Workplace Safety Behavior Research Articles

What Enables Supervisors to Serve and Enhance Subordinates’ Workplace Safety Behaviors?

What Enables Supervisors to Serve and Enhance Subordinates’ Workplace Safety Behaviors?

Impact of challenge and hindrance job stressors on informal safety communication of construction workers in China: the moderating role of co-worker relationship

PurposeJob stressors have a considerable influence on workplace safety behaviors. However, the findings from previous studies regarding the effect of different types of job stressors have been contradictory. This is attributable to, among other factors, the effectiveness of job stressors varying with occupations and contexts. This study examines the effects of challenge and hindrance stressors on construction workers' informal safety communication at different levels of coworker relationships.Design/methodology/approachA three-dimensional framework of informal safety communication is adopted, including self-needed, citizenship and participatory safety communication. Stepwise regression analysis is then performed using questionnaire survey data collected from 293 construction workers in the Chinese construction industry.FindingsThe results demonstrate that both challenge and hindrance stressors are negatively associated with self-needed and citizenship safety communication, whereas their relationships with participatory safety communication are not significant. Meanwhile, the mitigation effects of the coworker relationship (represented by trustworthiness and accessibility) on the above negative impacts vary with the communication forms. Higher trustworthiness and accessibility enable workers faced with challenge stressors to actively manage these challenges and engage in self-needed safety communication. Similarly, trustworthiness promotes workers' involvement in self-needed and citizenship safety communication in the face of hindrance stressors, but accessibility is only effective in facilitating self-needed safety communication.Originality/valueBy introducing the job demands-resources theory and distinguishing informal safety communication into three categories, this study explains the negative effects of challenge and hindrance job stressors in complex and variable construction contexts and provides additional clues to the current inconsistent findings regarding this framework. The diverse roles of challenge and hindrance job stressors also present strong evidence for the need to differentiate between the types of informal safe communication.

Religious Belief and Workplace Safety Behavior Among the Informal Automobile Workers in Nigeria.

It is well known that informal workers in developing countries are exposed to occupational health problems (OHPs), and they work unsafely. However, little is known about how their religious beliefs influence their safety behavior at the workplace. This study explores the interaction between the automobile artisans' religious beliefs and their workplace safety behavior. Forty three male artisans (eitherChristian: n=17; or Muslim: n=26)were purposively interviewed. Even though theirreligious teachings are against risk-taking, the artisans tookrisks at their workplace. Specific programs like seminars and variousoutreaches for workers in religious settings influence their perception of OHPprevention. Religious organizations have a role to play in OHP prevention.

Exploring Determinants of Safety Behavior in Malaysian SMEs Manufacturing Firms: An Extended Conceptual Model

Occupational accidents have resulted in numerous fatalities and injuries across industrialized and developing nations. Every year, millions of workers lose their lives and suffer from non-fatal injuries due to occupational accidents. Inadequate documentation and notification systems, particularly in developing countries, have resulted in ineffective measures to address occupational accidents, leading to the absence of globally recognized standards for addressing occupational accidents. Organizations still rely on baseline occupational safety measures statistics to enhance worker safety, despite the underreporting of accident data. This study aimed to develop an extended safety model to investigate the effects of safety behavior in small and medium enterprises (SMEs) manufacturing in Malaysia. Research priorities and questions on determinants of workplace safety behavior can be explored by utilizing the model, resulting in a more focused and efficient approach to improving workplace safety. This model serves as a valuable tool for informing policies and practices necessary to protect and enhance workplace safety and workers' well-being.

Analysis of the role of big five personality throuch worker’s safety culture and personal value as intervening variable on construction workers’ safety behavior using SEM-PLS

Accidents while working in the construction industry source many tangible and intangible losses. Although various measures have been taken to reduce occupational accidents in the construction sector, occupational accidents are still increasing, especially in Indonesia. Meanwhile there is some literature on the relationship between personality traits and accidents, much remains to be considered before applying the research to accident prevention. Therefore, there is a need to study in detail the correlations between the Big 5 characteristics and safety behaviors, including other variables, so that preventive action can be taken as a form of occupational injury prevention. The purpose of this study was to analyze the impact of the Big 5 personality traits, using personal values and safety culture as variables influencing safety behavior in construction workers. This study analyzes or resolves not only the direct impact of Big 5 personality traits on safety behavior of construction workers, but also the indirect impact through personal values and safety culture. Data were collected through interviews with 300 construction workers in Surabaya, Malang and Batu, East Java, Indonesia. The results showed that the Big 5 personality had a significant positive impact on workplace safety behavior with a difference of 0.299. In addition, personal values and safety culture as intervention variables may influence the impact of Big 5 personality traits on workers' safety behavior. The 0.788 and 0.545 Big 5 personalities have a significant impact on personal values and safety culture. One of the dominant indicators when measuring the Big 5 personality structure is neuroticism, with the highest stress factor of 0.928. Therefore, if management wants to improve worker safety behavior, it should conduct a workplace analysis to hire competent workers with a high degree of neuroticism

