Identification and evaluation of human errors of Epoxy control room operators of a pipe Mill company using HEC technique

Introduction: In many workplaces today, the incidence of human error can lead to catastrophic accidents in which human error is the main cause of accidents. Due to the vital role of the control room in guiding and controlling various sites of the pipe industry, especially the outer coating sector, the incidence of any error can lead to human accidents, damage to machinery, interruption in production. This study aimed to identify and evaluate human error by Human Error Calculator (HEC) method in the epoxy control room of a pipe mill company. Materials and Methods: In the present descriptive cross-sectional study, the HEC method was used to identify and evaluate human errors. The HEC technique is provided by Risk Map Company, in which the probability of human error is based on five factors affecting the occurrence of human error, including a degree of urgency, complexity, importance, degree of individual skill, and task repetition, using a disk-shaped tool called Risk Disk is determined through direct observation, available instructions and interview with the head of the mentioned unit. Results: According to the results of this study, out of 11 identified tasks, five job tasks with a risk number of 70% have a high probability of human error, four job tasks with a risk number of 50%, and one job task with a number There is a 40% risk of moderate human error, And a job task with a 20% risk number has an increased chance of human error. Conclusion: The results of the present study showed that the HEC method is easy to use and is a simple and useful tool for professionals to calculate the probability of human error. In addition, HEC is a practical, effective and beneficial method for managers to reduce human error.

More than lip service to internal market orientation: a multilevel investigation of the role of internal service quality

Purpose Drawing on self-determination theory and the service-profit chain, this study aims to expand the current understanding of the internal processes of internal market orientation (IMO) on an organizational commitment by investigating the interactive effect between job (task) satisfaction and internal service quality in the field of hospitality and tourism. Design/methodology/approach This study examines the cross-level effects of internal service quality through a time-lagged field study with multilevel structural equation modeling analysis that involved 667 frontline employees from 40 casino hotels. Findings The results reveal the IMO has an indirect effect on affective and normative organizational commitments through the interaction of job (task) satisfaction with internal service quality, such that internal service quality compensates for relatively low levels of job (task) satisfaction. While no indirect effect is found on continuance organizational commitment. Research limitations/implications This study extends the service-profit chain by integrating self-determination theory and by investigating IMO’s indirect effects on commitment through the interaction between job (task) satisfaction and internal service quality. Practical implications The study provides practical solutions to the employee servicing and employee retention dilemmas faced by casino organizations. Originality/value This study advances the service-profit chain literature by proposing and theorizing an internal process of IMO, through the cross-level buffering effect of internal service quality on the relationship between job (task) satisfaction and organizational commitment. This study further presents the theoretical and managerial implications by understanding how employees’ perceptions and interpretations of IMO affect their commitment.

Job-Task Analysis of Vision Rehabilitation Therapists

Introduction: One way to understand a profession is to examine the job tasks undertaken by professionals within the field. The profession of vision rehabilitation therapy is examined by finding the frequency at which 100 specific job tasks are performed on average by current vision rehabilitation therapists (VRTs). Fifty-one of the job task frequencies are compared to 1989 frequencies for changes across the last 28 years. Methods: An anonymous online survey was carried out with current and recently retired VRTs. Participants were asked to rate the frequency at which they perform 100 specific job tasks and 13 demographic questions. Results: One hundred eighty-nine practitioners completed the survey. Mean frequencies for the 100 job tasks fell between a low of 1.08 (slightly above “do not perform the task”) for “writes grants for funding of agency services” and a high of 5.51 (above “perform 4 or 5 times a week”) for “writes case notes and reports for documentation.” Half of the 51 comparable job tasks indicated statistically significant changes in frequency across the 28-year period. Discussion: Statistically significant changes in job task frequencies occurred across job roles of teaching, case management, and professional or administrative activities, indicating that many aspects of the therapist’s job have changed. Individualized teaching remains a common aspect of the job, personalizing the skills taught and the teaching methods, for the individual client. VRTs are less frequently providing consultation to medical and community organizations. Implications for practitioners: The results presented provide an understanding of current job tasks of a practicing VRT. Understanding the changing trends of job tasks may inform university personnel preparation programs to better prepare students for employment demands. Decreasing community outreach may negatively affect the visibility of blind rehabilitation services and inadvertently affect referrals for vision rehabilitation therapy services.