食品安全文化(FSC)的三个方面(即食品安全管理体系(FSMS)人-组织和人-个人构建块),通过对20家食品加工公司的有效混合方法评估进行诊断。在FSMS和人类组织构建块中检测到许多不发达的维度,而人类-个体积木更成熟。探讨了公司是否(例如,公司规模)和员工特征(例如领导者与非领导者)通过聚类分析和统计(Mann-WhitneyU和Kruskal-Wallis)测试与FSC成熟度(基于1410名员工的回答)相关联。结果显示,基于公司特征的显着差异(p值<0.05)(基于以下方面的显着差异:规模,属于一个更大的群体,产品类型,在供应链中的位置,训练频率,证书,控制和保证活动的成熟度)和员工特征(基于:领导者与非领导者,每天是否直接接触食物,资历,自培训和社会心理健康以来的时间)。这些发现有助于制定量身定制的食品安全文化改善干预措施,以提高食品公司食品安全文化的成熟度,因为这些可能集中在员工的低感知(子)组或公司的低感知(子)组。
Three facets of food safety culture (FSC) (i.e., food safety management system (FSMS), human-organizational and human-individual building block), were diagnosed through a validated mixed-method assessment in twenty food processing companies. Many underdeveloped dimensions were detected in the FSMS and the human-organizational building block, while the human-individual building block was more mature. It was explored whether company (e.g., company size) and employee characteristics (e.g. leaders vs. non-leaders) are associated with FSC maturity (based on 1410 employee responses) through a cluster analysis and statistical (Mann-Whitney U and Kruskal-Wallis) tests. Results revealed significant differences (p-value <0.05) based on company characteristics (significant differences based on: size, belonging to a larger group, product type, place in the supply chain, training frequency, certificates, maturity of control and assurance activities) and employee characteristics (significant differences based on: leaders vs. non-leaders, daily direct contact with food or not, seniority, time since training and psychosocial well-being). These findings are useful to develop tailored food safety culture improvement interventions to enhance the maturity of food safety culture in food companies, as these might focus on lower perceiving (sub)groups of employees or lower perceiving (sub)groups of companies.