Health and Safety Practices and Employee Turnover
Table Managements’ Improvement of Occupational Health and Safety
Statement SD D U A SA
F % F % F % F % F %
Involvement of safety expert to
prepare occupational health and
safety guidelines for the flower
farm
218 67.9 62 19.3 0 0.0 37 11.5 4 1.2
Continuous revision of health
and safety practices
188 58.6 98 30.5 0 0.0 35 10.9 0 0.0
Improving on good
housekeeping and sanitation
154 48.0 98 30.5 0 0.0 69 21.5 0 0.0
Create the environment for staff to
freely report on health
and safety issues
203 63.2 64 19.9 5 1.6 39 12.1 10 3.1
Supervision and safety
management
138 43.0 118 36.8 2 .6 35 10.9 28 8.7
Hazard prevention and control 146 45.5 96 29.9 6 1.9 34 10.6 39 12.1
Work site analysis 121 37.7 102 31.8 0 0.0 65 20.2 33 10.3
The fourth objective of this study was to establish the relationship between health and safety practices
and employee turnover in flower farm. To achieve this objective, first the employees were asked to
rate their level of agreement in a five likert scale items in the questionnaire on the things that flower
farm management usually does to improve on occupational health and safety at the farms. The items
were rated as; Strongly Disagree (SD) =1; Disagree (D) =2; Undecided (U) = 3; Agree (A) = 4 and
Strongly Agree (SA) =5. Their responses were scored and the results are presented in Table. The
study sought to find out on the agreement of the employees on management improvement of
occupational health and safety. The results presented on Table 4.27 shows that majority (218,67.9%)
employees strongly disagreed that the organisation involves safety experts to prepare occupational
health and safety guidelines for the flower farm, (62,19.3%) employees disagreed with the statement
while (41,12.7%) employees were in agreement with the statement. The study findings showed that
majority (67.9%) of the employees believe that their oganisations do not involve safety experts in the
preparation of health and safety guidelines for the flower farms.
This implies that most flower farms do not adhere to the health and safety standards as required and
therefore the health and safety needs of the employees are not well taken care of in the organizations.
Lack of health and safety facilities can lead to job stress and job dissatisfaction. This concurred with
research by Ayieko (2011) which pointed out that flower farms have poor adherence to safety
practices at work place. This could be attributed to the non-involvement of health and safety experts
in designing the health and safety procedures for the organisations.
Similarly, (188, 58.6%) employees strongly disagreed with the statement that there was continuous
revision of health and safety practices by the flower farm management, 98(30.5%) employees
disagreed with the statement while (35,10.9%) employees were in agreement with the statement. The
responses showed that majority (89.1%) of the employees believed that their management does not
do continuous revision of health and safety practices. This can have effect on employees’ health and
safety and could result in emergency of diseases or injuries to workers which in turn affect their
productivity leading to early retirement or dismissal.
It is important to revise health and safety practices so as to reduce on the workers absenteeism from
work place and injuries incurred which leads to employee turnover. This is consistent with the works
of Chenari (2011) who found a significant relationship between occupational health and safety and
individual commitment to work. The study revealed that in terms of priority, environmental factors,
such as supervision, working conditions, organizational policies and size, safety, health and
relationship with the colleagues were most important.
Further, (154,48.0%) employees strongly disagreed with the statement that the management keep on
improving housing and sanitation at work place, (98,30.5%) employees disagreed with the statement
while (69,21.5%) employees were in agreement with the statement. This shows that majority (78.5%)
of the employees in the flower farms believed that their management does not keep improving
housing and sanitation at the flower farms. This indicate poor adherence to occupational health and
safety regulations in the flower farm industry. Marchington, & Wilkerson, (2000) noted that
adherence to health and safety regulations enhances employee productivity and low turnover.
Moreso, (203,63.2%) employees strongly disagreed with the statement that the management had
created a conducive environment for staff to freely report on health and safety issues, (64,19.9%)
employees disagreed with the statement and (49,15.2%) employees were in agreement with the
statement while (5,1.6%) employees were undecided on the statement. It emerged that majority
(83.1%) of the employees believed that the management has not created a conducive environment for
them to report health and safety issues. This implies that the health and safety issues of workers in the
flower firms are not well catered for by the management and this could make them leave the
organizations. Roelofsen (2002) reported that improving working environment results in a reduction
in a number of complaints and absenteeism and lower turnover. When reporting systems for health
and safety needs are improved, there could be improved health and wellbeing of the employees
resulting to job satisfaction and reduced employee turnover.
