|Challenge of Reinforcing Safety Behavior of Workers at Work Sites-Measurement and Evaluation of Safety Behavior of Workers in Various Companies
|Monday, May 29, 2023
|5:00 PM–5:50 PM
|Hyatt Regency, Mineral Hall A-C
|Area: OBM/EAB; Domain: Applied Research
|Chair: Rieko Hojo (Nagaoka University of Technology)
Due to recent global trends such as the SDGs, maintaining and enhancing people's health, safety and happiness is focused. Along with this, there is a great deal of interest in well-being not only of general public but also workers in the workplace. As a new ISO related to occupational health and safety, "ISO 45003 – Psychological Health and Safety in the Workplace – Guidelines Mental Safety and Health in the Workplace " was released. Safety at work that relied on human attention or was secured by the principle of stopping and isolating machines has changed with the introduction of ICT equipment and/or cloud network so on. There are an increasing number of situations where the principle of "stop and isolation" is not applied due to robot teaching work and working in IMS. Considering the actual situation of workers who have to adapt to such rapid changes, it is necessary to search for the ideal way of optimal work style for workers at work. In this presentation, we outline of methods of measurement of working behavior using IoT devices and evaluation using BA procedure in some industries such as automobile manufacturing in Japan. In addition, we introduce some results of measurement of well-being at work during working from the viewpoint of occupational safety field using BA procedure.
|Instruction Level: Intermediate
|Keyword(s): Behavior-based safety, Mechanical safety, Occupational safety, Worker
|Measurement of Safety Behavior of Workers at a Tunnel Construction Site in Japan
|RIEKO HOJO (Nagaoka University of Technology)
|Abstract: The construction industry has the highest number of deaths by industry, accounting for about 30% of the total. Above all, knowledge of the laws of human behavior is indispensable for the prevention of serious accidents at mountain tunnel sites. Risk management is a prerequisite for face work, which is particularly risky. In order to ensure this safety, signals and monitoring have been performed by people until now, but with the rapid development of ICT and AI, it is now possible to communicate safety information in real time. It is desired to improve safety and productivity along with safety. On the other hand, in constructing a face monitoring support system and performing cooperative work between humans and machines, there is a possibility that workers will fall into negative situations such as mental and physical stress, embarrassment, and disgust. Therefore, it is expected that the use of the face monitoring support system will evoke a sense of security regarding reliability and validity, as well as positive aspects such as rewarding. Therefore, we propose a method to quantitatively and objectively evaluate the mental and physical changes that occur under the cooperative work of related workers and the face monitoring support system.
Measuring Repetitive Worker’s Answering Behaviors of Well-Being at Work
|YUKA KOREMURA (KOREMURA Giken Co., LTD. ballast Dept
GOP CO., LTD. SATEC), Rieko Hojo (Nagaoka University of Technology
GOP CO., LTD. SATEC), Christoph F. Bördlein (Technical University of Applied Sciences Würzburg-Schweinfurt (THWS)), Kohei Nomura (GOP CO., LTD. SATEC), Shoken Shimizu (GOP CO., LTD. SATEC
National Institute of Occupational Safety and Health, Japan)
The question of how to work changes over time. Regarding whether a worker's work behavior is efficient and productive, work skills are acquired, and the fluency is trained. However, it is not known whether the worker is performing the work behavior with job satisfaction or stress during the work; in other words, whether the worker continues to constructively perform the work behavior contingent on work-appropriate behavior in the work context. We conducted experiment that repeatedly engaged in work in two short-time work settings before and after the work answering questionnaires on well-being, stress checks, and current state of mind, and measured vital data (heart rate, body temperature, and blood pressure). The subjects were six adult workers who performed 40 1-min. tasks, five times each, on four different portable work platforms made of aluminum alloy, one at high elevations and one at low elevations, and answering questionnaire behavior data were collected before and after the tasks were performed. Subjects’ answers were no significantly different (Fig. 1). We will examine whether there is a change in each subject's answering behavior, the type of platform, and the difference in between the height of the platforms.
Using a Self-Commitment to Reduce the Consumption of Disposable Coffee Mugs
|CHRISTOPH F. BÖRDLEIN (Technical University of Applied Sciences Würzburg-Schweinfurt (THWS)), Tanja Schneider (University of Vechta)
We used a self-commitment strategy to encourage college students to reduce the amount of disposable coffee mugs they used. Student of an introductory course in behavior analysis were informed about the environmental hazards associated with the usage of disposable coffee mugs (they are not recyclable and waste a lot of resources in terms of paper, oil products etc.). It is easy to use a reusable coffee mug instead. After discussing strategies on how to avoid the usage of disposable coffee mugs (having a reusable mug, prompting yourself to put it in your bag when leaving your home etc.), students were asked to sign a self-commitment never to use a disposable coffee-mug again. For signing the commitment, the students received a reusable coffee mug (while stocks last). 67 students signed the commitment and agreed to leave their email addresses in order to contact them afterwards. After one year the students were asked to answer an anonymous online survey about their usage of disposable coffee mugs in the year preceding and following the commitment. The usage of disposable coffee mugs was reduced from a mean of 32 in the year before the commitment to 6 in the year following the commitment.