journal of organizational knowledge...
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Journal of Organizational
Knowledge Management
Vol. 2011(2011), Article ID
663054, 265 minipages.
DOI:10.5171/2011.663054
www.ibimapublishing.com
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Copyright © 2011 Ummu Kolsome Farouk,
Stanley Richardson and Arul Jeganathan
Solucis Santhapparaj. This is an open
access article distributed under the
Creative Commons Attribution License
unported 3.0, which permits unrestricted
use, distribution, and reproduction in any
medium, provided that original work is
properly cited
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Knowledge Management to
Promote Occupational
Safety and Health at the
Malaysian Manufacturing
Workplace: Reposed in
Occupational Safety and
Health Committees?
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Authors
Ummu Kolsome Farouk,
Stanley Richardson and
Arul Jeganathan Solucis
Santhapparaj
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Multimedia University,
Malaysia
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Abstract
Occupational safety and
health committees (OSHCs)
have been mandated in
Malaysian workplaces
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regardless of type by
section 30 of the
Occupational Safety and
Health Act 1994 (OSHA
1994). Workplaces with 40
or more employees must
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establish OSHCs. They are
a form of employee
involvement in the area of
workplace safety and
health. The activities of
OSHCs are regulated by the
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Occupational Safety and
Health (Safety and Health
Committee) Regulations
1996 (OSHCR 1996). To
determine whether these
activities embrace the twin
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pillars of knowledge
sharing and knowledge
creation that form the
foundation of knowledge
management, the
Knowledge Creation Model
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for ISO 9001:2000
conceptualized by Lin and
Wu (2005) is used in this
study. An application of the
said model proves that the
aforesaid regulated
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activities of OSHCs are
linked to knowledgeable
quality information and
could, via appropriate
modes of knowledge
conversion that was
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dependent upon varied
contextual situations,
enable the creation of four
types of knowledge assets;
namely, routine,
experiential, systemic or
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conceptual. To determine
the types of OSHC activities
that have not been
extensively tapped in
pursuit of knowledge
creation, survey data from
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231 Malaysian
manufacturing companies
was used. The empirical
findings indicate that the
following activities with
knowledge creation
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potential are relatively
lagging in comparison to
the other activities: access
to reports provided by
external experts, access to
safety audits, collecting of
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general information on
safety and health issues,
assist employer in safety
and health competition,
carrying out studies on
safety and health at the
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workplace, access to
internal and external
experts in determining
safety and health issues.
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Keywords: occupational
safety and health
committees, committee
scope, committee function,
self-regulation, knowledge
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creation model,
manufacturing companies
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Introduction
In the year 1994, the
Occupational Safety and
Health Act 1994 (OSHA
1994) was introduced in
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Malaysia. It heralded a shift
from the traditional
command and control
method of enforcement in
which the government,
from the traditional
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command through the
Department of
Occupational Safety and
Health (DOSH), assumed a
huge responsibility in
regulating the safety and
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health of workers at the
workplace to one of self-
regulation, wherein all
stakeholders at the
workplace would assume
responsibility for safety
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and health at the workplace
with ultimate responsibility
vested in the employer
(Yon, 2007; Soehod, 2007).
Underlying the self-
regulation concept are the
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twin principles of employee
involvement and joint
commitment from
management and
employees (Levinson,
1987). The Roben’s Report
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completed in 1972, in the
United Kingdom (Beck &
Woolfson, 2000) is credited
with promoting self-
regulation as a regulatory
system; hence the term
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Roben’s Model. However, it
has been argued that the
Roben’s Model merely
emphasized the need for
employee consultation in
advocating self-regulation
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without perpetuating a
specific form of employee
involvement (James &
Kyprianou, 2000; James &
Walters, 2002). Self-
regulation has been
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institutionalized via
legislative initiatives in a
number of countries such
as the United Kingdom,
Canada, Australia and New
Zealand to name a few.
