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BackgroundThe construction industry has a high risk of occupational accidents and injuries. More randomised controlled trials are needed to identify effective techniques for improving the occupational safety of construction sector workers. New technologies such as virtual reality (VR) offer the potential to develop engaging learning tools for safety training. Although the number of VR applications in occupational safety training is increasing, only a few studies have evaluated the learning outcomes of VR safety training. Furthermore, previous studies indicate that learning to recognise human factors at work has positive outcomes for safety skills. However, there is lack of knowledge regarding the efficacy of human factors-related training in the construction industry.ObjectiveTo evaluate the efficacy and the implementation process of a VR-based safety training and a human factors-related safety training.MethodsIn Finland, 8 study organisations and approximately 130 construction sector workers will participate in a randomised controlled trial. The study participants will be randomly assigned to one of four intervention arms: (1) immersive VR safety training alone, (2) lecture-based safety training alone, (3) combined immersive VR safety training and HF Tool training or (4) combined lecture-based safety training and HF Tool training. We will test the efficacy of the safety training processes in these four arms. Randomisation of study participants is stratified by work experience. Baseline assessment will take place before randomisation. The short-term follow-up measurements of all study participants will be conducted immediately after the VR safety training and lecture-based safety training. The study participants will complete second measurements immediately after the HF Tool training approximately 1 month after previous safety training. The second measurement of the intervention arms 1 and 2 study participants will be conducted during the same week as that of the intervention arms 3 and 4 participants, who will not take part in the HF Tool training. Finally, semistructured individual interviews will be conducted to evaluate the learning process.Outcome measuresOutcome measures include safety knowledge, safety locus of control, safety self-efficacy, perceived control over safety issues, safety-related outcome expectancies, safety motivation and safety performance.DiscussionStudy results will provide knowledge on the efficacy of VR safety training and human factors-related safety training. Furthermore, study provides knowledge on pedagogical techniques that can be used to guide future intervention plans and development.Trial registration number ISRCTN55183871.

Sustainable development policies have been implemented during several decades, but so far with too little impact apart from awareness raising. Environmental changes, such as biodiversity loss, pollution, and resource overuse, have evolved from local problems to global crises interconnected with social issues like inequality and polarization. The need for rapid and large-scale sustainability transition is evident. Finland is one of the countries with relatively advanced national sustainable development policy and top ranking in several international comparisons of sustainability performance. Focusing on the societal uses of knowledge, this article uses Finland as a case to assess the effectiveness of conventional sustainable development policy, including national strategies, institutions, and practices. Recommendations applicable also for other countries and avenues for more impactful implementation of sustainability solutions are identified, emphasizing the urgent need to adopt a strong sustainability mindset shifting from short-term economic priorities towards coherent long-term targets beyond 2030, with corresponding policy and legal changes.

The study evaluated the implementation of peer-based Mental First Aid (MFA) in a city organization. Its aim was to examine (1) the participants’ user experiences of MFA, (2) the developmental needs of the MFA implementation process, and (3) whether and how the implementation of MFA changed the Cityʼs safety management. The data were from interviews, feedback from MFA testing and training, safety management documents, and a survey. MFA became established in the organization and there was a clear need for it. It was considered easy to use and had a low user threshold. It added value to traditional occupational safety and health practices by improving the participants’ own practical skills to systematically manage the human factors of safety. MFA implementation needs clear management structures and a systematic commitment and learning process.

Purpose - This study aims to find out the means used for individual, group and organizational learning at work at one air navigation service provider after the initial training period. The study also aims to find out what practices need to be improved to enhance learning at work.Design methodology approach - The data for the study were collected over four years from several air traffic control (ATC) units of the organisation using different methods. In total, 155 subjects (operative personnel, supervisors) answered a reporting system questionnaire, 20 supervisors participated in interviews and 142 subjects (operative personnel, supervisors) responded to a safety culture questionnaire.Findings - Several learning methods were used in ATC. Some of them were organisation-wide and mandatory, but others were dependent on the activity of the unit or a single person. Individuals reported problem areas in operative work and learned from them. Group level learning was not actualized in all units of the organisation. Learning was insufficient at the organisational level.Practical implications - A reporting system is a useful way of learning for individuals working in complex systems such as ATC. To use it for communicative and organisational learning, however, demands the formation of an integrated learning system for the different parts of the organisation and its stakeholders. This system could support conscious analysis of learning material arising from everyday work. These improvements would contribute to securing safety in the field of aviation during major changes.Originality value - The paper provides information on the strengths and weaknesses of learning in one complex, high reliability, work area. The study shows that the latest knowledge regarding learning at work was not utilized effectively.

