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It is known that increased morbidity with temporary incapacity for work (MTIW) is related to stress level and psychosocial factors at work. Practices for stress management, conflict avoidance and optimization of working conditions are known to reduce MTIW level. The aim of the present study was to analyze MTIW and propose measures to optimize and reduce strain at work. The study covered MTIW in labour inspectors, a total of 334 people, men and women aged from 24 to 69. The evaluation was based on 11 of the generally accepted indices. MTIW structure was analyzed. MTIW was rated as high according to case frequency and as very high according to day frequency. The average duration of a TI case was 12.63, and the relative share of people who were frequently taken ill for a long period was 12.81. In the ITI structure, diseases of the respiratory system (42.0%) ranked first, followed by diseases of the nervous system (18.8%), the digestive system (9.9%), CVS (8.3%) and MSS (7.2%). These 5 groups of diseases covered 86.2% of all diagnoses. The remaining 7 groups of diseases covered less than 14% of the diagnoses. The group of people most frequently taken ill for long periods included 28 inspectors who had used 42.5% of the total number of days. Two inspectors with 140 days of absence from work were cases of TI resulting from severe stress and adaptation disorder. Measures were proposed regarding the reduction of strain at work and the risk of stress.


Psychosocial factors (PSF) are leading among the new risks and modern challenges in providing safe and healthy conditions at work. Due to the high mental strain, inspectors are at highest risk for stress at work. The aim of the present study was to make a comparative analysis of PSFs in control activities, rate them and investigate subjective perception of stress at work. Two exhaustive cross-sectional studies were conducted consecutively, involving 338 and 355 inspectors, respectively, working at two organizations with control activities. The inspectors were men and women aged from 24 to 70. The statistical processing of data utilized the SPSS software version 17, at a significance level of p<0.05. A number of common characteristics were found in the activities, the composition and structure of different groups of government staff: the number of women was greater (58% и 62.6%), with people over 40 years of age prevailing (67.3% и 70.9%), and the group with specialized work experience of 6 to 10 years comprised the greatest number of people. We found reliable differences in the answers concerning task requirements and activity organization. Rating PSF, one of the groups of inspectors placed “insufficient time to perform the check-up” in the first place, whereas the other one reported “conflicts while performing the check-up”. PSFs exert an influence on the cognitive functions of inspectors, change their behaviour and emotional reactions and result in more frequent complaints of health deterioration. We found difference in the subjective stress perception depending on gender, age and duration of work experience as an inspector.

, the applica- tion of the laws on labour depends on the efficiency of labour inspection. Labour inspectors are the ones who are obliged to examine how national labor standards are implemented in the workplace and provide employers and workers advice on how to improve the application of national law on matters like working hours, wages and OSH. In addition, labour inspectors notify the local authorities of the deficiencies of the national law. Labour inspectors play a vital role in ensur- ing that labour law is applied equally to all employees and employers. As

:// 16 The Committee of Senior Labour Inspectors (SLIC). Psychosocial risk assessments: SLIC inspection campaign 2012: final report. European Union, 2012. Accessed April 2nd, 2019 at: The Committee of Senior Labour Inspectors (SLIC) Psychosocial risk assessments: SLIC inspection campaign 2012: final report European Union 2012 Accessed April 2nd, 2019 at 17 EU-OSHA. Psychosocial risks in Europe: prevalence and strategies for prevention. Luxembourg

a strategic factor may be the quality of union leadership ( Ashenfelter and Pencavel 1969 ). 4 Legal origins and government ideology It is necessary to refer to literature on labour regulation and legal origins. It may be stated that labour market legislation usually refers to different spheres, like minimum working conditions, minimum wages and many others ( Siebert 2005 ). What is important is that labour regulation also requires a monitoring mechanism, conducted by trade unions or a labour inspector or both. Siebert claims that both the political and the legal