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In comparison to those
countries, it can be
observed that Malaysia has
adopted this concept of
self-regulation (Yon, 2007;
Soehod, 2007)
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approximately two decades
after it came into fashion in
the 1970s. It is argued that
the institutionalization of
the concept of self-
regulation varies from one
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country to another
(Hovden, Lie, Karlsen &
Alteren, 2008). The
differences are discerned in
the varied ways the twin
principles of self-regulation
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are manifested in terms of
coverage and functions:
(i) whether the
establishment of
occupational safety and
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health committees
(OSHCs) that comprise
of management and
non-management
representatives is
dependent upon
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certain factors (size of
firm, type of industry
etc.);
(ii) whether OSHCs are a
distinctive feature of
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the self-regulatory
system;
(iii) the extent of rights and
powers vested in
members of OSHCs.
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For example, in Canada the
presence of an OSHC
features distinctively in its
self-regulatory system
(O’Grady, 2000), but the
same cannot be said of the
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situation in the United
Kingdom. In the latter,
according to Wright and
Spaven, (1998) the form of
employee involvement is
dependent upon the type of
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workplace (unionized, non-
unionized and offshore).
Legislative impetus in the
United Kingdom
necessitates the
requirement for trade
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union appointed health and
safety representatives that
may lead to the
establishment of OSHCs in
the unionized workplace
and the establishment of
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OSHCs in the offshore
workplace. With respect to
non-unionized workplaces,
the employer determines
the form of employee
involvement whereby
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direct or indirect
consultations are available
options (Walters, 1997). In
addition, the role and
functions of members of
OSHCs may vary depending
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upon country origin
(Hovden et al., 2008) and
even within different
jurisdictions in the same
country (O’Grady, 2000).
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In Malaysia, via section 30
of the OSHA 1994,
workplaces with 40 or
more employees are
mandated to establish
OSHCs. In addition,
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Regulation 5(2) of the
Occupational Safety and
Health (Safety and Health
Committee) Regulations
1996 (OSHCR 1996)
stipulates that the
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composition of OSHCs
must at the very least have
an equal number of
management and non-
management
representatives implicitly
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underlying the joint nature
of OSHCs. A collective
perusal of the OSHA 1994
and the OSHCR 1996
prompts one to conclude
that the OSHC is a
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distinctive feature in the
OSH self-regulatory system
adopted in Malaysia. The
justification for OSHCs is
based on the theory that
occupational safety and
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health are best achieved
through empowering
managers and non-
managers at the point of
production to enforce
compliance with standards.
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In many industrialized
countries they are regarded
as the cornerstone of safety
and health policies (Eaton
& Nocerino, 2000).
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The concept of
empowerment that enfolds
the OSHC is recognizant of
the indigenous knowledge
of the non-management
member of the OSHC and
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thus thrusts him/her in the
role of a knowledge worker
to a certain extent
regardless of the actual job
function undertaken. Thus,
it would be apt to
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determine whether the
functionings of an OSHC
can be conceptualized
through the lens of
knowledge management,
and to determine after a
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span of fifteen years from
the passing of the OSHA
1994, the type of OSHC
activities that are lagging in
terms of knowledge
creation. This would enable
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employers, policy makers,
professionals in safety and
health and organizational
designers to view the OSHC
in a different light. In
addition, the assessment of
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the OSHC as a potential
knowledge creation vehicle
in the area of OSH at the
work place may validate its
centrality in the Malaysian
self-regulatory model. A
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discovery of the types of
activities relatively least
performed by OSHCs
despite legislative
sanctions may also be
indicative of the extent of
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employee involvement and
hence the pulse of the self-
regulatory system in
Malaysia, and reflective of
whether the path towards a
systems approach in
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Malaysia (Soehod, 2007)
would be smooth or strewn
with impediments along
the way. A systems
approach is defined by
Bakri, Mohd Zin, Misnan
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and Mohammed (2006) as
a planned, documented and
verifiable method of
managing hazards and risks
at the workplace in a
systematic way and is part
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of the overall management
system. They argue that
such a system will enable
firms to comply with their
duties under the OSHA
1994. However, the
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success of a systems
approach is dependent
upon varied factors one of
which is employee
involvement (Saksvik &
Quinlan, 2003). The focus
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has been on manufacturing
firms because the Social
Security Organization’s
Annual Report of 2009 and
the DOSH Annual Report of
2009 indicate that the
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manufacturing sector has
the highest number of
accidents compared to
other sectors.
