Phase 3 
Knowledge translation

 Objectives

Traditionally, KT has often been associated with this single phase. In a framework of network-based practice, the knowledge transfer and application phase should be carried out in close collaboration with stakeholders acting as intermediaries in workplaces or directly with end-users. In OHS, research result dissemination often requires reaching many stakeholders and workplaces. Analysis of end-users’ contexts and the potential obstacles to result appropriation, as well as the development of result dissemination strategies, are part of the first step in this phase (step 4). Depending on the nature of the workplaces to be reached, the results will have to be adapted to convert them into fact sheets, posters, tools, practical guides, video documents, training courses (step 5).

Adoption of knowledge by the health and safety community Two IRSST studies brought into light some problems related to the inadequate maintenance of propane-fueled vehicles, a major cause of worker exposure to carbon monoxide. Supported by a network of partners that collaborated in the dissemination of information in the field, the IRSST transferred the results of its work to more than 6,000 OHS’ professionals and workers in the context of an awareness-raising campaign. However, it was clear that for the workplace to optimize knowledge appropriation, further steps in translation has to be taken, namely into schools. Consequently, to meet the requirement for mechanics training, the IRSST joined with three partners essential in the implementation of a professional development program: the CSST, the Ministry of Education, and the Seigneurie-des-Mille-îles school board. Together, they not only developed a training program tailored for mechanics and developed a training guide, but they also ensured the training of instructors. The result: nine school boards were able to offer this new training program and the process continues.

Also, in order to support result dissemination and to use to advantage opportunities for promoting the results that were not planned in the research protocol, the Knowledge transfer and partner relations department can initiate specific KT activities, in collaboration with the researchers and stakeholders.

The meaning of work: tool for managers  One study showed that six factors (learning and development opportunities, usefulness at work, autonomy, the quality of relationships, recognition and moral rectitude) are related to the concept of meaning at work. It proposed that manager involvement is essential for offering a workplace that reduces employee stress to an acceptable level, and that also promotes psychological well-being while stimulating commitment to the work. Although the role of managers is highlighted as essential in promoting the employees’ psychological well-being and commitment in their workplace, it is also important to recognize that very few tools exist. It is true that “screening” tools for stress or mental health problems are available, but the promotion of psychological well-being at work requires interventions different from those targeting the prevention of mental health disorders. In order to respond to this lack of tools, a KT activity was proposed for the purpose of developing support tools for managers whose aim is to foster psychological well-being by supporting the meaning of work.