Work Environment Management Research Articles

Linkage between hiring and retention of diverse workforce, affective commitment and counterproductive work behavior

PurposeThe social exchange theory (SET) and the principle of reciprocity advocate the give and take relationship between counterparts. Perceived justice and fairness engage employees in pro-organizational behavior, while perceived injustice or biases invoke anti-organizational behavior. On similar grounds, the current research aims to find the relationship between employee perception regarding “hiring and retention of diverse employees (HRDE),” “affective commitment,” and “counterproductive work behavior (CWB).” Furthermore, assessing differences in the perception of age diversity concerning studied variables.Design/methodology/approachThe data for the current study were collected from various private organizations in India with a sample size (n = 457). The data were further analyzed using factor analysis, regression analysis and analysis of variance.FindingsUnlike previous research, the findings suggested a positive effect of the variable “hiring and retention of the diverse workforce” on both “affective commitment” and “CWB.” Interestingly, “affective commitment” also indicated a positive relationship with CWB. Further, various age groups showed differences in the perception of “affective commitment” and not “HRDE” and “CWB”.Originality/valueThe findings of the study not only focus on the brighter side of becoming a more diverse workplace (i.e. higher affective commitment) but also highlights the side effects (i.e. CWB) aiding management to be mindful for effective, sustainable management and creation of psychological safe work environment for all.

Exploring workplace violence on surgical wards in Sweden: a cross-sectional study

BackgroundWorkplace violence is a global threat to healthcare professionals’ occupational health and safety and the situation has worsened during the COVID-19 pandemic. This study aimed to explore workplace violence directed against assistant and registered nurses working on surgical wards in Sweden.MethodsThis cross-sectional study was conducted in April 2022. Using a convenience sampling procedure, 198 assistant and registered nurses responded to an online questionnaire developed for this specific study. The questionnaire comprised 52 items and included, among other items, subscales from validated and previously used instruments. Data analysis included descriptive statistics, the chi-square test, and independent-samples t-test.ResultsThe most frequently reported type of workplace violence was humiliation (28.8%), followed by physical violence (24.2%), threats (17.7%), and unwanted sexual attention (12.1%). Patients and patients’ visitors were reported as the main perpetrators of all kinds of exposure. Additionally, one third of the respondents had experienced humiliation from colleagues. Both threats and humiliation showed negative associations with work motivation and health (p < 0.05). Respondents classified as working in a high- or moderate-risk environment were more frequently exposed to threats (p = 0.025) and humiliation (p = 0.003). Meanwhile, half of the respondents were unaware of any action plans or training regarding workplace violence. However, of those who indicated that they had been exposed to workplace violence, the majority had received quite a lot or a lot of support, mainly from colleagues (range 70.8-80.8%).ConclusionDespite a high prevalence of workplace violence, and especially of humiliating acts, there appeared to be low preparedness within the hospital organizations to prevent and/or handle such incidents. To improve these conditions, hospital organizations should place more emphasis on preventive measures as part of their systematic work environment management. To help inform such initiatives, it is suggested that future research should focus on the identification of suitable measures regarding different types of incidents, perpetrators, and settings.

An Evaluation of the Causes of Stress Among the Management Staff of Federal College of Education, (Technical) Umunze, Anambra State

This study evaluated the causes of stress among management staff of federal College of Education (Technical), Umunze, Anambra State. A descriptive research design of the survey type was adopted in the study. The sample consisted of 150 respondents who occupied various administrative positions in the College. Purposive and simple random sampling techniques were used for the study. A self-designed Questionnaire was used to collect data for the study. The validity of the instrument was established by giving the instrument to experts in the Department of Educational Management and Test and Measurement, Faculty of Education, University of Benin, Benin-City, Edo State, while the reliability of the instrument was ensured through test-retest method. The reliability coefficient of 0.79 was obtained for the instrument which was considered high enough for reliability. Data collected were analyzed using frequency counts, means, percentages and t-test analysis. The data collected were analyzed using frequency counts and percentage scores. The finding revealed that, some of the perceived causes of stress among the management staff of Federal College of Education (Technical), Umunze, Anambra State, Nigeria are, the non-conducive working environment, improper planning and time management, increased work load/long working hours, responsibilities for other people and inability to meet deadlines and that selfinduced stressor was the predominant among the management staff. The finding also revealed there was no significant difference in the expression of male and female management staff of Federal College of Education (Technical), Umunze, Anambra State, Nigeria on causes of stress. Based on the findings, it was recommended that, in order to reduce stress among the management staff, they should not place too much emphasis on the need to achieve, they should manage their time properly and should not spend more than necessary hours in their places of work