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Literature Review
The literature review
elucidates the following
observations, concepts and
theories:
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(i) legislative impetus
does not translate
readily into practice;
(ii) knowledge
management can result
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in generation of
knowledge asset;
(iii) knowledge
management is
dependent upon
enabling factors.
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Tension between Law and
Practice in the Role and
Function of OSHCs
Countries that absorbed the
spirit of the Roben’s Model
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acknowledged the
importance of employee
involvement in their
adoption of the self-
regulatory system in the
area of occupational safety
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and health. This was
actualized either via legal
provisions relating to the
establishment of OSHCs, the
role and function of OSHCs
through safety
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representatives or
provisions emphasizing the
need for consulting with
employees (regardless of
form of consultation) in
stipulated areas. Studies
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have been conducted in the
United Kingdom by James
and Kyprianou (2000),
James and Walters (2002)
and Walters and Nichols
(2006) show a tension
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between legislative impetus
and implementation
attributable to varied
factors noted in James and
Kyprianou (2000) and
Walters (1995) such as the
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following: power
relationships between
managers and workers;
approach adopted by
enforcement agencies,
workplace size and origin,
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degree of trade
unionization, industrial
sector and the political,
social and economic climate
within which it operates.
Some of the studies
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reviewed by O’Grady
(2000) also lend credence
to the fact that a tenuous
relationship between
legislative impetus and
implementation may also
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prevail in other countries
that have imbibed the spirit
of the Roben’s Model. This
possibility may have
inspired the study by
Nichol, Kudla, Manno,
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McCaskell, Sikorski and
Holness (2009) who
discovered that joint OSHCs
that had been legislatively
sanctioned for more than
thirty years in Ontario,
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Canada were functioning
well in acute care hospitals
in terms of legislative
compliance and availability
of resources and experts.
However, gaps in
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functioning were noted in
the following areas: lack of
joint OSHC member
education beyond
certification training and
suboptimal status and
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visibility of joint OSHCs
within the organization.
Thus it is invaluable to
determine how OSHCs in
Malaysia were functioning
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in terms of legislative
compliance.
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Knowledge Management
Producing Knowledge
Assets in the Context of
OSHCs
Goel, Sharma and Rastogi
(2010) extol the three main
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benefits of knowledge
management; and define
knowledge management as
a term to loosely refer to
the broad collection of
organizational practices
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and approaches related to
the generating, capturing
and disseminating
knowledge relevant to
firms’ business. One of the
three benefits of knowledge
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management as extolled by
Goel et al. (2010) is the
critical role that knowledge
management can play in
the strategic management
of human capital and
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leverage its knowledge
base for business
performance and
improvement. Given the
justification for the
establishment for OSHCs as
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mentioned in the earlier
part of the paper that is to
draw out and utilize the
indigenous knowledge of
non management
employees for the
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improvement of OSH at the
workplace, it is argued that
knowledge management
has a critical place in the
activities of OSHCs.