The cross-level effect of team safety-specific transformational leadership on workplace safety behavior: The serial mediating role of team safety climate and team safety motivation

Introduction: Workplace safety not only impairs individual health but also affects economic and social development. Method: Based on social learning theory, collective social learning theory, and expectancy-valence theory, using cluster random sampling method, 630 employees from 66 different work teams out of around 800 employees in a domestic petroleum enterprise were selected to participate in the research. The safety-specific transformational leadership, safety climate, safety motivation and workplace safety behavior scales were used. Data were collected in two stages. SPSS22.0 and Mplus7.0 were used to analyze the data to explore the relationship between team safety-specific transformational leadership and workplace safety behavior, as well as the serial mediating effect of team safety climate and team safety motivation. Results: The results showed that: (a) team safety-specific transformational leadership can positively influence safety compliance and safety participation; (b) team safety climate mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; (c) team safety motivation mediates the relationship between team safety-specific transformational leadership and safety compliance and safety participation; and (d) team safety climate and team safety motivation play a serial mediating role between team safety-specific transformational leadership and safety compliance and safety participation. Practical Applications: This research has both theoretical and practical significance.

Antecedents of Workplace Safety Behavior: Meta-Analysis in the Construction Industry

Antecedents of Workplace Safety Behavior: Meta-Analysis in the Construction Industry

Better safe than sorry: the role of anticipated regret and organizational ethical climate in predicting workplace safety behavior

PurposeBased on the theory of reasoned action, this study aims to illustrate how employees’ safety behavior can be enhanced in the workplace by specifically examining how anticipated regret leads to workplace safety behavior and the contextual factor of organizational ethical climate.Design/methodology/approachThe authors adopted a quantitative approach and designed their survey from validated scales in prior studies. Data were obtained from two different sources, including 149 employees and 31 immediate supervisors. Hierarchical linear modeling techniques were applied to test the hypotheses.FindingsThe results showed that anticipated regret was significantly related to safety compliance and safety participation; egoistic ethical climate was negatively correlated with safety compliance and safety participation, while benevolent ethical climate was only positively correlated with safety participation. For cross-level moderating effects, both benevolent and principle ethical climate moderate the relationship between anticipated regret and safety participation, whereas all three ethical climates did not moderate the relationship between anticipated regret and safety compliance.Research limitations/implicationsIt contributes to current literature by identifying critical determinants of employees’ safety behavior, which would enable practitioners to manage safety in the workplace and foster a safe working environment. Specifically, fostering benevolent ethical climate can better promote employees’ perceptions of the importance of discretionary safety behavior.Originality/valueThis study suggests that organizational practitioners could use the salience of anticipated regret to promote the safety behavioral intentions of employees in the workplace. Further, the authors examined a multilevel framework, which elaborates individual- and organizational-level antecedents of employee safety behavior as well as the impact of cross-level interactions on employee safety behavior.

The impact of workplace safety and customer misbehavior on supermarket workers' stress and psychological distress during the COVID-19 pandemic

PurposeEssential frontline workers in the retail sector face increased exposure risks to coronavirus disease 2019 (COVID-19) due to frequent interactions with the general public. Often these interactions are fraught with controversies over public safety protocols. The purpose of this study is to examine the impacts of frontline workers' perceptions of workplace safety and customer misbehaviors on their stress and psychological distress to inform managing workplace health and safety during public health crises.Design/methodology/approachThe authors conducted an online survey of 3,344 supermarket workers in the state of Arizona (US) during the state's first COVID-19 pandemic wave in July 2020. Measures included mental health distress, and perceptions of workplace safety and customer behaviors. The authors utilized a mixed-methods approach combining multiple regression analyses with qualitative analyses of open-ended comments.FindingsWorkers reported high rates of stress and psychological distress. Increases in mental health morbidity were correlated with perceptions of being unsafe in the workplace and concerns about negative customer encounters. Qualitative analyses reveal frustration with management's efforts to reduce risks intertwined with feelings of being unsafe and vulnerable to threatening customer encounters.Practical implicationsThe findings highlight the need to provide and enforce clear safety guidelines, including how to manage potential hostile customer interactions, to promote positive health workplace management during a pandemic.Originality/valueThis study is among the first to assess the COVID-19 pandemic's impact on the mental health of non-health care frontline essential workers and presents novel insights regarding perceived customer misbehavior and need for management support and guidance in a public health crisis.