Evaluation of the "Health management guideline on occupational allergy in nursing occupations and its primary prevention" by nursing managers

Individuals in nursing occupations are often exposed to various materials such as rubber products and drugs, and they comprise a population at high risk of developing occupational allergies. We therefore created a "Health management guideline on occupational allergy in nursing occupations and its primary prevention" (hereinafter referred to as "HMG") and conducted a questionnaire survey to elucidate its potential use and the challenges of implementing it in clinical practice. The HMG includes the following content: A. Basic knowledge of occupational allergies; B. Common occupational allergies in nursing occupations; C. Occupational allergies triggered by specific antigens in nursing occupations; D. Eczema and skincare for hands; and E. Health management for occupational allergies. A questionnaire survey was conducted on one nursing manager each from 80 hospitals, with at least 400 beds. The survey included questions to gauge the level of understanding the content described in the HMG and opinions on incorporating the management method. The ethics committee of the researcher's institution approved the study. Responses were obtained from 30 nursing managers. Over 70% responded that they understood the instructions for [occupational allergies], [common occupational allergies in nursing occupations], and [eczema and skincare for hands] presented in the HMG, and 100% said they either understood or mostly understood them. For [work management], 57% said they understood the content and 90% wanted to incorporate it. Furthermore, 10% responded that they wanted to incorporate the guidelines but did not believe it was feasible, given that "achieving general awareness and efforts involving other occupations are difficult." For [work environment management], 53% said they understood the content and 83% wanted to incorporate it. Additionally, 17% responded that they wanted to incorporate it but did not believe it was feasible, amid concerns that "allergen monitoring is difficult in reality" and "installation of local ventilation systems seems difficult." The HMG was postulated to be useful in providing knowledge on occupational allergy and health management methods, and for employing in clinical practice. The study recommended that in order to specifically incorporate the management methods, it is imperative that the entire hospital, including staff from other occupations, understand the guidelines and make adjustments accordingly.

A Quantitative Study on Employees’ Experiences of a Support Model for Systematic Work Environment Management in Swedish Municipalities

Today's working life is constantly changing, and work environmental risk factors can alter swiftly. Besides the traditional physical work environment risk factors, somewhat more abstract organizational and social work environment factors also play an ever-increasing role, both in preventing and causing work-related illness. This requires a preventive work environment management that can respond to rapid changes, and where the assessment and remedies rely more on employee participation than on predetermined threshold limits. This study aimed to investigate if the use of a support model (the Stamina model) for workplace improvements could render the same positive effects in quantitative measures that have previously been shown in qualitative studies. Employees from six municipalities used the model for 12 months. They answered a questionnaire at baseline and after six and 12 months, to detect any changes in how they characterized their current work situation and perceived their influence, productivity, short-term recovery, and organizational justice. The results showed that employees felt more influential in work situations related to communication/collaboration and roles/tasks at the follow-up compared to the baseline. These results are consistent with previous qualitative studies. We found no significant changes in the other endpoints. The results strengthen previous conclusions, namely that the Stamina model can be used as part of inclusive, modern, and systematic work environment management.

