Validation of the group nuclear safety climate questionnaire

IntroductionGroup safety climate is a leading indicator of safety performance in high reliability organizations. Zohar and Luria (2005) developed a Group Safety Climate scale (ZGSC) and found it to have a single factor.MethodThe ZGSC scale was used as a basis in this study with the researchers rewording almost half of the items on this scale, changing the referents from the leader to the group, and trying to validate a two-factor scale. The sample was composed of 566 employees in 50 groups from a Spanish nuclear power plant. Item analysis, reliability, correlations, aggregation indexes and CFA were performed.ResultsResults revealed that the construct was shared by each unit, and our reworded Group Safety Climate (GSC) scale showed a one-factor structure and correlated to organizational safety climate, formalized procedures, safety behavior, and time pressure.“Impact on IndustryThis validation of the one-factor structure of the Zohar and Luria (2005) scale could strengthen and spread this scale and measure group safety climate more effectively.     

Creating safer workplaces: assessing the determinants and role of safety climate

PROBLEM: Although there has been considerable interest in safety climate, relatively little attention has been given to the factors that determine safety climate or to testing the hypothesized mediating role of safety climate with respect to safety-related outcomes. METHOD: Questionnaire responses were obtained from 2,208 employees of a large national retail chain in 21 different locations. RESULTS: After controlling for demographic variables, three factors: environmental conditions, safety-related policies and programs, and general organizational climate, accounted for 55% of the variance in perceived safety climate. Interestingly, organizational climate made a significant contribution to safety climate, even after controlling for the other more safety-relevant variables. Partial correlations showed that safety policies and programs had the largest observed correlation with safety climate, followed by two of the dimensions of organizational climate (communication and organizational support). Using Baron and Kenny's (J. Pers. Soc. Psychol. 51 (1986) 1173) procedures, the principal effects of the various work situation factors on perceived safety at work were found to be direct rather than mediated by safety climate. Safety climate influenced perceived safety at work, but its role as a mediator was limited. IMPACT ON INDUSTRY: These results are discussed in terms of other recent findings on safety climate and the growing interest in understanding management and organizational factors in the context of workplace safety.     

Exploring the role of emotional intelligence in behavior-based safety coaching

INTRODUCTION: Safety coaching is an applied behavior analysis technique that involves interpersonal interaction to understand and manipulate environmental conditions that are directing (i.e., antecedent to) and motivating (i.e., consequences of) safety-related behavior. A safety coach must be skilled in interacting with others so as to understand their perspectives, communicate a point clearly, and be persuasive with behavior-based feedback. METHOD: This article discusses the evidence-based "ability model" of emotional intelligence and its relevance to the interpersonal aspect of the safety coaching process. RESULTS: Emotional intelligence has potential for improving safety-related efforts and other aspects of individuals' work and personal lives. Safety researchers and practitioners are therefore encouraged to gain an understanding of emotional intelligence and conduct and support research applying this construct toward injury prevention.     

Safety climate in university and college laboratories: impact of organizational and individual factors

INTRODUCTION: Universities and colleges serve to be institutions of education excellence; however, problems in the areas of occupational safety may undermine such goals. Occupational safety must be the concern of every employee in the organization, regardless of job position. Safety climate surveys have been suggested as important tools for measuring the effectiveness and improvement direction of safety programs. Thus, this study aims to investigate the influence of organizational and individual factors on safety climate in university and college laboratories. METHOD: Employees at 100 universities and colleges in Taiwan were mailed a self-administered questionnaire survey; the response rate was 78%. RESULTS: Multivariate analysis of variance revealed that organizational category of ownership, the presence of a safety manager and safety committee, gender, age, title, accident experience, and safety training significantly affected the climate. Among them, accident experience and safety training affected the climate with practical significance. RECOMMENDATIONS: The authors recommend that managers should address important factors affecting safety issues and then create a positive climate by enforcing continuous improvements.     