Mediating Effect of Work Self-Efficacy on the Relationship Between Psychosocial Safety Climate and Workplace Safety Behaviors Among Bank Employees After Covid-19 Lockdown

Purpose: Studies find that psychosocial safety climate is positively associated with workplace safety behaviors. However, the mechanism through which psychosocial safety climate exerts its effect needs further investigation. Therefore, this study investigated the indirect effect of work self-efficacy in the relationship between psychosocial safety climate and workplace safety behaviors. Methodology: Participants, who were 155 bank workers (F=66.5%; mean age= 33.9, SD=6.4), responded to an online survey of workplace safety behavior scale (WSBS), psychosocial safety climate scale (PSC-12), and work self-efficacy scale (WSES). Results: Results from correlational analyses revealed that psychosocial safety climate positively related to workplace safety behaviors. Moreover, work self-efficacy positively correlated to workplace safety behaviors. The mediation analysis using Hayes Process Macros indicated an indirect effect of work self-efficacy in the relationship between psychosocial safety climate and workplace safety behaviors. Creating a psychosocially safe climate may enhance bank workers’ safety behaviors in the period after the Covid-19 pandemic.

Problematic Internet usage and safety behavior: Does time autonomy matter?

Modern organizations must use the Internet, digital and mobile devices to respond to business demands efficiently. It is also imperative for practitioners and researchers to understand the adverse effects of problematic Internet and mobile device usage in the workplace. Moreover, findings from existing studies are insufficient or less relevant or lack applicability in the context of workplace safety behavior. This paper contributes to the literature by examining the mechanisms in which problematic Internet usage lowers workers safety behavior and the moderating role of time autonomy. Data was obtained from workers in the Turkish maritime industry using a simple random sampling technique (n = 344) and analyzed with partial least squares structural equation modeling (PLS-SEM). Results from PLS-SEM demonstrate that problematic Internet use reduces safety behavior and time autonomy enhances safety behavior. Time autonomy attenuates the negative impact of problematic Internet use on safety behavior. Unlike previous studies, this paper highlights the pernicious effects of problematic Internet use and beneficial effects of time autonomy in shaping modern workplace safety behaviors. Based on these results, several managerial prescriptions and theoretical implications are rendered, and future research directions are highlighted.

Safety Voice for Ergonomics (SAVE): Evaluation of a masonry apprenticeship training program

BackgroundMasons have a high rate of musculoskeletal disorders among construction workers and greater than all other industries. Viable solutions to musculoskeletal hazards have been identified by industry stakeholders, yet masons receive minimal ergonomics training. Apprentices, as the next generation of masons, need training and strategies to identify and speak up about ergonomic and safety issues on job sites. To fill this gap, our team developed the Safety Voice for Ergonomics (SAVE) training program. MethodsThe interactive, 7-unit SAVE program was developed specifically for masonry brick and block apprentices. This innovative training contains detailed ergonomics lessons focusing on risk factors and solutions specific to this masonry craft. It also contains lessons that provide communication and problem solving strategies. Evaluation of SAVE employed a randomized control trial designed to assess the effectiveness of SAVE for apprentices over a six-month period. ResultsOur findings demonstrated that compared to controls, SAVE trained apprentices used their safety voice more (P = .049) and had greater safety participation (P = .028). They adopted more ergonomic practices such as adjusting scaffolding (P = .016) and using better body postures (P = 042). Apprentices liked SAVE and indicated that it prompted them to change workplace safety behaviors. ConclusionsSAVE is an effective program, providing needed ergonomic and safety communication training for workers as they begin their trade. The broad adoption of SAVE training by the masonry industry has the potential to empower apprentices, elevate the trade's safety culture, and ultimately reduce musculoskeletal disorders.