Work environment risk management at petrol stations

Work environment risk factors have a big influence in the daily life of employees at every company and work environment. In this study, a wide-ranging work environment risk assessment was carried out, using qualitative, quantitative, and semi-quantitative risk assessment methods, comparing the obtained results, and influencing factors, as well as evaluating the work environment management system and recommending possible improvements in its future development. The importance of the topic is justified by the fact that petrol stations are sites of heightened danger, where employees must pay greater attention to ensuring and maintaining a safe and secure environment to prevent the transformation of potential risks into real accidents or incidents. The work was developed at a company in Riga, Latvia, and station surveys were conducted in March 2021. As part of the work environment risk assessment process, four petrol stations in Pardaugava, Riga, were chosen for the risk assessment and measurements. In addition to station evaluations, an employee survey was conducted at 66 petrol stations throughout Latvia.

On the Road Again – Using Rule-Oriented and Participative Leadership to Reduce Threats and Violence in the Construction Industry

Threats and violence are acute safety issues in many industries and effect a large proportion of the Swedish workforce. In the construction industry, more than half of constructions workers redirecting traffic at construction sites are subjected to threats or violence at least once a year. To help construction companies to systematically address and handle health and safety issues in accordance with the Provisions of the Swedish Work Environment Authority on Systematic Work Environment Management, an interventions method named Building Health has been developed by Gyllensten and colleagues. The intervention involved rule-oriented and participative leadership practise and was evaluated through a single case effect study in a middle-sized construction company. The results showed significant reductions in the one-year prevalence of threats of violence (pre-intervention = 35.0%; post-intervention = 19.0%; χ² = 7.047; p = .008), feelings of being threatened (pre-intervention = 42.7%; post-intervention = 23.8%; χ² = 9.188; p = .002), and conflicts with third parties (pre-intervention = 48.5%; post-intervention = 30.6%; χ² = 7.913; p = .005). Combining rule-oriented and participative leadership when helping construction companies to improve their systematic work environment management for efficient handling of health and safety issues can have substantial positive effects on employees’ work environment.

Effect of Organizational Justice and Job Satisfaction on Service Quality among Nursing Staff: A Systematic Review

Organizational justice is one of the critical elements of organizational and professional development and is associated with improved staff performance, commitment and job satisfaction, leading to enhanced quality of care. Additionally, the job satisfaction of nursing staff is an indication of a good working environment and institutional management. The article answers the following question: "Is there a relationship between organizational justice and job satisfaction among nurses at national and international levels?" based on an online search of 12 scientific databases, which allows various national and international data to be examined. A comprehensive systematic review of 260 titles was conducted, of which 50 studies met the inclusion criteria. However, 12 studies completed the data and were included in the qualitative synthesis. Most nurses were satisfied that overall, nurses' perceptions of organizational justice and workplace deviance were above average. Moreover, most of the studies analyzed found a strong relationship between organizational justice and job satisfaction. The results of this study demonstrate a positive relationship between job satisfaction and quality of care, as well as a positive relationship between organizational justice and quality of care.

Success factors when implementing a structured support model for systematic work environment management in operating departments: A case study from Sweden

The study aimed to investigate how departments in a Swedish hospital worked with a structured support model between the sessions and what they identified as success factors. To improve the work environment in a Swedish hospital, a structured support model for systematic work environment management was implemented in operating departments. The structured work starts with sending a web-based, open-ended, anonymous questionnaire to all employees. In response, employees describe how they perceive their work environment 'right now'. Next, a session is held where employees' viewpoints are discussed, and areas of improvement are agreed upon. Action plans are created between the sessions, and the employees start working with their plans with support from their managers. Implementing new models takes time and requires efforts from employees and managers. A case study was conducted, including three operating departments within a perioperative organization in a university hospital in Sweden. The participating departments had used the model without interruption during the Covid-19 pandemic 2 years after implementation, and they had created a customized working method. Three first-line managers were interviewed, and 22 action plans, 21 workplace meeting notes and two presentations were analysed using thematic analysis. The results are sorted under three main thematic headings: Experience of results and benefits, Marketing and cheering on and Making adjustments and making the model one's own. The results from the action plans and workplace meetings indicated that the employees had discussed problems with cooperation, work organization and how to treat each other. Human factors, such as support, encouragement, seeing the benefits, allowing for time and respecting each other can facilitate and contribute to the implementation and success of a new model. The main finding of the study indicates that with a structured way of working, and with the participation of the employees in the systematic work environment work, the employees contributed with constructive suggestions for improvement. This, in turn, contributed to reducing the workload for first-line managers. In addition, when working with a structured model, deficiencies in the workplace were identified, which triggered an improvement process in the participating hospital departments.

