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    Lived experiences of work injuries : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology (Health Endorsement) at Massey University, Palmerston North, New Zealand
    (Massey University, 2019) Marnewick, Maria
    Work injuries have been increasing significantly globally, and work injury research has largely involved scientific research seeking associations between work injuries and direct and indirect costs. However, little research has been directed at the experience of the injured worker. A phenomenological approach was used in this research to gain insight and understand the lived experience of work injuries. Phenomenology was utilised because it allows for examination of experience, and was an approach that could provide insights into how work injuries were experienced. In this study, five people who had sustained work injuries and who were off work for at least two months due to their injuries participated and completed semi-structured interviews. Data were transcribed and analysed. The lived experience of work injuries is described in terms of trauma, broken body, communication, relationships, and coping. These themes elucidate the context of work injuries as embodied experiences. Findings suggest that work injuries are experienced as very traumatic and harrowing. The participants found it difficult to navigate the world through their broken bodies after sustaining the work injury. Through these broken bodies, the participants experienced humiliation shame, inferiority, and they felt as if they were losing control over managing their injuries. Many stakeholders were involved with the participants in order to create plans to return to work (RTW) and rehabilitation. The sheer amount of people involved in the rehabilitation made communication difficult at times. The participants and their families’ lives changed radically as a result of the work injuries, and it contributed to difficulties in relationships. While the work injuries disrupted the injured worker's lives, they worked through these difficulties by using different strategies to cope. Navigating the world with broken bodies after work injuries, are traumatic, and rehabilitation is complex and multifaceted.
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    What makes a moving and handling people guideline work? : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Public Health at Massey University, Manawatū, New Zealand
    (Massey University, 2018) Lidegaard, Mark
    Moving and handling of people (MHP) is a major reason for developing musculoskeletal disorders (MSD) in the healthcare sector worldwide. To reduce MSD from MHP, many national and state level guidelines targeting MHP have been developed. However, little is known about their impact on injury claims rates, how they are intended to work, if intended users are aware of and use them, which parts of the guideline are being used, and how they are implemented. Therefore, the overarching goal of this thesis was to contribute to understanding what makes a MHP guideline work. It was addressed by examining the effects of introducing the New Zealand Accident Compensation Corporation ‘Moving and Handling People: The New Zealand Guidelines’ (MHPG), using a mixed-methods approach in five sequential studies. An analysis of claims data (Study 1) showed that MHP related claims rates declined before, but increased after the introduction of the MHPG. A study of the MHPG programme theory (Study 2) showed that key actors for implementation were MHP coordinators, H&S managers, and therapists. The developers argued for implementing a multifaceted MHP programme where implementation of organisational systems should create the foundation for implementing the core components. A questionnaire analysis (Study 3) showed that a high proportion of MHP coordinators, H&S managers, and therapists were aware of the MHPG, while a high proportion of therapists used it. In contrast, fewer carers were aware of and used it. A second questionnaire analysis (Study 4) showed that more key actors were familiar with and used the core components compared to the organisational systems. A low proportion of actors experienced change after use. Case studies (Study 5) showed that organisational motivation to implement a MHP programme was initiated by MHP related staff injuries. The implementation process was gradual, changing MHP practices during multiple steps, and dependent on a dedicated person to drive implementation. This thesis shows that making a MHP guideline work requires a dedicated actor, with support from management, to facilitate implementation and organisational changes needed. However, many contextual factors affect implementation, ranging from national, e.g. legislation and policies, to individual level, e.g. individuals conducting MHP.
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    A study of work related injury reporting in New Zealand : reconciling serious harm notifications and ACC claims data : 114.899 thesis [presented in partial fulfilment of the requirements for the degree of Master of Management in Occupational Safety and Health at Massey University, Palmerston North, New Zealand]
    (Massey University, 2012) Urangia, Rima
    The aim of this study was to determine whether there is a significant difference between workplace serious harm accidents that are reported to the Department of Labour and workplace injury claims that are made to the Accident Compensation Corporation (ACC) that would be classed as serious harm injury for the ACC Classification Unit (CU) Fruit and Vegetable Wholesale? The average number of ACC acute serious harm injury claims made per year for the years 2004-2009 was 32.17 (2dp). Of these identified claims 3.17 (9.85%) average per year, were reported to the Department of Labour. This result proved to be significantly different with a 99.9% confidence level. A reverse correlation comparing serious harm accident reports submitted to the Department of Labour found the average annual number of reports for the same time period was 29.33 (2dp), of these reported accidents an annual average of 7.50 (26.05%: annual average percentage) had a corresponding ACC injury claim; of the correlated injury claims an annual average of 4.33 (14.76%: annual average percentage) would not have been classed as serious harm injury claims, leaving 3.17 (10.81%) serious harm reports that correlated with ACC serious harm injury claims. Using ACC data as the external comparison, it was shown that the ACC data for acute serious harm injury claims did not correlate well with the Department of Labour serious harm accident data, the monitoring authority. This indicates that many workplace serious harm injuries are not being reported to the Department of Labour. Using the Department of Labour data to get a reverse correlation it was found that a degree of over reporting was occurring for the same time period, accidents were being reported that did not have a corresponding ACC injury claim.
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    A critical analysis of the regulation of workplace health hazards in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy at Massey University
    (Massey University, 1991) Campbell, Ian Barclay; Campbell, Ian Barclay
    This thesis is concerned with the health problems of the working environment and looks at ways in which these problems may be better controlled by regulation. After considering the historical background, the nature and extent of those problems, they are examined and their source established. Their real extent is unknown and probably much greater than generally appreciated but there is a dearth of reliable data and available statistics. There are thus many instances where the work connection of a disease may be strongly suspected but proof is lacking. The considerable research undertaken overseas has been examined and it emerges that the effectiveness of regulation is often far from certain with some disappointing results evident from some studies. The current trend to greater self-regulation also brings with it conflict and misunderstanding. The consensus is that though a great deal more must be done within the individual workplace, that does not remove the need for an effective well-resourced enforcement agency ensuring that industry complies with the statutes, regulations and codes of practice. Recognising the limits to the impact the enforcers are able to make and the fact that many injury and disease-provoking situations are not subject to regulation, there is a need for the total workforce to be involved in a positive and informed way. This may be aided by more formal methods with the establishment of joint management-labour health and safety committees and the appointment of workers' health and safety representatives or encouraging the less formal participation of the total workforce. It is considered that only by the introduction of a participative approach, can the management of health and safety proceed beyond mere compliance with the law, an objective necessary to ensure the most effective influence. Regrettably there still remains considerable reluctance on the part of many managements to accept that view. It is suggested that reasons for this lie in a lack of a true understanding of causation combined with a tendency to blame the victim. The link between prevention and compensation is also considered. If too demanding standard of proof is required to establish a compensation claim, it is highly likely that preventive measures will not be instituted. The problem of proof raises many difficulties but a compensation authority should approach its task in an investigative manner giving all possible help to the claimant. There is a clear need for a more informed workforce, management and inspectorate. This and better control of hazardous substances and the exposure thereto, will be much improved if a small but well resourced National Institute of Public Health is established. As hazardous substances are the product of industry, being not only used in industry but also in the wider environment, it is illogical to have a separate Hazards Control Commission as provided in the Resource Management Act 1991. Of all the measures suggested, possibly the most important would be the intensification of the participative approach embodying adequate education and training. This calls for a change in the stance of many managements and a move to ensuring that workers and managers can negotiate on equal terms; in today's buzz words, on the much vaunted level playing field.