Being Present in Enhancing Safety: Examining the Effects of Workplace Mindfulness, Safety Behaviors, and Safety Climate on Safety Outcomes

Due to the high personal and organizational costs associated with safety incidents, it is essential that we understand the trait predictors of safety behaviors which in turn impact occupational accidents and injuries. This study helps address this need by assessing the relationship between trait mindfulness and workplace injuries, as well as examining a mediating mechanism (safety behaviors) and situational moderator (safety climate) of this relationship. Using hierarchically nested data from employees within a large company in the petroleum distribution industry (N = 706 employees within 142 groups), our results suggest that trait mindfulness is related to workplace injuries, safety compliance, and safety participation and that this relationship between trait mindfulness and workplace injuries is mediated by safety compliance. Moreover, group-level safety climate moderates the effects of trait mindfulness on safety compliance and safety participation such that the best safety behavior occurs when both safety climate and trait mindfulness are high. These results indicate that trait mindfulness is an important trait predictor of safety behaviors and that it is a helpful personal resource necessary for a successful safety-focused organization.

The effects of sleep on workplace cognitive failure and safety.

Healthy employee sleep is important for occupational safety, but the mechanisms that explain the relationships among sleep and safety-related behaviors remain unknown. We draw from Crain, Brossoit, and Fisher's (in press) work, nonwork, and sleep (WNS) framework and Barnes' (2012) model of sleep and self-regulation in organizations to investigate the influence of construction workers' self-reported sleep quantity (i.e., duration) and quality (i.e., feeling well-rest upon awakening, ability to fall asleep and remain asleep) on workplace cognitive failures (i.e., lapses in attention, memory, and action at work) and subsequent workplace safety behaviors (i.e., safety compliance and safety participation) and reports of minor injuries. Construction workers from two public works agencies completed surveys at baseline, 6 months, and 12 months. Our results suggest that workers with more insomnia symptoms on average reported engaging in fewer required and voluntary safety behaviors and were at a greater risk for workplace injuries. These effects were mediated by workplace cognitive failures. In addition, workers with greater sleep insufficiency on average reported lower safety compliance, but this effect was not mediated by workplace cognitive failures. These results have implications for future workplace interventions, suggesting that organizations striving to improve safety should prioritize interventions that will reduce workers' insomnia symptoms and improve their ability to quickly fall asleep and stay asleep throughout the night. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

SAFE BEHAVIOR ANALYSIS OF WORKERS WITH ABC (ACTIVATOR-BEHAVIOR-CONSEQUENCE) MODEL

One way of reducing occupational accidents is by implementing BBS program and the goal is by changing “at risk” behavior to safe behavior. The unsafe actions is likely driven by unawareness, ignorance, and incompetence of the workers to commit safe behavior. As the result, analysis on workplace safety behavior, the activator-behavior-consequence (ABC) model was applied to optimize the prevention of occupational accidents. The main purpose of this study was to analyse the safe behavior of the workers through the ABC model. This was an observational research using the cross-sectional design. The population was all workers (N=32) employed in the Production unit PT. X Mojokerto and the sample was the total population. The results of this study showed that most of workers (90,6%) had good knowledge; 84,4% of workers had good awareness; 84,4% of workers stated the need for safety had been fulfilled; all workers stated that the existing safety rules of the company had been implemented; 65,6% of workers never got positive reinforcement; 87,5% of workers never got punishment; and 87,5% of workers did safety behavior at the workplace. Keywords: production workers , safe behavior, The ABC model

Do we see how they perceive risk? An integrated analysis of risk perception and its effect on workplace safety behavior

While risk perception is a key factor influencing safety behavior, the academia lacks specific attention to the ways that workers perceive risk, and thus little is known about the mechanisms through which different risk perceptions influence safety behavior. Most previous research in the workplace safety domain argues that people tend to perceive risk based on rational formulations of risk criticality. However, individuals’ emotions can be also useful in understanding their perceptions. Therefore, this research employs an integrated analysis concerning the rational and emotional perspectives. Specifically, it was expected that the identified three rational ways of perceiving risk, i.e., perceived probability, severity, and negative utility, would influence the direct emotional risk perception. Furthermore, these four risk perceptions were all expected to positively but differently influence safety behavior. The hypotheses were tested using a sample of 120 construction workers. It was found that all the three rational risk perceptions significantly influenced workers’ direct perception of risk that is mainly based on emotions. Furthermore, safety behavior among workers relied mainly on emotional perception but not rational calculations of risk. This research contributes to workplace safety research by highlighting the importance of integrating the emotional assessment of risk, especially when workers’ risk perception and behavior are concerned. Suggested avenues for improving safety behavior through improvement in risk perception include being aware of the possibility of different ways of perceiving risk, promoting experience sharing and accident simulation, and uncovering risk information.