On the statement that the management has improved on the supervision and safety management, (138,
43.0%) employees strongly disagreed with the statement, (118, 36.8%) employees disagreed with the
statement while (63,19.6%) employees were in agreement with the statement. From the responses, it
can be shown that majority (79.8%) of the employees at flower farms in North Rift Region believed
that there was no improved supervision of safety management. This implies that the flower farms lack
well trained occupational health and safety managers to oversee the health and safety programs within
the farms. This has an effect on the safety of the employees and could result in high chances of
injuries at work places and sickness related to the occupations within the flower farms. This has an
effect on employee’s decision productivity and decision to leave the organization. Mosadeghrad et al.
(2008) concluded that there was a negative relationship between occupational health and safety
supervision and turnover. This implies that an improved supervision will lead to low employee
turnover and vice versa and therefore flower farms need to improve on occupation health and safety
supervision.
Similarly, (146, 45.5%) employees strongly disagreed with the statement that the management has
improved on hazard prevention and control, (96,29.6%) employees disagreed with the statement while
(73,22.7%) employees were in disagreement with the statement. From the study finding, it emerged
that majority (75.4%) of the employees their management had not improved on hazard prevention and
control. This implies that in flower farms there are a lot of cases of occurrence of various hazards
which harm the employees reducing their ability and will to work in the organizations. This supports
Massey and Perry, (2006) who pointed out that business typically strive to become more productive
and in doing so are driving their workers to work longer, harder and with higher utilization
often in extremely hazardous conditions. This shows that flower farms have done little as far as
occupational health and safety of the employees is concerned. For example, van der Aa et., al. (2012)
found that higher perceived job quality reduced employee turnover in customer contact centers.
Adverse conditions (harm, hazard, uncertainty, emotional distress, lack of promotion and
discrimination) have been shown to have variable impacts on quitting. Further the respondents were
asked to rate their level of agreement on a five point likert scale items on the causes of accidents in
their organizations. Their responses were scored and the results are presented in Table .
Table Responses on Causes of Accidents at Flower Farms
Statement SD
D U A
SA
F % F % F % F % F %
Lack of adequate training
on health and safety for
employees
64 19.9 6 1.9 28 8.7 87 27.1 136 42.4
Non provision of adequate
protective clothing and
equipment
35 10.9 29 9.0 0 0.0 93 29.0 164 51.1
Ignorance of health and
safety rules and procedures
32 10.0 28 8.7 13 4.0 53 16.5 195 60.7
Slippery floors 31 9.7 50 15.6 15 4.7 59 18.4 166 51.7
Defective machines 35 10.9 41 12.8 4 1.2 54 16.8 187 58.3
Unsafe machines 31 9.7 37 11.5 10 3.1 63 19.6 180 56.1
Failure to use personal
protective equipment
34 10.6 39 12.1 14 4.4 52 16.2 182 56.7
Exposure to poisonous
chemicals
35 10.9 39 12.1 0 0.0 54 16.8 193 60.1
The results on employees’ causes of accidents at flower farms are presented on Table 4.28. It shows
that majority (136,42.4%) employees strongly agreed with the statement that accidents occurred in
their places of work due to lack of adequate training on health and safety for employees, (87,27.1%)
employees agreed with the statement while (70,21.8%) employees were in disagreement with the
statement. The study finding showed that a majority (69.5%) of the employees in flower farms in
North rift region believed that most accidents in their place of work occurred due to lack of adequate
training on health and safety of employees. This was found to be consistent with the findings of
Ayieko (2011) which showed that, workers in flower farms lack basic training on health and safety in
what they do and have poor adherence to safety practices at work place. There is therefore need for
employees training on occupational health and safety procedures so as to reduce on cases of work
absenteeism and turnover.
Similarly, (164,51.1%) employees strongly agreed with the statement that accidents are caused by
Non provision of adequate protective clothing and equipment, (93,29.0%) employees agreed with the
statement while (64,19.9%) employees were in disagreement with the statement. From the responses,
it can be shown that majority of the accidents in flower farms could be caused by the lack of adequate
provision of personal protective equipments as shown by (80.1%) of the flower farm employees. This
further supports the arguments of Ayieko (2011) which indicated that flower farm workers were at
high risk due to lack of personal protective equipment. The management of flower farms should
therefore provide adequate personal protective equipments to employees to reduce on cases of
occurrence of accidents at the farms.
