Strategies to Reduce Occupational Injuries and Illnesses in Government Agencies

Strategies to Reduce Occupational Injuries and Illnesses in Government Agencies by Sandra Montgomery MS, University of Baltimore, 2002 BS, Coppin State University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2018 Abstract Despite regulatory efforts of the Occupational Safety and Health Administration (OSHA), 104 cases of nonfatal occupational illnesses and injuries (OIIs) per 10,000 fulltime workers required time away from work in 2015. Although OII rates in private and public sectors are high, the rates among state and local government agencies were over 50% higher than private sector rates in 2015, especially in the healthcare industry. OIIs can lead to reduced organizational productivity and performance. Guided by the leader member exchange theory (LMXT) and risk homeostasis theory (RHT), the purpose of this single case study was to explore effective strategies that supervisors in a government agency in the mid-Atlantic region of the United States use to reduce OIIs. Data were collected from face-to-face semistructured interviews with 8 purposefully selected supervisors who had reduced OIIs and the review of company documents. Data were analyzed using inductive coding of phrases, word frequency searches, and theme identification. Four themes emerged: managing employee risk-taking behaviors reduced OIIs, communicating the importance of safety with employees decreased OIIs, having high-quality relationships with employees reduced and mitigated OIIs, and continuous education and training reduced OIIs. Both the LMXT and RHT were essential in exploring the role that education and training played in reducing OIIs. Findings may provide government agencies with valuable information that may lead to a healthier and safer work environment, increased productivity and profitability, and healthier lifestyles inside and outside of the workplace.Despite regulatory efforts of the Occupational Safety and Health Administration (OSHA), 104 cases of nonfatal occupational illnesses and injuries (OIIs) per 10,000 fulltime workers required time away from work in 2015. Although OII rates in private and public sectors are high, the rates among state and local government agencies were over 50% higher than private sector rates in 2015, especially in the healthcare industry. OIIs can lead to reduced organizational productivity and performance. Guided by the leader member exchange theory (LMXT) and risk homeostasis theory (RHT), the purpose of this single case study was to explore effective strategies that supervisors in a government agency in the mid-Atlantic region of the United States use to reduce OIIs. Data were collected from face-to-face semistructured interviews with 8 purposefully selected supervisors who had reduced OIIs and the review of company documents. Data were analyzed using inductive coding of phrases, word frequency searches, and theme identification. Four themes emerged: managing employee risk-taking behaviors reduced OIIs, communicating the importance of safety with employees decreased OIIs, having high-quality relationships with employees reduced and mitigated OIIs, and continuous education and training reduced OIIs. Both the LMXT and RHT were essential in exploring the role that education and training played in reducing OIIs. Findings may provide government agencies with valuable information that may lead to a healthier and safer work environment, increased productivity and profitability, and healthier lifestyles inside and outside of the workplace. Strategies to Reduce Occupational Injuries and Illnesses in Government Agencies by Sandra Montgomery MS, University of Baltimore, 2002 BS, Coppin State University, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2018 Dedication I dedicate this doctoral study to my mother, Mallie Montgomery, and son, Rhyshon Smith, who are no longer here with me. A special feeling of gratitude goes to my loving, kind, humble, and gentle-spirited mother who made me the person I am today. My son Rhyshon, whom I lovingly refer to as “Muppie,” (one of my greatest accomplishments) was always there, rooting for me. I would not have made it this far without the love, support, and encouragement from them. Both of you are always with me and forever in my heart. I also dedicate this study to all of those (past and present) who sacrificed for justice and equality. I am forever thankful for the sacrifices that you made and want you to know that your efforts were not in vain. Your commitment, resilience, and dreams have afforded me the opportunity to achieve my goals. Most importantly, I want to thank God for being there for me during good and bad times throughout this doctoral process. The troubled times made me stronger, and the good times helped me understand why the bad times existed. Thank you, God, for allowing me to persevere regardless of the adversities that I was facing during this doctoral journey. Acknowledgments I thank my doctoral study committee members who were more than generous with their expertise and precious time. A special thanks to Dr. Gergana Velkova, my committee chair, for her countless hours of reflecting, reading, supporting, encouraging, understanding, and having patience with me throughout this doctoral process. In addition, thank you Dr. Rocky Dwyer and Dr. Judith Blando for your willingness to serve on my committee on short notice. I would also like to acknowledge all of my family members and friends who have supported me throughout the doctoral process. A special thanks to my father, Edward Crenshaw Sr.; aunts, Carolyn Payton and Zinah Brown; daughter, Shenica Smith; and friends, Chad Rosenthal, Dorelle Scott, Desiree Coleman, Michael K. Tyson, Alicia Lewis, Jacque Johnson, Gary Scott, Nathaniel Stevens, Dave Stephens, and Diane Melton who went the extra mile to help me complete my research. I also acknowledge my work family who encouraged and believed in me, especially those at booking who took up some of my slack at work so that I could do my schoolwork. I want all of you to know that I appreciate all that you have done (large or small) to assist me during this doctoral journey.