Distracted driving on the job: Application of a modified stages of change model

Stage-based interventions have been tested and found to be successful in helping people adopt healthy and safe lifestyles. The safety stages of change model, a modified version of Prochaska's transtheoretical framework, shows how workplace safety behavior can progress through five stages: pre-contemplation, contemplation, other-directed action, self-directed action, and maintenance. In this study, we explored the potential application of the safety stages of change model to study the use of cell phones and other electronic communication devices among employees prohibited from using them while driving on company business. About 18% of the study sample was made up of pre-contemplators and contemplators who should be considered a priority for interventions designed to reduce distracted driving in occupational settings. We used a series of discriminant function analyses to predict stage assignment based on a number of psychosocial factors related to employees' attitudes, decisional balance, self-efficacy, and normative beliefs. Even though interpretation of the results was complicated by partial misclassification of cases, the study succeeded in identifying what specific factors may facilitate progression to more advanced behavioral stages among employee drivers. Practical implications are discussed as a blueprint for future stage-based as well as non-staged safety improvement interventions in the workplace.

Safety management practices and safety compliance in small medium enterprises

Purpose The purpose of this paper is to examine the role of safety participation as a mediator in the relationship between the six facets of safety management practices (i.e. management commitment, safety training, worker’s involvement, safety communication and feedback, safety rules and procedures, and safety promotion policies) and safety compliance. Design/methodology/approach A survey of 74 employees of small and medium enterprises (SMEs) in the northern region of Peninsular Malaysia was carried out. Self-reported measures were used to obtain data on workplace safety dimensions and safety behavior. The partial least square structural model analysis was used to ascertain the proposed relationships. Findings The present study found that only three dimensions of safety management practices (management commitment, safety training, and safety rules and procedures) were significantly related to safety compliance. Of these, safety participation mediated the link between management commitment and safety training and safety compliance. Research limitations/implications The small sample size may limit the generalizability of the findings. Second, the correlational nature of the study did not permit causation to be implied. However, despite these limitations, while safety performance can be theorized to trigger the establishment of safety management practices, such theoretical perspective tends to connote reactivity rather than proactivity of the decision-making process. Practical implications The study highlights the role of the voluntary behavior of employees in promoting a safe work environment. Business owners are recommended to provide safety training in which the employees are stressed on their crucial role in safety and use this knowledge to educate and convince their co-workers to work safely. Originality/value Literature indicates the lack of studies on safety research in SMEs. Furthermore, such studies are justified because SMEs are likely to have more risks of occupational accidents and injuries. More importantly, this research highlights the importance of the voluntary behaviors of employees (i.e. safety participation) in promoting a safe work environment. As SMEs tend to have limited resources to implement a comprehensive OSH management system, using the employees as the safety agents at work can be an effective way toward accomplishing safety performance.

Quantity and quality: Increasing safety norms through after action reviews

Workplace safety is a concern for both scholars and practitioners alike because accidents and injuries can result in time away from work and lost organizational resources. This study focuses on how one type of post-incident discussion can be effectively used to promote positive safety norms. It adds to the growing body of research on after action review meetings, one type of post-incident discussion intervention commonly used in high reliability organizations to increase future workplace safety behaviors. This study also extends the sensemaking and high reliability literatures by examining a three-way interaction between perceived frequency of after action review meetings, ambiguity reduction and psychological safety. Survey data were obtained from 330 firefighters. Results from the three-way interaction showed that safety norms were highest when perceived after action review frequency, ambiguity reduction and psychological safety were simultaneously high, and safety norms were lowest when perceived after action review frequency, ambiguity reduction and psychological safety were simultaneously low. By examining both the perceived quantity and quality of after action review meetings, this study provides insight into which after action review facilitation objectives are most likely to increase positive safety norms and ultimately create a shared understanding of how to behave safely in future workplace events in high reliability organizational contexts.

Test of an Identity-Based Model of Antecedents of Workplace Safety Behavior

Grounded in identity-based theory, this study proposed and tested a model of the intervening processes and a boundary condition under which psychological ownership influences proactive safety behav...