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Chen, Huang and Hsiao
(2010) in their study Hind
that knowledge creation
and knowledge sharing, the
twin pillars of knowledge
management, are drivers of
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organizational
innovativeness; and that
the relationship between
the two ‘drivers’ and that of
organizational
innovativeness can be
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moderated by
organizational climate
(supportive climate,
innovative climate) or
organizational structure
(less formalized, less
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centralized and more
integrated). The concept of
innovativeness has been
defined by the authors as,
‘propensity for a firm to
develop new elements or a
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new combination of already
known elements in
products, technologies or
management. It involves
the acquisition,
dissemination and use of
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new knowledge’. Thus
innovation in the manner
defined is a potential
outcome of the activities of
OSHCs as legislated in
Malaysia in the context of
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improving workplace
occupational safety and
health (see Table 2); and
prompted the researcher to
view the activities from the
lens of knowledge
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management theories and
concepts.
Lin and Wu (2005)
conceptualize the creation
of knowledge via the ISO
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9001: 2000 quality
management system. They
were able to specify
knowledgeable quality
information and its manner
of conversion into quality
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knowledge via the
appropriate activity that
takes place in a particular
context resulting in a type
of knowledge asset. Several
modes of conversion are
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noted: socialization
(sharing of tacit knowledge;
for example, interaction
with customers and
supplier), externalization
(tacit to explicit; for
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example, writing to
articulate tacit knowledge),
combination (explicit to
explicit whereby explicit
knowledge becomes more
complex) and
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internalization (explicit to
tacit; for example,
actualizing work practices).
The contexts in which an
activity with knowledge
creating potential takes
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place are conceptualized as
follows: originating
(individual and face to face
interaction), dialoguing
(collective and face to face
interaction), systemizing
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(collective and virtual
interactions) and exercising
(individual and virtual
interactions). Four types of
knowledge assets are
identified: experiential
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(skills and know-how),
conceptual (concepts or
designs), systemic (product
specification, manual and
documented information)
and routine (actions and
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practices). The
conceptualization of the
knowledge creation process
in the context of quality
management led the
researcher to query its
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applicability in the context
of the workings of an OSHC.
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Enablers of Knowledge
Management in General
A plethora of studies have
focused on varied factors
(strategy and leadership,
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corporate culture, people,
information technology)
that enable knowledge
management. Yeh, Lai and
Ho (2006) in their case
study of two companies
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were able to verify the
academic theories relating
to knowledge management
enablers with real practice
in the industry. They
discovered that for the
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strategy and leadership
enabler the formation of a
culture of sharing is
important; for the
corporate culture part, it is
important to form a culture
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of sharing that is
supplemented by IT; for the
people enabler part,
channels of learning and
incentive programs are
important in addition to
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training courses; for the IT
enabler factor, it is
important to ensure speedy
search of knowledge for its
re-use other than the mere
digitization of knowledge.
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Premised upon the
argument that OSHCs are
channels of knowledge
management, it is argued
that these enablers may
have an impact on the
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knowledge management
activities of OSHCs.
King, Kruger and Pretorius
(2007) afHirm the multitude
factors that act as
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knowledge management
enablers but argue
persuasively that culture is
the decisive factor in
successful knowledge
management systems; and
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that inculcating a
knowledge sharing culture
in a diversified
environment is not an easy
task. In their study, King et
al. (2007) discovered via
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their single case study of a
diversified work
environment that several
factors (language barriers,
discrimination, individual
based educational systems)
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could impede knowledge
sharing that is a precursor
to knowledge creation. The
said study was compelling
as the Malaysian workplace
comprises a heterogeneous
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workforce in terms of
ethnicity, educational
background and language
spoken, and the barriers
discovered in the said study
may explain ineffective
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knowledge sharing among
members of OSHCs.
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Study Objectives and
Questions
The purposes of the study
are twofold:
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(i) to determine the type of
knowledge assets
created via the activities
of OSHCs that are
regulated by the OSHCR
1996 and
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(ii) to determine the type of
OSHC activities that
have not been
extensively tapped in
the creation of
knowledge.
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In relation to these two
objectives, the two research
questions formulated are as
follows:
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1) What are the types of
knowledge assets that
can be created through
the activities of OSHCs
in Malaysian
manufacturing firms?