Linking emotional intelligence to safety performance: The roles of situational awareness and safety training

Introduction: Safety outcomes in the workplace require individual employees to perform (behave) safely in everyday duties. While the literature suggests that emotional management capabilities or traits can be positively related to individual performance in certain conditions, it is not clear how they can influence safety-related performance in high-risk work contexts. Drawing upon trait activation theory, this paper aims to examine when emotional intelligence (EI) benefits employees’ safety performance. We propose that when employees receive inadequate safety training, EI is more likely to trigger their situational awareness and consequently promote their safety performance. Method: We collected time-lagged data from 133 full-time airplane pilots working in commercial aviation industry. Hierarchical moderated regression analysis was conducted to test the moderating effect of safety training inadequacy on the EI–situational awareness relationship. The moderated mediation model, which involves conditional indirect effects of EI on safety performance via situational awareness across different levels of safety training inadequacy, was tested using the PROCESS-based bootstrap confidence interval. Results: Safety training inadequacy negatively moderated the relationship between EI and situational awareness, such that EI was significantly related to situational awareness only when safety training inadequacy was more salient. The more inadequate safety training was, the greater the indirect effect of EI on safety performance via situational awareness was. Conclusions: Inadequate safety training, as a negative situational cue, can activate individuals’ EI to drive their safety-related cognitions (e.g., situational awareness) and behaviors. Effective safety training may be able to complement employees’ low EI in shaping their situational awareness and safety behaviors. Practical Applications: Aviation managers should monitor the adequacy and effectiveness of safety training; this could make pilots’ situational awareness and safety performance depend less on personal attributes (e.g., EI), which organizations are less able to control. When training capacity is temporarily limited, priority might be given to those with low EI.     

Change in frontline supervisors’ safety leadership practices after participating in a leadership training program: Does company size matter?

Introduction: The majority of construction companies are small businesses and small business often lack the resources needed to ensure that their supervisors have the safety leadership skills to build and maintain a strong jobsite safety climate. The Foundations for Safety Leadership (FSL) training program was designed to provide frontline leaders in all sized companies with safety leadership skills. This paper examines the impact of the FSL training by size of business. Methods: Leaders, defined as foremen or other frontline supervisors, from small, medium, and large construction companies were recruited to participate in a study to evaluate the degree to which the FSL changed their understanding and use of the leadership skills, safety practices and crew reporting of safety-related conditions. We used linear mixed modeling methods to analyze pre-post training survey data. Results: Prior to the training, leaders from small and medium sized companies reported using safety leadership skills less frequently than those from large ones. After the training, regardless of business size, we observed that the FSL training improved leaders understanding of safety leadership skills from immediately before to immediately after the training. Additionally, leaders reported greater use of safety leadership skills, safety practices, and crew reporting of safety-related conditions from before to two-weeks after the training. However, those from small and medium sized companies reported the greatest improvement in their use of safety leadership skills. Conclusions: The FSL training improves safety leadership outcomes regardless of the size company for which the leader worked. However, the FSL may be even more effective at improving the safety leadership skills of leaders working for smaller sized construction companies or those with lower baseline levels of safety leadership skills. Practical applications: The majority of construction companies employ a small number of employees and therefore may not have the resources to provide their frontline leaders with the leadership training they need to be effective leaders who can create a strong jobsite safety climate. The Foundations for Safety Leadership (FSL) training can help fill this gap.     

Does employee safety influence customer satisfaction? Evidence from the electric utility industry

ProblemResearch on workplace safety has not examined implications for business performance outcomes such as customer satisfaction.MethodIn a U.S. electric utility company, we surveyed 821 employees in 20 work groups, and also had access to archival safety data and the results of a customer satisfaction survey (n = 341).ResultsIn geographically-based work units where there were more employee injuries (based on archival records), customers were less satisfied with the service they received. Safety climate, mediated by safety citizenship behaviors (SCBs), added to the predictive power of the group-level model, but these two constructs exerted their influence independently from actual injuries. In combination, two safety-related predictor paths (injuries and climate/SCB) explained 53% of the variance in customer satisfaction.DiscussionResults offer preliminary evidence that workplace safety influences customer satisfaction, suggesting that there are likely spillover effects between the safety environment and the service environment. Additional research will be needed to assess the specific mechanisms that convert employee injuries into palpable results for customers.Impact on IndustryBetter safety climate and reductions in employee injuries have the potential to offer payoffs in terms of what customers experience.     