Exploring work environment management boundaries using work domain analysis

BackgroundWork environment regulations identify specific objectives that employers must fulfil. Work environment is a multidimensional concept encompassing nature of tasks, physical and social conditions, workplace characteristics and organisation, work schedule, prospects to the workers, and the intrinsic rewards associated with the work. Through work domain analysis, the first of the five dimensions of cognitive work analysis, the study explored the boundaries of work environment management. MethodsMixed method including looking at regulatory requirements, a limited literature review and comprehensive discourse with occupational safety and health enforcement officials as subject matter experts provided the information to populate the abstraction decomposition space in the analysis. Affordances of the regulation purposes formed the functional purposes of the work environment management. Work environment indicators identified formed the value and priorities measures. Purpose-related functions were constructed from a work environment model, with subject matter experts providing the relevant physical resources and the functions the resources afford. ResultsAbstraction decomposition space for work environment management was designed showing means-ends links from resources to the purposes they fulfil in the system.From the abstraction decomposition space, it was possible to design results-chain models supporting decision-making. The analysis showed that the functional purposes can be fulfilled with different means-ends pathways. In addition, the purpose-related functions constructions allowed for superimposing of enforcement orders from earlier inspections reports, supporting the validity of the constructs. ConclusionThe study provided structure and content of work environment management, and decision-making models supporting the management practices and strengthening attainment of justifiable work environment.

Psychological adaptation in women with endometriosis: current knowledge and future research perspectives

ABSTRACT This short report aims to present current knowledge on endometriosis. The daily repercussions of endometriosis and their impact on women’s psychological state, the resentment often expressed towards doctors associated with diagnosis delay, influencing both appropriation and adaptation to the disease and driving women mainly to self-manage are discussed. Directions for research and intervention include the need to devise a comprehensive strategy in collaboration with stakeholders and to examine targeted study areas more thoroughly, notably related to work environment management, dietary changes and their consequences or the social representation of endometriosis among physicians, are proposed.

Swedish managers’ experience of yearly staff development dialogues, aiming for employee development, performance, and well-being

BackgroundSocietal development and a competitive corporate climate have resulted in increased emphasis on performance management (PM) but also sustainability and health challenges in working life. Opportunities for employee well-being, development and performance are thus highly relevant for organisations and society. PM includes a manager-employee dialogue process and is identified as a complex challenge when combined with employee development and well-being. Managers have a key role in PM, and research in collaboration with practitioners in specific contexts is needed. An exploratory study, focusing on managers’ experience of dialogues between managers and employees in practice, was therefore conducted in collaboration with an inter-municipal corporation company in southern Sweden.MethodsA qualitative study with an inductive design, supported by semi-structured focus group interviews, was chosen based on the exploratory character of the study. Thirty-five managers were approached in the company and 15, of varying age and managerial experience, agreed to participate. Staff Development Dialogues (SDD) were used in the company PM model to facilitate employee development, performance, and well-being. Data was analysed using conventional qualitative content analysis to obtain new insights without using pre-set classifications.ResultsThe analysis resulted in three categories of SDD experiences: SDD in a business context; Managers in relation to SDD; and Employees in relation to SDD. The findings revealed varying SDD experiences as well as approaches, and analytical themes were considered in relation to the organisational context and the specific SDD content and process. The study showed the importance of SDD adaptation and a well-being perspective in the dialogues was related to relational aspects and the manager-employee approach to SDDs.DiscussionThe findings confirm the complexity and challenges of PM including development and well-being. Adaptation to specific departments as well as employees is important, and using the same PM strategy throughout an organisation can be questioned. The identified link between a relational approach and a well-being perspective indicates a missed opportunity for systematic workplace health promotion. Strengthening the well-being perspective can, thus, improve the quality of an SDD model, which in turn can facilitate the creation of sustainable workplaces and better fulfilment of employers’ health-related obligations for systematic work environment management.

