Active participation of workers

in the finance and banking sector: an italian study

Dipartimento Medicina del Lavoro

Authors Name Dr.ssa Lucia MacciocuDr.ssa Ilaria RossiDr.ssa Giuliana BurestiDr. PierPaolo Ferrante

Rome 5 November 2008

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“No action is without search and no search is

without action”(Kurt Lewin)

ACTION-RESEARCH

ways of involvement ways in relating

opportunities to know oneself and to know others

reacting to change

The action-research is not only a means of knowledge, but aboveall:

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THE SOCIAL CHANGE

To establish the ways to influence reciprocating psychological aspects

Analyzing the topic of change, Lewin conducted some experiments on the processes of decision making and

change.

1-Phase

To research about the psychological processes that influence the change.

2-Phase

3-Phase

Carry out experiments to reveal the factors that facilitate change.

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The experiments were articulated in 3 phases:

THE SOCIAL CHANGE

Comparing Effects of the

decisions taken

In groups

Other methods/one to one

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More effective and durable

Less effective

ACTIVE PARTICIPATION

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The collective action of consultation and cooperation by workers is aimed at

actively contributing towards safeguarding health and safety in the

workplace, providing a proactive contribution to aspects connected to daily work practice, throughout its

organization and the optimization of relationships between workers and

other elements of the enterprise system.

ACTIVE PARTICIPATION

Define issues

Voice their concerns

Provide suggestions for improving the organisational environment

The active participation can only be achieved by allowing personnel to:

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Maslach et al. 2000

ACTIVE PARTICIPATION

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Elements of theories

Worker’s active participation in the prevention of psychosocial hazards is a key priority for becoming a socially

responsible enterprise.

CORPORATE SOCIAL RESPONSABILITY - CSR

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Concept whereby companies decide

voluntarily to contribute to a better

society and a cleaner environment.European Agency for Health and Safety at Work

RESEARCH

For the purposes of this study, a questionnaire was administered to determine the level of active partecipation in safety.

1-Phase

The questionnaire used for the survey refers to various dimensions that were divided and classified into 8 areas.

2-Phase

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The methodology were articulated in 2 phases:

Of 2100 subjects from the credit sector distributed throughout Italy.

The sample consisted:1

To examine the level of participation in the Health and Safety at work, and focusing primarily on issues related to well-being.

The objectives:1

Analysing the characteristics of the employees’ work in the italian bank sector.

2

Active participation of workers in the finance and banking sector

RESEARCHMethodology

Personal data and work history of individual workers; The active participation of the worker with particular

reference to his o her perception of being able to actively contribute to the various phases of management interventions to apply Health and Safety regulations; Safety information and investigates specific risks from work activities and in the working environment as well as prevention and emergency measures;

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Classified 8 areas

Training system and analyses the predominant type of training implemented in the organisation;

Active participation of workers in the finance and banking sector

RESEARCHMethodology

Characteristics of the assigned work tasks and work pace and the impressions on the work;

Interpersonal relationships both within the company, relationships and outside relationships with customers;

Psychophysical well-being and investigates health conditions with particular reference to work situations experienced as critical, such as robbery and theft;

Job satisfaction, such as income, career development, professional autonomy, working hours, work incentives. Di

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Active participation of workers in the finance and banking sector

AREA - ACTIVE PARTECIPATIONFrequencies Analysis

Participation in prevention and safety intervention phases

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Active participation in safety

Source: DML- ISPESL

AREA - ACTIVE PARTECIPATIONFrequencies Analysis

Source: DML- ISPESL

Safety training initiatives

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Participation in promoting safety and well-being in the organisation

AREA - INTERPERSONAL RELATIONSHIPFrequencies Analysis

Positive feedback from customers

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Aggressive customers

Source: DML- ISPESL

AREA - INTERPERSONAL RELATIONSHIPFrequencies Analysis

Relationship with colleagues

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Relationship with superiors

Source: DML- ISPESL

AREA – PSYCHOPHYSICAL WELL-BEINGFrequencies Analysis

Perception of mental fatigue

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Critical situation

Source: DML- ISPESL

AREA – JOB SATISFACTIONFrequencies Analysis

Job satisfaction

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Aspects of work which involve fear and anxiety

Source: DML- ISPESL

OUTCOMES DISCUSSIONFrequencies Analysis

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Lack carrer development

Lack communication organizational

Formal relationshipswith superiors

Good support relationship with colleagues

Lack active partecipation of workers

Satisfactory pay & working hours

Ambiguity relationshipswith customers

Psychosocial discomfort

A Multivariate analysis approach that is best suited for qualitative data and questionnaires

Main Objective: to reach a “subspace” that represents the initial characteristics, by maintaining the maximum information

Explains the relationship between multiple variables

Represents, geometrically, contingency table in order to identify the association between qualitative variables

Compares at the same time, in a two dimensions plan, the variables mutual position. The relevance of each variable will be defined by his contribution to the total variance

The more a point is far from the axis origin, the more the modality that it represents affects the identification of the axis itself

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RESEARCHMethodology: Correspondence AnalysisMain

issues:

Degree

Education: secondary school

Divorced

Married

SingleFemale

Males> 39 y.o.

30-39 y.o.

20-29 y.o.

Call Center

Managers

No Front Office Front Office no money

Front Office + money

Part time

Full time

Long Term Contract

Short Term Contract

Working: > 30 years

Working: 25-30 years

Working: 20-25 years

Working: 15-20 years

Working: 10-15 years

Working: 5-10 years

Working: 0-5 years

South

Center

NorthProfessionals A

-0,3

-0,2

-0,1

0

0,1

0,2

0,3

-0,6 -0,4 -0,2 0 0,2 0,4 0,6

Axis 1

Axis

2

Profile: EMPLOYEESProfile: MANAGERS

Profile: YOUTH

Profile: BACK OFFICE

Profile: FINANCIAL

ILLUSTRATIVE VARIABLES – ILLUSTRATIVE VARIABLES – Axis 1/2Axis 1/2

Plan explains 79% of the whole variance

ILLNESS

WELL-BEING

RESPONSABILITY

NO RESPONSABILITY

Critical situations

AXISAXIS

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SEMIAXIS: AREA OF UNSATISFACTION AND ILLNESS

- Conflict with colleagues and management

- Psychophysical Illness- Poor physical and mental health- Repetitive work and lack of motivation

- Heavy and non stimulating work- Unsatisfactory professional qualification and career development

SEMIAXIS: AREA OF SATISFACTION AND WELLNESS

- Collaborative relationship with colleagues and management

- Job satisfaction- Creative and stimulating work- Psychophysical health- Good level of health- Professional satisfaction

SEMIAXIS: AREA OF RESPONSABILITY

- Informed on work risks- Adequate training- Active Participation in safety training

- Concerned about theft at work

SEMIAXIS: AREA NO RESPONSABILITY

- Uninformed on work risks- Lack of participation safety training

- Lack of risk information- Not informed on prevention on work activity

- Not attend work safety training

In conclusion, the following are a series of possible multi-level interventions to improve the

working conditions of the employees of the credit institutions interviewed:

• 1) at the organisational level, in light of the results obtained, a holistic approach should be adopted with the aim of integrating OSH in the banks’ policy strategy, to improve personnel management policies and training.

• 2) at the individual-organisational interface level, a research/intervention on participation should be implemented in order to deal with occupational health and safety aspects, especially in the prevention of psychosocial hazards.

• 3) at the individual level, employees should be helped by developing their coping abilities, time management techniques, relaxation techniques and by providing them with counselling.