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2) What are the types of
OSHC activities that
have not been
extensively tapped in
the creation of
knowledge to improve
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OSH at the Malaysian
manufacturing
workplace?
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Methods
To answer the first
question, the Knowledge
Creation Model for ISO
9001:2000 conceptualized
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by Lin and Wu (2005) is
used. In their paper, they
explicitly define the
concepts and elucidate how
every activity in the ISO
9000:2000 Quality
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Management System is tied
to knowledgeable quality
information. Every activity
takes place in a given type
of context whereby the said
context allows every
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activity to be converted to
quality knowledge through
a specific knowledge
converting mode. The end
result would be a type of
knowledge asset that
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enables the improvement
of quality management at
the workplace. In the same
vein, activities of the OSHCs
as regulated by the OSHCR
1996 were analyzed but
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placed within the context of
improving occupational
safety and health (OSH) at
the workplace.
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To answer the second
question, a questionnaire
survey was conducted
using the sampling frame of
all Malaysian
manufacturing companies
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with OSHCs (4, 337)
provided by DOSH in
September 2008. One
thousand survey packages
were posted. Each package
comprised two sets of
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identical questionnaires:
one to be answered by a
management
representative (MR) and
another to be answered by
a non-management
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representative (NMR).
Data was collected from
April 2009 until January
2010. Altogether 278
respondents participated in
the survey: 196 MRs and 82
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NMRs. The responses were
evaluated statistically using
SPSS software version 17.0.
The final data set
comprised 231 cases only
as cases that were outliers
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were removed and if a MR
and NMR originated from
the same manufacturing
company the NMR was
eliminated from the data
set. The latter elimination
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was done because the unit
of analysis was the
manufacturing company
and the response of either
the MR or NMR would be
representative of the
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company. Either response
of MR or NMR would be
representative of the firm
because type of
representative did not have
a statistically significant
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impact upon perception of
legislative compliance with
OSHCR 1996 (denoted as
OSHCR) because premised
upon assumption of
variance being violated, the
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p value was 0.308 (>0.05),
when Independent sample t
test was run. This finding
could perhaps be attributed
to the OSHC operating in a
different population.
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Perhaps in the Malaysian
landscape members of
OSHCs regardless of type
see themselves unified for a
common purpose that
benefits all employee types.
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Stratified random sampling
was the method employed
and the ratio of each
category to the sample
matched the ratio of each
category to the population
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whereby category refers to
the type of manufacturing
company.
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Results and Analysis
Table 1 below displays how
every activity of the OSHC
is linked to specific
knowledgeable quality
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information, and via the
knowledge transformation
mode becomes quality
knowledge regarded as a
type of knowledge asset in
the context of OSH for the
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workplace. The conceptual
knowledge assets when
acquired consists of explicit
knowledge that enable the
OSHCs to make
recommendations that are
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reactive (prevent OSH
issues from reoccurring)
and/or proactive (prevent
OSH issues from occurring)
in nature. Their
acquisitions by members of
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OSHCs are dependent upon
interaction with third
parties: employees, internal
experts and external
experts. It is thus argued
that the prevalence of the
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conceptual asset type
enables OSHCs to be aware
of the OSH environment at
the workplace and
simultaneously to be at the
forefront of current
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knowledge in the field of
OSH and thus be able to
make appropriate
recommendations in the
context of the workplace.
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Table 1: Knowledge
Created within OSHCR
1996
Please See Table 1 in Full
PDF Version
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Table 2 below displays the
results of the descriptive
analysis. The cut-off point
for the mean value is
3.5238 and below in
determining which OSHC
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activities are lax. Based on
that, yardstick committee
functioning is relatively lax
in several areas: access to
reports provided by
external experts, access to
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safety audits, collecting of
general information on
safety and health issues,
assisting of employer in
health and safety
competitions, carrying out
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studies on safety and health
at the workplace and access
to internal and external
experts in determining
safety and health issues. All
the items denoted in Table
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2 are the functions that are
legislatively prescribed via
the OSHCR 1996 and were
measured using a five point
Likert scale whereby
respondents were ask to
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circle the extent to which
each of the functions is
carried out ranging from
none (0=none) to always
(5=always). Excluding the
activity of the OSHC in
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relation to safety
competitions, all the other
lagging activities are
dependent upon the
knowledge of third parties.
