions of past risk taking and future risk assessment. From these insights fishers can review what can be done to control or eliminate a particular risk.

Doctor of Philosophy(PhD) / Background: There is no on-going information on the number, rate or circumstances of work-related fatal injury in Australia. This thesis reports on a study aimed to identify and describe all work-related fatalities that occurred in Australia during the four-year period 1989 to 1992, in order to make a significant contribution to the effectiveness of activity designed to prevent work-related traumatic death. Methods: A broad definition of work was used, with particular focus on workers and bystanders. The study also included the injury-related deaths of volunteers, students, persons performing home duties and persons fatally injured on farms but not due to obvious farm work. The data were obtained primarily from coronial files. Files were found for 99.7% of the deaths of interest. Detailed results are presented on the work-related deaths of workers, bystanders and persons fatally injured while engaged in home duties. The results for workers are also compared with those from an earlier study of work-related fatalities in Australia, which covered the years 1982 to 1984 inclusive. Other aspects of work-related deaths are considered in detail, including the effect of employment arrangements; their coverage by occupational health and safety and compensation agencies; their handling by the coronial system; the role of External Cause codes in identifying and monitoring work-related injury deaths; and the reliability and validity of the definitions used to classify work-related injury deaths. Results: There were 2,413 persons fatally injured while working or commuting during the study period (1,787 working; 626 commuting), with a rate of death for working persons of 5.5 per 100,000 persons per year. This compared to the rate of 6.7 for working deaths during 1982 to 1984, with just under half of the decline probably due to changes in the industry distribution of the workforce. Another 802 persons were fatally injured as a result of someone else’s work activity, and 296 persons aged 15 years and over were fatally injured while undertaking active tasks in an unpaid and informal capacity in their own home or in someone else’s home. Thirty-four percent of working deaths were not covered by either occupational health and safety (OHS) or compensation agencies. A consideration of External Cause codes for the period 1979 to 1997 inclusive suggested there was a yearly decrease in the rate of workplace deaths of 2.6% per year, with less than half of this change due to industry changes in the workforce. Deaths occurring in a small number of particular circumstances were found to pose classification problems. Conclusion: Fatal work-related trauma remains an important problem for the Australian community. By understanding how and why these deaths occur, appropriate steps can be taken to prevent similar incidents recurring. It is expected that the results reported here, and other information that has arisen from the study, will make an important contribution to developing this understanding and preventing the occurrence of work- related traumatic death in Australia.

Mémoire (M.P.M.O.)--Université du Québec à Chicoutimi, 1995. / Document électronique également accessible en format PDF. CaQCU

Published also as Thesis (Ph. D.)--Columbia University. / Bibliography: p. 254-266.

Thesis (M.S.W.)--University of Hong Kong, 1992.

Thesis (Ph. D.)--University of California, San Diego and San Diego State University, 2002. / Vita. Includes bibliographical references (leaves 156-166).

Published also as Thesis (Ph. D.)--Columbia University. / Bibliography: p. 254-266.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: A study on intention to leave and efficiency that was conducted in the healthcare industry reported that an employee contemplating leaving an organisation cuts corners and compromises quality (Waldman, Kelly, Arora & Smith, 2004). In other words, employees with high intention to leave are more likely to disobey rules and procedures. Swain (2006) further argued that companies must weigh up the untold losses involved with an employee who has little to no loyalty towards an organisation, or no respect for the company’s equipment, against recruitment and development costs. It was therefore argued that a combination of high turnover intention and a diminished level of organisational commitment could influence an employee’s attitude towards safety procedures and, as a result, lead to an increase in accidents (Graham & Nafukho, 2010). This study utilised an extensive literature review on work climate, job satisfaction, organisational commitment, turnover intentions and accident rates and a conceptual model of safe driving dynamics in trucking to illustrate the notion that truck drivers with a diminished level of organisational commitment and the intention to leave may experience higher accident rates. A South African retail group made all their drivers available for the study, i.e. the entire population. The raw data was obtained through self-administered pencil-and-paper questionnaires. A response rate of 50% was achieved. Using Partial Least Squares analysis, the study found all three mindsets of organisational commitment to predict turnover intention. The practical implications of these findings could assist management in the improvement of an array of work behaviours such as job performance, work attendance and organisational citizenship, and decrease turnover rate. The study could not find any significant support for the predictive effect of turnover intention on risky driving behaviour. Future researchers, however, are encouraged to develop a model that could assist Human Resource professionals in the understanding, development, and implementation of interventions to increase organisational commitment, reduce intention to leave, actual turnover, and, consequently, costly truckload accidents. / AFRIKAANSE OPSOMMING: Die bevindings van ’n studie oor intensies tot bedanking en doeltreffendheid wat in die gesondheidsorg industrie onderneem is, het aangedui dat ’n werknemer wat oorweeg om ’n organisasie te verlaat, die werk afskeep en gehalte in gedrang bring (Waldman, Kelly, Arora & Smith, 2004). Werknemers met sterk intensies tot bedanking is dus meer geneig om riglyne en vasgestelde prosedures te verontagsaam. Verder het Swain (2006) aangevoer dat maatskappye die onberekende verliese verbonde aan ’n werknemer wat geen respek vir die maatskappy se toerusting koester nie, moet opweeg teenoor werwing en ontwikkellingskostes. Daarvolgens is aangevoer dat ’n kombinasie van hoë intensies tot bedanking en ’n verlaagde vlak van organisasieverbondenheid ’n werknemer se houding teenoor veiligheidsprosedures kan beïnvloed en gevolglik tot ’n toename in ongelukke kan lei (Graham & Nafukho, 2010). Die huidige navorsingstudie het van ’n uitgebreide literatuurstudie met betrekking tot werksklimaat, werkstevredenheid, organisasieverbondenheid en ongeluksyfers, en ’n konseptuele model van veilige bestuursdinamika in vragmotorvervoer, gebruik gemaak om die idee dat vragmotorbestuurders met ’n verminderde vlak van organisasieverbondenheid en die intensie om te bedank ‘n hoër ongeluksyfer kan beleef. ’n Suid-Afrikaanse kleinhandel groep het al hul vragmotorbestuurders (dus die hele populasie) vir die studie beskikbaar gestel. Die roudata is met behulp van self-geadministreerde potlood-en-papier vraelyste verkry. ’n Responskoers van 50% is verkry. Met die gebruik van parsiële kleinste kwadrate analise, het die studie bevind dat intensies tot bedanking deur al drie ingesteldhede van organisasieverbondenheid voorspel word. Die praktiese implikasies van hierdie bevindinge kan bestuur help om ’n verskeidenheid werksgedrag, soos werkprestasie, werkbywoning en organisatoriese gemeenskapsgedrag, te verbeter en personeel-omsetafname te bewerkstellig. Die studie het nie daarin geslaag om beduidende ondersteuning vir die voorspellingseffek van intensies tot bedanking op riskante bestuursgedrag te vind nie. Toekomstige navorsers word egter aangemoedig om ’n model te ontwikkel wat menslike hulpbron-bestuurders sal help met die verstaan, ontwikkeling en implementering van ingrypings wat organisasieverbondenheid verhoog, sodat intensies tot bedanking en personeel-omset verlaag, en daardeur ook duur vragongelukke verminder word.