The effects of nursing work environment on patient safety in Saudi Arabian hospitals.

PurposeThis study aims to investigate the impact of the nursing work environment on patients’ safety in Saudi Arabian hospitals.MethodsThis study used a cross-sectional design for collecting the data related to the nursing work environment and patients’ safety from nursing staff in Saudi Arabian hospitals. The survey questionnaire included in this study has two pre-validated questionnaires including practice environment scale-nursing work index questionnaire and hospital’s survey on patients’ safety developed by Surveys on Patients Safety Culture. The survey link was forwarded to HR administrators of 96 hospitals in Saudi Arabia, which included 72 public hospitals, 23 private hospitals, and one public-private hospital. Three hundred sixty-nine responses were received. After removing the incomplete responses, 357 responses were considered for the data analysis, in which t-tests and Pearson’s correlation techniques were adopted.ResultsStrongest correlations were identified between resource adequacy and work area (r = 0.763, p < 0.01), “participation in management and leadership” and work area (r = 0.712, p < 0.01), “participation in management and leadership” and supervisor/managers’ approaches (r = 0.731, p < 0.01), and “nursing care and inter-disciplinary relationships and frequency of events” (r = 0.701, p < 0.01).ConclusionThe nursing work environment factors, especially participation, management and leadership, nursing care, inter-disciplinary relationships, and resource adequacy have to be improved in order to improve the patients’ safety.

Bringing risk back in: managers' prioritization of the work environment during the pandemic

PurposeThe purpose of the paper is to investigate managers' experiences of managing work environment and risks during the Covid-19 pandemic and to explore how managers might use these experiences to develop future risk management.Design/methodology/approachSemi-structured interviews were carried out with 18 Swedish managers at different hierarchical levels working in 11 different organizations. A directed content analysis was carried out, informed by theory on risk management.FindingsThe results point to the pandemic as a societal crisis which workplaces needed to manage through large means of improvisation. Regular work environment routines were put to the test, and several deficiencies in the work environment and risk management were identified. Organizations that handle occupational safety and risks on a daily basis through established routines were less affected and could easier adjust work environment and risk management, compared to organizations prioritizing the social and organizational work environment, which had to re-prioritize and start paying more attention to the physical work environment and to bring risk management into their daily routines.Originality/valueThe study offers an account of how managers in different labor market sectors in Sweden have acted in the midst of the pandemic by handling real-time crises, how these experiences can be used for engaging in retrospective learning and how this may imply changes to their prospective risk management.

ANALYSIS OF FACTORS RELATED TO NURSE RETENTION IN SOURCE LIVING HOSPITAL AMBON

Employee retention is the time interval from starting work until the end of the work period in a place. Many factors have an impact on the high level of nurse retention, including competitive salaries, a healthy work environment, productive leadership and clear career management. This study aims to determine how the retention of nurses at Sumber Hidup Hospital – Ambon. The research was conducted at Sumber Hidup Hospital, Ambon. This type of research is a quantitative research with an observational approach using a cross sectional design. Sampling on nurses was carried out randomly. Data collection uses primary data and secondary data. Data were analyzed using statistical analysis through cross tabulation followed by chi-square test, namely univariate and bivariate analysis. The results showed that there was a relationship between career paths (ρ=0.000 &lt; 0.05), nurse salaries (ρ=0.007 &lt; 0, 05), motivation (ρ = 0.007 &lt; 0.05), reward (ρ = 0.000 &lt; 0.05) with nurse retention at Sumber Hidup Hospital in Ambon. Suggestions for the Sumber Hidup Ambon Hospital to be able to carry out evaluations related to the management system that is applied in order to support and provide good motivation for nurses and this supports the retention of nurses in the hospital.