In addition, they are
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reflective of the lack of
ability in generating
conceptual knowledge type
asset that was argued
earlier to be of importance
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in making the OSHC a
firebrand of sorts.
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Table 2: Results of
Descriptive Analysis for
Twenty Items on
Committee Functioning
Please See Table 2 in Full
PDF Version
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Discussion
The conceptual analysis
that applied the Knowledge
Creation Model
conceptualized by Lin and
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Wu (2005) proves that the
said model and its related
concepts are applicable in
making meaning of the
activities of OSHCs. More
importantly, it proves that
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the OSHCs have the ability
to create knowledge assets
that are relevant in
maintaining and improving
the state of OSH at the
workplace. In a way, this
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justifies the importance of
mandated OSHC as an
essential feature in the shift
toward self-regulation in
the watershed year of 1994
when the OSHA 1994 came
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into being. In addition, by
viewing OSHCs as a channel
for knowledge creation,
members of OSHCs and
employers alike would have
a clearer understanding of
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the main functions of
OSHCs and how they are
inextricably linked to
knowledge management.
However, the empirical
analysis shows that
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manufacturing firms in
Malaysia are not
extensively tapping the
knowledge creation ability
of OSHCs via these
activities: collecting general
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information on safety and
health issues, access to
reports provided by
external experts, access to
safety audits, carrying out
studies on safety and health
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at the workplace and access
to internal and external
experts in determining
safety and health issues.
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The reasons for such a state
of affairs are many:
(i) top management not
being committed to
OSH issues in general
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whereby OSH issues
are perceived as an
expense rather than an
investment;
(ii) top management being
unable to appreciate
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the knowledge creation
ability of OSHC and
thus being
unsupportive of it
whereby its
establishment is
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merely for the sake of
legal compliance;
(iii) top management may
be uncomfortable with
the conceptual type
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knowledge assets in
the form of
recommendations for
continual improvement
that may touch upon
the work environment
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and be proactive in
nature entailing safety
expenditure that is
perceived by
management at best
based on clairvoyance;
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(iv) members of OSHCs
may not be motivated
enough to undertake
the abovementioned
activities owing to lack
of time or absence of
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incentives as legislation
does not mandate that
safety work would be
subject to any form of
remuneration whereby
members of OSHCs
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have to carry out safety
work on top of the
expected workload;
(v) members of OSHCs
may not be able to
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undertake those
activities owing to
financial constraints as
such activities may not
be budgeted for by top
management.;
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(vi) members may also
need some training in
how some of those
activities need to be
carried out for example
how to conduct studies
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relating to OSH and
how to collect general
information.
These varied reasons can
be neatly attributed to
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factors originating from
management commitment
or scope and content of
training with a substantial
emphasis on the former
because section 30 of the
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OSHA 1994 in Malaysia
imposes a duty upon the
employer to establish
OSHCs when the threshold
of forty or more employees
is reached at the workplace.