BackgroundAwareness of human factors (HF) as a key safety factor has increased in recent decades. Several methods and tools have been designed to better master HF at workplaces, but the focus of them has, however, remained at human-machine and human-system interfaces. Yet, the latest safety research stresses the organisational and systemic view, to improve the capability of organisations to be proactive, and to act and react in undesired safety critical events.Description of problemIn technical, predominantly male domains in particular, competence in handling HF at workplaces may be weak. HF is not included in technical profession training, despite the fact that these professions often manage safety at workplaces. HF issues may be considered too challenging to raise. As safety is not only promoted through technical solutions and norms, competence in HF would add value to safety work. Practical HF tools should be used and modified in order to better handle this field at workplaces.ResultsThis presentation describes the modification of an HF tool for different professional fields. Originally, an HF tool was designed for Finnish Air Traffic Management, to support the skills of operative personnel and management to analyse the individual-, group-, work- and organisational success and weakness factors behind operative incidents. The HF tool was next modified and tested by an education department, a rescue and firefighting department and an energy production organisation of a city organisation. The latest implementations have been made in the nuclear industry and in the maritime, for operational event and safety culture analysis. Development processes and outputs of the HF tool modifications are summarised and evaluated.ConclusionsConcrete HF models and tools are needed, in order to be able to more effectively learn and analyse the human contribution to safety. Both the successes and weaknesses of HF must be included in these models. Validation of the HF tool is to be continued, and user-friendly applications of the tool are being designed.

BackgroundIn the nuclear industry and other safety-critical domains, recognising human behaviour as a key factor for improving safety culture is essential. Yet the focus has traditionally been on technical and procedural issues rather than human factors (HF). As HF remain both a resource and risk for nuclear safety, we need to improve our abilities to identify, analyse and learn about them. The aim of this study was to determine how the safety experts and supervisors of two nuclear power plants (NPPs) define HF, and to identify current HF procedures and the need for new HF tools as a part of safety management.MethodsWe studied the current HF procedures in safety management using document analysis. Safety experts (n = 8) from two NPPs participated in a two-day workshop, in which a new HF tool was tested in the investigation of three operational events. We interviewed 22 safety experts and supervisors (20 from the NPPs, 2 from the regulator side), in order to study the current views and procedures of HF, and the development needs for new HF tools in the domain.ResultsCurrent safety procedures, for example, event analysis, still focus on technical aspects. HF procedures are seen as a way to inhibit individual errors. Several human performance tools were implemented at the NPPs, but none of them highlighted human success factors. Current HF tools were not actively used to analyse operational events, and no tools were used to summarise information from reports or their analyses for top management purposes. There was no model for normalising personnel’s capacity after unwanted events at work: consequence management was seen more as the correcting of operative items.ConclusionsTo improve HF management in the nuclear industry, practical HF tools are needed, as is stated in safety legislation and guidelines. To improve safety competence, it would be useful to further study the prerequisites and the hindrances of applying new HF tools in nuclear and other safety-critical industries.

BackgroundIn the city of Helsinki, employees report thousands of threatening situations at work every year. Two thirds of victims typically cope on their own after a critical incident but one third needs help to manage. If not handled shortly, incidents may cause excessive stress or absence from work. Occupational health care organises debriefing after severe incidents but many minor incidents are left unhandled.Description of the problemThere was a need for mental first aid” at workplaces, so that personnel facing incidents could unload the mental burden right away. How to handle incidents quickly, during the workday, with a colleague? After the incident, the manager is usually responsible for examining the facts whereas colleagues could support with the mental process.ResultsA short training based on Critical Incident Stress Management (CISM) was organised for some employees and leaders. The training included e.g. lecture and discussion of safety culture at work and of human reactions during and after incidents. A discussion model of mental first aid (in Finnish hetipurku) and practical tools to support it were presented and practiced. According to the participants’ experience, the model turned out to be useful in many ways. Leaders felt that they got a valuable tool to handle different kinds of problematic situations at work. The model was also utilised within concerns about an organisational change.ConclusionsMental first aid model was aimed to help work communities handle workplace incidents quickly on the spot. In addition to that, the model appeared to be more versatile instrument. It can be used to encourage discussing and solving challenging cases at work. It brings help easily available and strengthens work communities’ own competence to deal with stressful situations. Inspired by positive experiences, a further use of the model is developed and more support persons are trained.