Satisfaction of industrial health care managers regarding the work of industrial hygiene engineers: a cross-sectional study.

A group health service is a system that delegates workplace health management to an entrusted institution. There have been various studies on group health services to date, but recent changes, such as an increase in foreign workers, are rapidly changing industry characteristics. Satisfaction was assessed using a 27-question survey distributed among 203 workplaces employing health professionals. The survey items consisted of general characteristics, comprehensive satisfaction, requirements for health professionals' work, and satisfaction with work environment management, ergonomic management, and healthcare management. Multiple regression and frequency analyses were performed. The comprehensive satisfaction was 4.08 points on average, out of 5. The comprehensive satisfaction of health professionals in the industry was positively correlated with each factor. Hazardous materials and chemical management (material safety data sheets, MSDSs) were the most common requirements. A low level of satisfaction with work environment management indicates high demand for healthcare management. The working environment should be improved by identifying characteristics of the workplace, examining harmful substances, inspecting equipment, and enhancing worker methods. The shorter the work experience of health professionals, the more dependent they are on group health services. The variables affecting comprehensive satisfaction were the period of work, healthcare management satisfaction, and work environment management satisfaction. Most of the requirements of health professionals in the workplace were practical improvement case presentations, MSDSs, and legal document management.

Evaluation of compassionate and respectful\xa0care implementation status in model healthcare facilities: a cross-sectional study

BackgroundCompassionate respectful, and caring (CRC) creates a pleasant environment for health workforce (HWF), customers, and families. For the past five years, the Ethiopian Ministry of Health (EMoH) has developed a CRC plan to improve person-centered care. Therefore, we aimed to assess the implementation status of CRC and associated factors in the 16 model health facilities (MHFs) in Ethiopia.MethodsA cross-sectional study was employed from February to April 2021. A structured and semi-structured questionnaire was used to assess the level of CRC implementation in model health care facilities. Epi-data version 4.3 and SPSS version 26 software were used for data entry and analysis, respectively. Binary logistic regressions analysis was used and significance was obtained at the odds ratio with a 95% confidence interval and P-value < 0.05.ResultsA total of 429 HWF participated in a self-administered questionnaire. The prevalence of compassionate and respectful care among HWF were 60.4%, and 64% respectively. Nurse professionals, midwives, having training on CRC, leader promoting CRC, having a conducive working environment and burnout management for HWF were significantly associated with compassionate care practice. Leaders promoting CRC, having a conducive working environment, and burnout management for HWF were significantly associated with respectful care practice.ConclusionThe findings identified distinct issues related to CRC implementation in each 16 MHF. Addressing HWF skill gaps, a conducive working environment, and burnout management are encouraged CRC continuity. Incorporate CRC in pre-service education, health system strengthening, and motivating HWF are important for CRC strategic implementation.

Evaluating the Effect of Supported Systematic Work Environment Management During the COVID-19 Pandemic: Protocol for a Mixed Methods Study.

BackgroundThe work environment is a complex phenomenon in which many factors interact. Scientific research indicates a relation between the work environment and employee health, staff turnover, patient satisfaction, and patient safety. There is a great need for knowledge on how to conduct work environment interventions and practical work environment management to maximize benefits to the employees.ObjectiveThe aim of this study is to explore how Occupational Health Service (OHS) support will affect the work environment, sick leave, staff turnover, patient satisfaction, and patient safety during and following the COVID-19 pandemic in a medical ward setting.MethodsA mixed methods evaluation of a concurrent work environment quality improvement project at the Department of Internal Medicine and Geriatrics in a local hospital in the south of Sweden will be performed.ResultsThe mixed methods evaluation of the quality improvement project received funding from Futurum–Academy for Health and Care, Jönköping County Council and Region Jönköping County, and the study protocol was approved by the Swedish Ethical Review Authority. The work environment quality improvement project will continue between May 2020 and December 2021.ConclusionsThe study might contribute to increased knowledge of how work environment interventions and practical work environment management can impact the work environment, and employee health, staff turnover, patient satisfaction, and patient safety. There is a need for knowledge in this area for OHS management to provide increased benefits to employees, employers, and society as a whole.International Registered Report Identifier (IRRID)DERR1-10.2196/34152