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Added to that is the
imposition upon the
employer of the duty to
ensure that members of
OSHCs have basic
understanding and
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knowledge of functions of
the committee, the duty to
provide adequate training
and lastly the duty to make
available relevant
document and information
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(regulations 29, 30 and 31
of the OSHCR 1996). These
duties when breached
would subject the person if
convicted to a fine not
exceeding five thousand
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ringgit or to imprisonment
for a term not exceeding six
months or to both
(regulation 32 of the
OSHCR 1996). However, no
prosecutions have been
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made pursuant to the
OSHCR 1996 to date as the
provisions are difficult to
enforce on the part of
enforcement officers from
DOSH. How does one
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determine for instance
whether training provided
by management to
members of an OSHC is
adequate? The word
adequate is open to varied
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interpretations coloured by
the employer’s perception
as to what is adequate. In
addition, how do
enforcement officers
determine whether
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members of OSHCs have
basic understanding and
knowledge of OSHC
functions? This is because
the basic understanding
and knowledge are
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dependent upon employers
interpretation of what
amounts to basic
knowledge and
understanding of OSHC
functions. Perhaps it can be
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argued that at least the
duty on the part of the
employer to make available
relevant document and
information can be
enforced as the nature of
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the document and
information have been
specifically itemized in
regulation 30 of the OSHCR
1996. However, how does
enforcement ensure
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whether in actuality the
relevant document and
information have been
made available to members
of OSHC? This is because it
is always possible for the
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employer to claim such
disclosure has been made
and difficult for members of
OSHCs (especially those
provided ‘adequate’ and
‘basic knowledge’ by the
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employer) to deny
otherwise. More
importantly, there is no
obligation imposed upon
the employer to maintain
documents and information
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of the nature described in
section 30 of the OSHCR
1996.
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Conclusion
It is argued that the OSHCR
1996 lacks teeth; however,
given the centrality of
OSHCs in the OSH self-
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regulatory system adopted
in Malaysia and the
potential of OSHCs for
knowledge creation in
pursuit of OSH
improvement at the
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workplace, several
measures can be
undertaken to address this.
The suggested measures
are as follows:
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(i) educating employers
on the benefits of
investment in OSH in
terms of tangible
(reduction of losses
attributable to OSH
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issues) and intangible
benefits (motivated
workforce);
(ii) educating employers
and safety personnel in
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the firm as to the
potential of OSHCs to
act as an effective
knowledge creation
channel for the
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improvement of OSH at
the workplace;
(iii) educating employers
and safety personnel in
the firm on the need to
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ensure that the factors
(strategy and
leadership; corporate
culture, people and
information
technology) enabling
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the functioning of the
OSHC as a knowledge
creation model are
prevalent ;
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(iv) educating members of
the OSHC on their role
as knowledge creators
that is very much
dependent upon their
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ability to acquire and
share knowledge;
(v) addressing factors
(language barriers,
high power distance
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culture, discrimination
and individual based
educational systems)
that may prevent the
knowledge acquisition
and sharing that ought
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to take place via OSHCs
that are reflective of
the diversity in the
Malaysian workplace;
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(vi) the ambiguous
provisions in the
OSHCR 1996 should be
prescribed with clarity
so that the
enforcement of those
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provisions can be
enforced confidently by
DOSH enforcement
officers;
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(vii) provisions of
incentives by DOSH be
made to workplaces
that have an OSHC
working effectively as
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a knowledge creation
channel;
(viii) external experts such
as occupational safety
and health (OSH)
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professionals, non-
governmental
organizations (NGOs)
and DOSH need to
initiate the
networking system
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and utilize
information
communication
technology (ICT)
based systems
creatively and
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effectively to allow for
a continuous flow of
information between
OSHCs and the
experts. External
initiation is vital
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because this channel
of knowledge creation
in the area of OSHC
has been mandated
but in terms of
practice is the least
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utilized by the OSHCs
in the manufacturing
firms.
An appreciation and
recognition by the
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employer of the OSHC as a
channel for knowledge
creation, and effective
enforcement of the OSHCR
1996 by DOSH enforcers
would cloak the OSHC with
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the mantel of respect and
authority that it requires.
Only then can the suggested
changes be made by the
employer either willingly or
upon threat of enforcement
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to enable the effective
functioning of OSHCs as a
channel for knowledge
creation. Active
involvement from external
experts provide an added
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benefit in engendering the
development of a
knowledge activist type of
member of the OSHC as
envisioned by Hall et al.
(2006) that would take
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workplace OSH to a higher
level in the manufacturing
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