Safety climate at agricultural cooperatives

Introduction: This study identifies determinants of safety climate at agricultural cooperatives. Methods: An extensive survey was designed to build upon past research done in collaboration with DuPont (Risch et al., 2014). In 2014 and 2015, the survey was administered to 1930 employees at 14 different agricultural cooperatives with 154 locations. Injury incidence data were also collected from each location to better understand the overall health and safety environment in this sector. An ordered probit model is used to identify variables that are associated with better safety climates. Results: Safety system components such as discipline programs, inspection programs, modified duty programs, off-the-job safety training programs, and recognition programs are positively related to individual safety climate for both managerial employees and nonmanagerial employees. Variables representing an employee’s agricultural background, distance between their workplace and childhood home, and formal education are not associated with managerial safety climate. However, agricultural background and childhood home distance are associated with nonmanagerial safety climate. Conclusions: Improving occupational health and safety is a priority for many agricultural cooperatives. Lower safety climate emerges as nonmanagerial employees have more experience with production agriculture and work nearer to their home community. Practical applications: Employees of agricultural cooperatives face a host of health and safety challenges that are likely to persist into the future. The safety system components associated with safety climate indicate that continuous feedback is important for improving occupational health and safety. Occupational health and safety programming should also acknowledge that many employees have experiences that influence their attitudes and behaviors.     

The impact of organizational climate on safety climate and individual behavior

Relatively little previous research has investigated the meechanisms by which safety climate affects safety behavior. The current study examined the effects of general organizational climate on safety climate and safety performance. As expected, general organizational climate exerted a significant impact on safety climate, and safety climate in turn was related to self-reports of compliance with safety regulations and procedures as well as participation in safety-related activities within the workplace. The effect of general organizational climate on safety performance was mediated by safety climate, while the effect of safety climate on safety performance was partially mediated by safety knowledge and motivation.     

Evaluation of a healthcare safety climate measurement tool

Problem

Psychometrically validated measurement tools are needed to evaluate an organization's safety climate. In 2000, Gershon and colleagues published a new healthcare safety climate measurement tool to determine its relationship to safe work behavior (Gershon, R., Karkashian, C., Grosch, J., Murphy, L., Escamilla-Cejudo, A., Flanagan, P., et al. (2000). Hospital safety climate and its relationship with safe work practices and workplace exposure incidents. American Journal of Infection Control, 28, 211-21). The present study evaluated the psychometric properties of the Gershon tool when modified to address respiratory rather than bloodborne pathogen exposures.

Method

Medical practitioners, nurses, and nurse aides (n = 460) were surveyed using the modified Gershon tool. Data were analyzed by factor analysis and psychometric properties of the tool evaluated.

Results

Eight safety climate dimensions were extracted from 25 items (Cronbach's alpha range: 0.62 - 0.88). Factor extractions and psychometric properties were reasonably consistent with those of the Gershon tool.

Impact on Industry

The Gershon safety climate tool appears to have sufficient reliability and validity for use by healthcare decision makers as an indicator of employee perceptions of safety in their institution.     

Where to focus? Insights from safety personnel and external safety consultants on lessons learned about safety climate interventions – A qualitative approach

Introduction: Safety climate is important for promoting workplace safety and health. However, there is a dearth of empirical research on the effective ways of planning, designing, and implementing safety climate interventions, especially regarding what is going to be changed and improved. To address this gap, the present study sought to extract a comprehensive pool of compiled suggestions for safety climate intervention based on qualitative interviews with professionals in occupational safety and health management from potentially hazardous industries. Method: A series of systematic semi-structured interviews, guided by a comprehensive sociotechnical systems framework, were conducted with company safety personnel (n = 26) and external safety consultants (n = 15) of 21 companies from various industries. The taxonomy of five work system components of the sociotechnical systems approach served as overarching themes, representing different areas of improvement in an organization for occupational safety and health promotion, with an aim of enhancing safety climate. Results: Of the 36 codes identified, seven codes were based on the theme of external environment work system, four were based on the theme of internal environment work system, five were based on the theme of organizational and managerial structure work system, 14 codes were based on the theme of personnel subsystem, and six were based on the theme of technical subsystem. Conclusions: Safety climate intervention strategies might be most commonly based upon the principles of human resource management (i.e., codes based on the personnel subsystem theme and organizational and managerial structure work system theme). Meanwhile, numerous attributes of external/internal environment work system and technical subsystem can be jointly improved to bolster safety climate in a holistic way. Practical Applications: More systematic and organized management of safety climate would be available when various interrelated codes pertinent to a given context are carefully considered for a safety climate intervention.     