HUMAN APPROACH IN THE IMPLEMENTING HEALTH PROTOCOLS FOR WORKERS SAFETY IN THE ENGINEERING OF OIL AND GAS INDUSTRY DURING THE PANDEMIC COVID 19

The safety of workers in the oil and gas industry during the COVID-19 pandemic has become a serious public concern. It is known, the oil and gas industry is one of the sectors with a large number of workers who are positively infected with the Covid 19 virus. This has led to the implementation of several pillars of work safety for oil and gas industry workers. One of these pillars is the human approach. The human approach in implementing health protocols has a fairly effective role, especially for the safety of workers in operational systems or industrial engineering. A literature review that focuses on several important points, namely: (1) how is the safety of workers in the oil and gas industry engineering sector during the covid 19 pandemic? (2) What is the function of the human approach pillar in the application of worker safety health protocols in the oil and gas industry engineering sector during the COVID-19 pandemic? Several aspects must be considered in the engineering section of the oil and gas industry by identifying installations and equipment, safe work practices, change management, integrated management, environmental management, industrial health and hygiene, contractor management, operations management, and others. While the pillars of the human approach that are of concern in implementing the health protocol are coaching and training, work competence, supervision, ergonomics, building awareness and interaction in the fields of health, work safety, building a safety culture, and building safe behavior at work.

Occupational Safety Climate in the Swedish Equine Sector.

Simple SummaryHandling and working with horses is a hazardous activity, as horses are large, powerful and unpredictable animals, and the equine sector is reported to have a relatively high occupational injury rate. The safety climate in a workplace is a good indicator of safety performance because it captures employees’ attitudes and perceptions of safety at a specific point in time. The safety climate in the equine sector is a relatively unexplored area, though research could be a fruitful approach to improving occupational safety. In this study, the safety climates at six Swedish riding schools and six trotting stables were assessed using a questionnaire on the safety climates at these workplaces and complementary interviews. The riding schools and trotting stables all had favourable safety climates and employees were well-aware of the injury risks in their work environment. The main aspect of the workplace safety climate identified as needing improvement was the workers’ prioritisation and non-acceptance of risk, and their propensity to take calculated risks. Minor injuries were considered part of the job, indicating a need to communicate the importance of such injuries. This aspect of the equine safety climate should be targeted to improve future safety. The management should promote a culture of safety awareness at all levels of the organisation, making safety an integral part of daily work. Accident investigations should be performed systematically to learn from negative events, identify factors contributing to injuries and develop strategies for injury prevention.The Swedish equine sector is considered a high-risk work environment, with relatively high injury rates and high severity of injuries. General safety research has identified a correlation between the safety performance and safety culture, but little is known about the intricacies of the safety culture in the Swedish equine sector, especially concerning managers’ and employees’ perceptions of their work environment. The safety climate assessment is recognised as an effective tool for identifying potential problems in the workplace, thus enhancing safety behaviour and decreasing the frequency and severity of injuries. The aim was to evaluate the safety climate at riding schools and trotting stables through the Nordic Safety Climate Questionnaire (NOSACQ-50) diagnostic tool, and to get a better understanding of the workers’ perceptions regarding safety and safety management at their workplace through complementary interviews. The results showed that the safety climate was generally positive and that employees were aware of the risks relating to their work. Riding schools commonly had routines in place for risk assessment and work environment management, but such routines were often lacking at trotting stables, indicating inadequate prioritisation of safety by the management. The main area that should be targeted to improve safety in the sector is employees’ prioritisation and non-acceptance of risks. Proactive instead of reactive safety management should be promoted, where safety is an integral part of daily work and all employees are encouraged to identify factors contributing to occupational injuries and develop strategies for injury prevention.