In 2004, a survey of employees’ attitudes towards improving occupational safety and health (OSH) was carried out in Slovakia. The findings reveal employees’ attitudes towards OSH and their desire for decent working conditions. The survey results provide a useful reference in preparing proposals and recommendations for increasing public awareness of and provoking interest in OSH.
About the survey
Between July and December 2004 – at the request of the Slovakian Ministry of Labour, Social Affairs and Family (Ministerstvo práce, sociálnych vecí a rodiny Slovenskej republiky, MPSVR SR) – the Institute for Labour and Family Research (Stredisko pre štúdium práce a rodiny, SŠPR) carried out a survey of employees’ attitudes towards occupational safety and health (OSH) issues. The survey was conducted in 33 enterprises of different activities and size, and included 337 respondents: 233 workers, 81 managers and 23 experts in OSH.
The data were gathered through structured questionnaires. An evaluation scale, from 1 to 5, was used to assess respondents’ attitudes: 5 represented full agreement or complete satisfaction and 1 corresponded to a very negative assessment. The survey results, summarised below, reflect the workers’ opinions. The numbers in brackets show the value, between 1 and 5, of the average response to respective questions in the questionnaire.
Information about the survey was published in the bulletin Rodina a práca (Family and work) No. 5/2005 issued by SŠPR; it is available on their website (in Slovakian).
Survey results
General attitudes towards OSH
More than 90% of employees described their attitude towards OSH as very positive or mainly positive. Most employees perceive OSH as an important element in positively affecting employees’ performance levels (4.18), and the prosperity and image of the enterprise (4.47). Employees believe that OSH is equally as important as, or more important than, economic aspects (4.25).
Attitudes towards participation in OSH
Over 70% of employees view positively their responsibilities for OSH at their own workplace (3.96). However, this decreases proportionally with the size of the enterprise.
The majority of respondents believe that an employee who is not in a managerial position can significantly influence OSH at the workplace (3.97).
More than 76% of employees expressed a willingness to get involved in improving their working conditions, but only 35% of employees said that they themselves submit proposals for improving OSH. Furthermore, nearly 90% of respondents feel it necessary that employees be involved in risk assessment at the workplace; however, only 55% are satisfied with their own level of involvement.
Information and training
Only 53% of employees (fewer in micro enterprises) are at least partially satisfied with information about company policy on OSH and about company activities in this area.
Employees are only partially satisfied (3.64) with the activities of employee representatives in relation to OSH. In this regard, workers in small businesses were least satisfied. Insufficient activity and lack of communication skills on the part of employee representatives were the main weaknesses identified.
Employees are mostly satisfied with the content of training in OSH (3.97) but they suggested that the training be focused more on issues directly related to their work and on stress prevention.
Interest of management and quality of OSH
The employees were partially satisfied with company policy regarding OSH (3.61) and management care for OSH (3.73).
The quality of OSH was viewed as mostly satisfactory among employees. The lowest satisfaction levels pertained to working conditions leading to a high psychological load and stress (3.51) and to physical demands (3.64). The employees also highlighted poor personal relations, insufficient maintenance and inadequate personal protective equipment.
Employees’ expectations
The employees surveyed expect more cooperation from management in ensuring good working conditions, improving OSH inspections and allocating more resources for OSH.
Managers should provide more information to employees about OSH activities within the company. They should also be more open to employees’ suggestions with regard to improving working conditions and work organisation.
Škvarkova Viera, Institute for Labour and Family Research