Exploratory analysis of the safety climate and safety behavior relationship

Problem: Safety climate refers to the degree to which employees believe true priority is given to organizational safety performance, and its measurement is thought to provide an “early warning” of potential safety system failure(s). However, researchers have struggled over the last 25 years to find empirical evidence to demonstrate actual links between safety climate and safety performance.Method: A safety climate measure was distributed to manufacturing employees at the beginning of a behavioral safety initiative and redistributed one year later.Results: Multiple regression analysis demonstrated that perceptions of the importance of safety training were predictive of actual levels of safety behavior. The results also demonstrate that the magnitude of change in perceptual safety climate scores will not necessarily match actual changes (r=0.56, n.s.) in employee's safety behavior.Discussion: This study obtained empirical links between safety climate scores and actual safety behavior. Confirming and contradicting findings within the extant safety climate literature, the results strongly suggest that the hypothesized climate-behavior-accident path is not as clear cut as commonly assumed.Summary: A statistical link between safety climate perceptions and safety behavior will be obtained when sufficient behavioral data is collected.Impact on Industry: The study further supports the use of safety climate measures as useful diagnostic tools in ascertaining employee's perceptions of the way that safety is being operationalized.     

A training intervention to improve frontline construction leaders' safety leadership practices and overall jobsite safety climate

Introduction: The 2.5 h Foundations for Safety Leadership (FSL) training program teaches construction supervisors the leadership skills they need to strengthen jobsite safety climate and reduce adverse safety-related outcomes. Methods: Using a quasi-experimental prospective switching replications study design, we examined (1) if FSL-trained jobsite safety leaders would report improved understanding and practice of the FSL leadership skills, safety practices and crew reporting of safety related conditions, and (2) if their crew perceived a change in (a) their supervisors' practices, (b) their own safety practices and reporting of safety-related conditions, and (c) overall jobsite safety climate. Twenty construction sub-contracting companies were recruited and randomly assigned to either an early or lagged-control training group. Participating supervisors and workers completed surveys at multiple time points before and after the FSL training. We used linear mixed modeling to test changes over time. Results: Only supervisors in the early group reported a statistically significant improvement in their understanding and practice of the leadership skills as well as safety practices from before to 2- and 4-weeks post-training. Overall, no significant change was detected in crew-reported outcomes from before to after their supervisors' participated in the FSL training. Conclusions: These results provide evidence that the FSL training can, at least in the short-term, improve construction frontline leaders' jobsite leadership skills. Future research could include an evaluation of FSL refresher activities and a longer-term follow-up. Practical applications: The Foundations for Safety Leadership (FSL) program fills an identified need for construction frontline supervisors to learn and practice critical safety leadership skills on the jobsite. It has already reached over 60,000 leaders and has the potential to reach over 100,000 each year during either an OSHA 30-h or a stand-alone course.     

