This systematic review examined the effectiveness of workplace safety training interventions aimed at supervisors from 22 studies between 2000-19. Training interventions were grouped into 5 domains (expanded below).
Importantly, all 22 included studies were graded as methodologically weak.
Results:
Overall, consistent evidence was found for the effectiveness of supervisory training interventions across several outcome measures. Authors stated that while “the results are encouraging, they must be viewed with caution due to the fact that the methodological rigor of the reviewed studies was low” (p1).
Training domains:
1. Ergonomics
An increase in the use of redesigned workspace or work tasks was found in studies were supervisors had received ergonomic feedback compared with the control group. Also shown was higher quantities of improvements in psychosocial work environment per worker and increased social support whose supervisors received the intervention.
However, the training had no impact on the quality of ergonomic improvements, musculoskeletal symptoms, psychological stress or decision latitude among workers.
Additionally for ergonomics, another study found that supervisors who received tailored feedback training had implemented 60% more recommended changes compared to control. Evidence here is said to be sparce, so it’s difficult to draw strong conclusions. Also, a major drawback is the lack of evaluating supervisors’ self-efficacy in applying the skills.
2. Leadership
In evaluating leadership training, 8 of 10 supervisors but only 3 of 10 workers in one study attributed positive changes in workplace safety to the training. Mixed evidence was found in this domain. A positive impact on supervisory attitudes toward safety & self-efficacy was noted among safety-specific transformational leadership training.
Leadership training was also effective in improving workers’ safety perceptions & perceptions of their supervisors. Safety climate scores were also noted to improve among workers whose supervisors did training. Three interventions showed no impact on behaviour of workers or supervisors. Changes in more distal outcomes such as injuries & incidents was not found […predictably].
While the need to consider leadership from both the leader & follower perspective was shown, a limitation in research was the reliance on self-reported data.
3. Supervisor‐worker interaction
While some mixed results were found, other found that training aimed at improving supervisor-worker interaction can increase the verbal exchanges about safety. In one case it found that pre-intervention supervisor-worker safety interactions was 6 to 16%, increasing to 46% after training; and in another study, supervisory coaching can increase safety discussions in up to 70% of verbal exchanges.
4. General safety education
7 studies covered the effectiveness of general safety education for supervisors specific to their industry. Findings indicated improvements in supervisors’ safety knowledge, intent to share the learned knowledge, hazard recognition & more. Marked improvements were noted in supervisors` attitudes towards fulfilling safety responsibilities & willingness to implement safety improvements.
Another noted positive changes in the quality of supervisors’ toolbox talks and statistically significant increase in worker satisfaction with their social support. Another found an increase in supervisor mentoring. Inconsistent findings were seen for safety climate evaluations.
Further on general safety education, although some research was promising in trying to establish links between training and changes in organisational practices, the literature provides limited info for the effectiveness of training on long-term worker-level outcomes.
5. Injury management
Generally, supervisors reported high levels of satisfaction with training interventions to increase their knowledge & capabilities in managing injuries. This included statistically significant improvements in their confidence seeking advice from medical professionals, communicating with injured workers & offering job accommodations. Although the same study also found scepticism amongst supervisors in their ability to gauge the seriousness of a work-related injury.
Interestingly, no changes were found in the proportion of injured workers satisfied with the supervisor’s response to their injury before or after training.
In concluding, the authors note that none of the studies evaluated the decision-making process in place for selecting interventions, nor how training courses are selected and on what basis (eg evidence-based, cost, industry norms, employer preferences etc).
Link: https://doi.org/10.1002/ajim.23163
LinkedIn post: https://www.linkedin.com/pulse/effectiveness-safety-training-interventions-review-ben-hutchinson
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