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.

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

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. 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. 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. 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.

Hintergrund und Methoden: In diesem Beitrag werden repräsentative Daten zur Verbreitung und Inanspruchnahme von Maßnahmen der Betrieblichen Gesundheitsförderung (BGF) in Deutschland dargestellt. Grundlage sind Angaben von 17 870 abhängig Beschäftigten, die im Rahmen der Erwerbstätigenbefragung 2011/12 des Bundesinstituts für Berufsbildung (BIBB) und der Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA) erhoben wurden. Durch Vergleich mit Daten aus der Erhebungswelle 2005/06 (N=17 803) werden darüber hinaus mittelfristige Veränderungstendenzen im BGF-Geschehen bestimmt. Ergebnisse: Im Jahr 2012 bestätigten 44% der Befragten die Durchführung von BGF-Maßnahmen in ihrem Betrieb, 2006 waren es 38%. Zuwächse zeigten sich in allen Betriebsgrößenklassen und Wirtschaftsbereichen. Beschäftigte aus kleinen Betrieben berichteten zu beiden Erhebungszeitpunkten deutlich seltener von BGF-Maßnahmen als Beschäftigte aus Großbetrieben. Von den erfassten Wirtschaftsbereichen weist die Industrie die höchste Verbreitung von BGF auf, der Abstand zu den anderen Sektoren ist seit 2006 aber kleiner geworden. Der Anteil der Befragten, die im Falle durchgeführter BGF-Maßnahmen angaben, an diesen selbst teilgenommen zu haben, ging leicht zurück. Markante (und im Zeitverlauf sogar gewachsene) Unterschiede hinsichtlich der Inanspruchnahmequote bestehen vor allem zwischen klein- und großbetrieblichem Sektor. Schlussfolgerungen: Die Ergebnisse indizieren eine moderat gestiegene Verbreitung von BGF, verweisen zugleich aber auch auf einen nach wie vor erheblichen Beratungs- und Unterstützungsbedarf insbesondere der kleinen Betriebe. Über qualitative Merkmale der hierzulande praktizierten BGF und ihre Veränderungen können auf Basis der ausgewerteten Daten allerdings keine Aussagen getroffen werden. Background and Methods: This article describes representative data on the availability of and individual participation in workplace health promotion (WHP) in Germany. These data are based on responses of 17 870 employees which were collected within the Labour Force Survey 2011/12 of the Federal Institute for Vocational Education and Training and the Federal Institute for Occupational Safety and Health. By comparison with data from the previous wave of the survey carried out in 2005/06 (N=17 803), medium-term trends in WHP are identified. Results: In 2012, 44% of the employees reported WHP activities in their companies, as against 38% in 2006. Increasing WHP prevalences were observed in all company sizes and economic sectors. In both surveys, employees in small companies reported significantly less WHP than those in large companies. Of all economic sectors, industrial manufacturing still showed the largest diffusion of WHP, even though the gap to other sectors has narrowed since 2006. The proportion of respondents who individually participated in WHP (if available) has slightly declined. The most striking difference in participation rates – which has even increased over time – is between small and large companies. Conclusions: Our findings indicate a moderately increased prevalence of WHP in Germany. At the same time, data still suggest a considerable need for WHP-related advice and support, particularly in small companies. On the basis of the analysed data, however, no statements can be made about qualitative characteristics of WHP activities in Germany.

Ziel der Untersuchung war es, die Verbreitung und Inanspruchnahme von Maßnahmen zur Gesundheitsförderung in Betrieben in Deutschland unter Berücksichtigung von Betriebsgröße, Wirtschaftsbereich und wirtschaftlicher Lage der Betriebe zu schätzen. Die Schätzung erfolgt auf Basis der Ergebnisse der Erwerbstätigenbefragung 2005/2006 (n=20 000) des Bundesinstituts für Berufsbildung (BIBB) und der Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA). 38% der Befragten bestätigten, dass in ihrem Betrieb in den letzten zwei Jahren Maßnahmen zur Gesundheitsförderung durchgeführt wurden. Gesundheitsförderungsmaßnahmen sind auch unter Kontrolle des Wirtschaftsbereiches und der wirtschaftlichen Lage der Betriebe in Kleinst- und Kleinunternehmen (KKU) deutlich weniger verbreitet als in größeren Unternehmen. Die Inanspruchnahme angebotener Maßnahmen durch die Beschäftigten ist in KKU dagegen deutlich höher. Die Ergebnisse deuten auf einen erheblichen Beratungs- und Unterstützungsbedarf insbesondere in KKU hin. Gefragt sind Unterstützungsleistungen, die die spezifischen Nutzenerwartungen und Handlungsbedingungen der KKU treffen. Erforderlich ist aber auch, in eine Infrastruktur zu investieren, die eine flächendeckende Versorgung der KKU mit solchen Angeboten erlaubt. The aim of this study was to estimate the prevalence of health promotion in German enterprises, differentiated by size, sector, and the companies’ business situations. Representative data were analysed from the survey of working conditions in Germany (n=20 000) that was conducted by the Federal Institute for Vocational Education and Training (BIBB) and the Federal Institute of Occupational Safety and Health (BAuA). Thirty-eight percent of interviewed employees confirmed that health promotion activities had been carried out in their company during the last two years. The prevalence varied significantly, depending on the company's size, sector, and business situation. In cases of implementation, a higher percentage of employees participated in micro and small companies than in medium-sized or large companies. With respect to the implementation of health promotion, more advice and support are needed, particularly in micro and small enterprises. There is still a need for health promotion activities which meet the special needs of micro and small enterprises. Furthermore there is still a need to invest in an infrastructure which allows their adequate supply. 1 Wir danken der Bundesanstalt für Arbeitsschutz und Arbeitsmedizin, namentlich Frank Brenscheidt, der uns die Daten der BIBB/ BAuA-Erwerbst ätigenbefragung 2005/2006 für die Zwecke dieser Studie zur Verfü gung gestellt hat.