Road-tunnel fires: Risk perception and management strategies among users

The present study was aimed at investigating road users’ perceptions and behaviors in case of a fire in a tunnel. It is grounded on the idea that in order to effectively prevent accidents and fires in tunnels, it may be useful to take tunnel users’ beliefs, representations, and coping strategies into account [Kouabenan, D.R., 1998. Beliefs and the perception of risks and accidents. Risk Analysis, an International Journal 18, 243–252; Kouabenan, D.R., 2001. Management de la sécurité: rôle des croyances et des perceptions. In : Lévy-Léboyer, C., Huteau, M., Louche, C., Rolland, J.P. (Eds.), RH: Les apports de la psychologie du travail. Les Editions d’Organisation, Paris, pp. 453–474; Kouabenan, D.R., Cadet, B., 2005. Risk evaluation and accident analysis. Advances in Psychology Research 36, 61–80; Kouabenan, D.R., Dubois, M., Scarnato, F., De Gaudemaris, R., Mallaret, M.R., 2007. Methicillin-Resistant Staphylococcus Aureus Risk Perception by Healthcare Personnel in a Public Hospital. Social Behavior and Personality, 35, 1] One hundred and fifty-one road users (firemen, truck drivers, regular drivers, and driving-school students) filled out a questionnaire measuring their perceptions of risks and control in road tunnels, their awareness of safety and rescue devices, their level of anxiety, and their behavioral intentions in the event of a fire in a road tunnel. The results indicated a relationship between fire-risk perception, awareness of rescue and safety devices, and road-tunnel experience; a tendency toward comparative optimism (CO); an effect of perceived control on optimism; and a relationship between CO and awareness of safety devices. A significant interaction was found between tunnel users’ anxiety level and their perceived control over the situation. The evacuation behaviors and coping strategies reported by the participants were far from reflecting the expected behaviors. Recommendations for a long-term prevention policy bearing jointly on beliefs, behaviors, improved information and warning systems are suggested.     

Perceived safety climate, job demands, and coworker support among union and nonunion injured construction workers

PROBLEM: This study evaluated injured construction workers' perceptions of workplace safety climate, psychological job demands, decision latitude, and coworker support, and the relationship of these variables to the injury severity sustained by the workers. METHODS: Injury severity was assessed using the Health Assessment Questionnaire (HAQ), which evaluates functional limitations. Worker perceptions of workplace variables were determined by two instruments: (a) the Safety Climate Measure for Construction Sites and (b) the Job Content Questionnaire (JCQ). RESULTS: The overall model explained 23% of the variance in injury severity, with unique contributions provided by union status, the Safety Climate Score, and Psychological Job Demands. A positive significant correlation was found between injury severity and the Safety Climate Scores (r = .183, P = .003), and between the Safety Climate Scores and union status (r = .225, P < .001). DISCUSSION: There were statistically significant differences between union and nonunion workers' responses regarding perceived safety climate on 5 of the 10 safety climate items. Union workers were more likely than nonunion workers to: (a) perceive their supervisors as caring about their safety; (b) be made aware of dangerous work practices; (c) have received safety instructions when hired; (d) have regular job safety meetings; and (e) perceive that taking risks was not a part of their job. However, with regard to the 49-item JCQ, which includes Coworker Support, the responses between union and nonunion workers were very similar, indicating an overall high degree of job satisfaction. However, workers who experienced their workplace as more safe also perceived the level of management (r = -.55, P < .001) and coworker (r = -.31, P < .001) support as being higher. IMPACT ON INDUSTRY: The findings of this study underscore the critical need for construction managers to alert workers to dangerous work practices and conditions more frequently, and express concern and praise workers for safe work in a manner that is culturally acceptable in this industry. Workplace interventions that decrease the incidence and severity of injuries, but that are flexible enough to meet a variety of potentially competing imperatives, such as production deadlines and client demands, need to be identified.     

Testing safety commitment in organizations through interpretations of safety artifacts

Problem

Safety culture relates to injuries and safety incidents in organizations, but is difficult to asses and measure. We describe a preliminary test of assessing an organization's safety culture by examining employee interpretations of organizational safety artifacts (safety signs).

Method

We collected data in three organizations using a new safety culture assessment tool that we label the Safety Artifact Interpretation (SAI) scale; we then crossed these data with safety climate and leadership evaluations.

Results

SAI were interpreted by employees in accordance with two conceptually distinct themes that are salient in the literature on organizational safety culture: safety compliance and commitment to safety. A significant correlation exists between SAI scores and the organizational safety climate. A similar (though insignificant) relationship was observed between SAI scores and leadership ratings.

Impact on industry

Employee perceptions and interpretations of safety artifacts can facilitate assessments of safety culture and can ultimately lead to understanding of and improvements in the level of organizational safety.     