Notwithstanding, (195, 60.7%) employees strongly agreed with the statement that Ignorance of health
and safety rules and procedures causes accidents at the flower farms,( 53,16.5%) employees agreed
with the statement while (60,18.7%) employees were in disagreement with the statement. It emerged
therefore that majority (77.2%) of the flower farm employees believed that most accidents occur as a
result of ignorance of health and safety rules by the employees. This is attributed to weak health and
safety standards supervision by the management. This implies that the management needs to be strict
on the health and safety procedures of the organization.
Similarly, (187,58.3%) employees strongly agreed with the statement that accidents in their place
of work were caused by defective machines, (54,16.8%) employees agreed with the statement while
(76,23.7%) employees were in disagreement with the statement. It can therefore be shown that
accidents in flower farm industry in North rift region are mostly caused by defective machines as
reported by (75.1%) of the flower farm workers and therefore machines should be updated and well-
maintained as supported by Abassi and Hollman, (2000).
Further, (180,56.1%) employees agreed with the statement that accidents in their place of work are
caused by unsafe machines, (63,19.6%) employees agreed with the statement while (68,21.2%)
employees were in disagreement with the statement. From the results, it can be argued that unsafe
machines causes majority accidents in flower farms in North Rift as supported by (75.7%) of the
employees. This means that training need to be undertaken to all workers in the farms on proper use
of machines and incase of introduction of new machines users should be trained on how to properly
use them.
On the statement that exposure to poisonous chemicals in flower farms causes accidents, (193, 60.1%)
employees strongly agreed with the statement, 54(16.8%) employees agreed with the statement while
(74,23.0%) employees strongly disagreed with the statement. The study finding showed that majority
(76.9%) of the employees believed that poisonous chemicals caused accidents in flower farms.
Therefore employees should be encouraged to use personal protective equipments when using
chemicals while in the farm for benefit of firm and employees. The findings of a study by De Greef
and Van den Broek, 2004 demonstrate that health and safety measures have a positive impact not only
on safety and health performance, but also on company productivity. However, identifying and
quantifying these effects is not always straightforward. In addition, although experience shows that in
many cases proof of profitability can be given, it might be rather difficult in a certain number of
cases to develop solid evidence. The authors also state although the literature survey was fairly
limited, research findings support the existence of an important link between a good working
environment and the performance of a company.
Thus, the quality of a working environment has a strong influence on productivity and profitability.
The study also suggests that poor OSH performance can lead to a competitive disadvantage impairing
the firm’s status among stakeholders. This is a motivating factor to company management to invest in
OSH. The findings of the literature survey (De Greef and Van den Broek, 2004a) were also supported
by the collection of case studies. By making the link between health and safety and the performance
of the company, the case studies demonstrate that OSH should no longer be seen as purely a cost, but
also as an instrument to improve the overall performance of a company, meaning that OSH should be
an integral parameter in general management. Therefore, investment in OSH becomes profitable.
Investment of 1 euro in well-being at work produces 3 - 7 euros return (Yrjänheikki, 2011).
Major impact of work-related problems is clearly demonstrated by figures on economic losses. ILO
estimated that the total costs of such accidents and ill-health is approximately 4 per cent of the
world’s GDP (ILO, 2006). The fact that the cost of accidents at work and work-related ill- health
accounts for 2 to 4 % of the GDP can be found in a several estimates on the economic impact.
According to European Agency for Safety and Health at Work, the costs to Member States of all
work-related accidents and diseases range from 2.6 % to 3.8 % of GDP (European Agency, 1997).
A study from the Netherlands confirms this figure estimating the multiple costs incurred by
workplace accidents, illnesses and long-term absence in the Netherlands at 3 % of total GDP. The
estimate was based on factors such as absenteeism, occupational disability, work-related accidents,
costs of risk prevention, safety at work and its enforcement and health care (Koningsveld, 2004).
According to a calculation made at the Finnish Ministry of Social Affairs and Health, the costs of
work-related diseases and occupational accidents were nearly 3 billion € in 2000 or nearly 2 % of
GDP. Almost half of the losses were caused by reduced production input resulting from disability.
The average cost of an accident causing at least 3 days of absence was 6,900 € (Bjurström, 2009).
In addition, the respondents were asked to rate their level of agreement on a five point likert scale
items on the occupational health and management systems in their organizations.
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