F. Laal, A. Barkhordari, G. H. Halvani, R. Mirzayi,
Volume 5, Issue 2 (7-2015)
Abstract
Introduction: Each year tens of millions of labors are victims of occupational incidents leading to the disablement or death of many of them. The present study has been conducted with the aim of predicting the performance monitoring indicators of incident after implementation of the integrated management system in order to reduce number of incidents, safety monitoring, and giving priority to safety programs in the organization policies.
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Matherial and Methods: Using safety performance indicators, this descriptive-analytical study has been done in two stages in a combined cycle power plant on 254 incidents before the implementation (2004) and the years after the implementation of integrated management systems(a seven year period). The required data was gathered through checklist and interview with the injured workers. Kolmogorov-Smirnov, Chi Square, and Cubic regression tests were utilized for data analysis at significance level of 0.05.
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Results: Of the 1131 labors during a seven year period, 254 occupational incidents were recorded. The highest value of accident frequency rate was in 2004 (32.65) while the highest accident severity rate was in the year 2008 (209). Moreover, the lowest frequency rate and severity rate were related to the year 2011 with value of 9.75 and 29.26, respectively. Regression graphs, between the observed values and the estimated values, showed that the coefficients of all the indicators, except for β1of ASR,are significant(P< 0.05) as expected. This result implies the improvement in the safety performance and integrated management systems.
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Conclusion: Findings show that Cubic regression can be an appropriate to olforinvestigating the indicators trends and for their predictionin planning and monitoring the performance ofsafety unitso that the decision-making for determining the priority of organizations’ safety programs would be facilitated.
Zahra Ghanbari, Seyed Abolfazl Zakerian, Alireza Choobineh, Mohammad Nami, Faramarz Gharagozlou,
Volume 12, Issue 4 (12-2022)
Abstract
Introduction: Cognitive emotion regulation (CER) strategies define as cognition-based responses according to emotion-eliciting experiences that can change the type and severity of individuals’ reactions and behaviors. This modification may positively or negatively affect cognitive performance and therefore, it is a defining issue in the workplace. Notably, industries such as combined cycle power plants need to hire staff with a high cognitive ability to perform their duties in a highly efficient way. Since CER is of great importance for overall health and cognitive performance, we aimed to evaluate the state of CER among control room operators (CROs) in the Fars combined cycle power plant.
Material and Methods: The CER questionnaire (CERQ) measures nine cognitive coping strategies (i.e., self-blame, other-blame, rumination, catastrophizing, positive refocusing, planning, positive reappraisal, putting into perspective, and acceptance) that are followed when an individual confronts negative events. The CERQ (short version) was administered to 57 male CROs at the Fars combined cycle power plant. The questionnaire also collected demographic data. Statistical analyses were performed using SPSS Version 25.0. For the normality test, Shapiro-Wilk was the method of choice.
Results: Results of the CERQ scoring showed that the median with interquartile range (IQR) in appropriate and inappropriate categories were 3.50 (3.30-4.00) and 2.62 (2.25-3.06), respectively. Of note, age (39.07 ±6.19) and work experience (14.49±6.26) were not significantly correlated with the results of CERQ.
Conclusion: Taken together, adaptive cognitive strategies (acceptance, positive refocusing, planning, positive reappraisal, and putting into perspective) were reported to be used more often than less adaptive strategies. In general, staff strategies were appropriate while facing a negative event. Although assessing CER in high-demand workplaces is necessary, factors such as managerial styles, job engagement, job satisfaction, and larger sample size should be further studied.