Perceived organizational support and perceived safety climate from the perspective of safety professionals: Testing reciprocal causality using a cross-lagged panel design

Introduction: The objective of this study was to determine the reciprocal relationship between safety professionals perceived organizational support (POS) and perceived safety climate. Safety professionals are most effective when they perceive support from management and employees and they also attribute most of their success to support from the organization. Their work directly improves safety climate, and organizations with a high safety climate show a higher value for the safety professional. The causal direction of this relationship is, however, unclear. Method: Using a sample of 162 safety professionals, we conducted a cross-lagged panel study over one year to examine whether safety professionals’ POS improves their perceived safety climate and/or whether safety climate also increases POS over time. Data were collected at two points and, after testing for measurement invariance, a cross-lagged SEM was conducted to analyze the reciprocal relationship. Results: Our findings show that safety professionals’ POS was positively related to perceived safety climate over time. Perceived safety climate, however, did not contribute to safety professionals’ POS. Conclusions: This study significantly adds to the discussion about the factors influencing safety professionals’ successful inclusion in organizations, enabling them to perform their work and, thus, improve occupational safety. Practical Applications: Since safety climate increases in organizations in which safety professionals feel supported, this study points out the kind of support that contributes to improved organizational safety. Support for safety professionals may come in classical forms such as approval, pay, job enrichment, and information on or influence over organizational policies.     

System safety assessment using safety entropy

Safety assessment has a primary role in hazardous operations. Most studies on safety assessment focus on risk and accident modeling, in which safety is absent. These top-down methods are highly dependent on the occurred accidents to establish accidental scenarios, which may make the assessment approach lagging behind the evolving modern systems. Moreover, this “special to general” logic is scientifically suspect in safety assessment. There is a call for the development of safety assessment methods in the presence of system safety to complement risk-focused safety analysis. These methods should provide a framework based on a bottom-up approach to examine system safety from the operational perspective. This paper has attempted to provide a potential solution. In particular, a novel concept of safety entropy is proposed to integrate with The Functional Resonance Analysis Method (FRAM), which is used to form the qualitative understanding of a system. A formula consisted of safety entropy, functional conformability, and system complexity has been established to determine the spontaneity of the safety state-changing process. The proposed method is applied to the safety assessment of a propane feed-control system. The results show the applicability of the method. Nevertheless, the model still needs to be further improved to fulfill better support for safety-related decision problems.     

Making safety training stickier: A richer model of safety training engagement and transfer

Introduction: Compared to other types of occupational training, safety training suffers from several unique challenges that potentially impair the engagement of learners and their subsequent application or “transfer” of knowledge and skills upon returning to the job. However, existing research on safety training tends to focus on specific factors in isolation, such as design features and social support. The aim of this research is to develop an overarching theoretical framework that integrates factors contributing to training engagement and transfer. Method: We conducted a comprehensive qualitative review of safety training research that was published between 2010 and 2020. We searched Web of Science, Scopus, and Google Scholar, yielding 147 articles, and 38 were included. We content analyzed article summaries to arrive at core themes and combined them with contemporary models of general occupational training to develop a rich model of safety training engagement and transfer. Results: We propose that training engagement is a combination of pre-training factors such as individual, organizational, and contextual factors, that interact with design and delivery factors. Safety training engagement is conceptualized as a three-component psychological state: affective, cognitive, and behavioral. Organizations should prioritize pre-training readiness modules to address existing attitudes and beliefs, optimize the safety training transfer climate, and critically reflect on their strategy to design and deliver safety training so that engagement is maximized. Conclusions: There are practical factors that organizations can use before training (e.g., tailoring training to employees’ characteristics), during training (e.g., ensuring trainer credibility and use of adult learning principles), and after training (e.g., integrating learned concepts into systems). Practical Applications: For safety training to ‘stick,’ workers should be affectively, cognitively, and behaviorally engaged in learning, which will result in new knowledge and skills, improvements in attitudes, and new safety behaviors in the workplace. To enable engagement, practitioners must apply adult learning principles, make the training relevant, and tailor the training to the job and individual needs. After training, ensure concepts are embedded and aligned with existing systems and routines to promote transfer.     

安全科学基本理论规律研究

通过对事物发展过程中的安全与危险的矛盾运动过程分析,抽象出一些基本概念和事故从孕育到发生发展及结束和后效阶段的基本特征,并对部分事例进行了分析。提出了安全科学的统一规律——安全流变与突变论,并初步建立了安全流变论的数学模型