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Purpose: Work-related psychosocial risks are an increasingly important issue in occupational safety and health (OSH) policy. In Germany, as in many other European countries, employers are legally required to carry out workplace risk assessments (WRAs) and to account for psychosocial factors when doing this. The aim of this study was to expand the still scarce and sketchy empirical evidence on the extent to which employers comply with these obligations, as well as on possible determinants of compliance behaviour.Methods: Survey data from 6500 German companies were used to calculate the prevalence of workplace risk assessments that include psychosocial factors. Furthermore, multinomial logistic regressions were performed to explore which company characteristics influence the chance of psychosocial risk assessment occurrence.Results: The prevalence of psychosocial risk assessments was 21%. Next to company size (OR = 5.7, 95% CI 3.0-11.0), availability of safety specialist assistance (OR = 3.5, 95% CI 2.6-4.6), availability of occupational health specialist assistance (OR = 3.4; 95% CI 2.6-4.4) and inspection by OSH authority (OR = 3.4, 95% CI 2.4-4.7) were the strongest predictors of psychosocial risk assessment occurrence. Smaller (but still significant) effect sizes were found for the level of knowledge about legal OSH requirements, training of managers in OSH, economic situation of the company, presence of a works council, positive view on the benefit of OSH, affiliation with the production sector and magnitude of psychosocial risks within the company.Conclusions: The study results indicate large deficiencies in the implementation of psychosocial risk assessments, especially for small companies. Findings suggest that enhancing companies' utilisation of professional OSH experts and strengthening the advisory and control capacities of the OSH inspection authorities in the area of psychosocial risks would be beneficial for improving the current situation. [ABSTRACT FROM AUTHOR]

Although Workplace Risk Assessments (WRA) are legally required in all EU member states and widely considered to be a core element of occupational safety and health (OSH) management, the state of their implementation at company level is still viewed rather critically, both in quantitative and qualitative terms. In this study, data from a representative company survey ( N = 6500) were used to estimate the frequency of different patterns (and corresponding quality levels) of WRA practice in Germany and to determine organisational factors influencing the chance of occurence of these WRA patterns. Results show that only one out of four companies carry out WRAs which not only meet the essential procedural requirements but also take account of potential risk areas in a fairly comprehensive manner. Multinomial logistic regression analysis further revealed that company size is by far the strongest predictor of WRA activity, especially of its more developed forms. Availability of safety specialist assistance, availability of occupational health specialist assistance, affiliation to the production sector, presence of an employee representative body and a good economic situation of the company were each associated with WRA activity as well. The still considerable deficiencies in WRA coverage and quality indicated by this study clearly call for an intensification of WRA-related control and advisory efforts by the OSH authorities, primarily in small companies and in the private services sector. Findings also suggest that reinforcement of worker representation structures at company level and strengthening professional OSH expert utilisation would be beneficial for WRA implementation. [ABSTRACT FROM AUTHOR]

Background: Although the popularity of workplace health promotion (WHP) has considerably increased over the years, there are still concerns about the way this concept is being implemented by the companies. There is, however, a seeming lack of empirical knowledge about variations in WHP practice. Therefore, the aim of this study was to determine the prevalence of different patterns (and related quality levels) of WHP activity and the effect of organisational predictors on the chances of these WHP activity levels being implemented. Methods: Data from an establishment survey (N = 6,500) were used to calculate the prevalences of four configurations of WHP among German companies. Furthermore, multinominal logistic regressions were performed to determine odds ratios for these WHP activity levels according to several organisational characteristics. Results: 9% of companies exhibited the most comprehensive type of WHP including analysis, individual-directed prevention measures and participatory groups concerned with working conditions improvement (level A), 18% featured a combination of analysis and individual-directed prevention (level B), 29% had reported measures from only one of these categories (level C), and 44% showed no WHP activity at all (level D). In the multivariate analysis company size turned out to be the strongest predictor of WHP at all levels. WHP was also predicted by a good economic situation of the company, the availability of safety specialist assistance, the availability of specialist assistance in occupational health and the presence of an employee representative body. These effects usually became stronger when moving up in the hierarchy of WHP levels. For the two sector-level variables (private vs. public, production vs. services) no statistically significant associations with WHP were found. Conclusions: WHP still shows great potential for improvement both in quantitative and qualitative terms. Especially required are additional efforts in developing and implementing WHP practice models and dissemination strategies which are tailored to the particular conditions and needs of small companies. However, findings suggest that the chances for achieving progress in WHP also depend on developments in adjacent policy areas such as labour relations or occupational safety and health. [ABSTRACT FROM AUTHOR]