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It is probable that resilience can play a significant role in mitigating the impact of job burnout on workplace safety outcomes. Identification of these relations and paths can be useful for reducing burnout effects and reinforcing safety behavior factors. This study seeks to explore the relationship between job burnout and unsafe behavior, with a specific focus on the mediating role of resilience. This cross-sectional study, conducted in 2023, involved 200 workers in the spinning and weaving industries in central Iran. The study used printed questionnaires distributed to study participants during their rest periods to collect data for further analysis. The questionnaires included demographic information, the Maslach burnout inventory, the Connor-Davidson Resilience Scale, and a set of safety behavior questionnaires. Subsequently, the study analyzed various dimensions of job burnout with respect to unsafety behavior by constructing a theoretical model using AMOS software. The results indicate that three burnout dimensions indirectly influence safety compliance through resilience (P < 0.001). Specifically, depersonalization and personal accomplishment directly and indirectly affect safety participation through resilience and safety compliance (P < 0.001). Resilience had the highest direct and total effect coefficients on safety compliance (0.692 and 0.692), while emotional exhaustion exhibited the highest indirect coefficients (- 0.505). Regarding safety participation, the highest direct coefficient was associated with personal accomplishment (0.406), and the greatest indirect and total coefficients with depersonalization (- 0.370 and - 0.588). By recognizing the differential impacts of various burnout dimensions, tailored interventions can be developed to address specific facets of burnout, thus optimizing safety initiatives. Moreover, the pivotal role of resilience unveils a promising avenue for mitigating the adverse effects of burnout on unsafe behaviors.

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Objectives. The safety behavior scale (SBS), developed by Neal, Griffin and Hart, is one of the most widely used conceptualizations in the field of occupational safety. Previous studies have evaluated the psychometric properties of this scale in different populations. However, few validation studies have been conducted in the Latin American context. To fill these gaps in the literature, this study aimed to assess the validity, reliability and measurement invariance of this instrument in the context of the Latin American mining industry. Methods. Data were collected from 398 workers from Ecuadorian mining companies. The questionnaire was translated into Spanish following a back-translation process. The latent factorial structure of the SBS was explored by estimating a series of confirmatory factor analysis (CFA) and exploratory equation modeling (ESEM) models. Results. The analyses showed that the two correlated first-order factor CFA representation was the most appropriate model for the data. Measurement invariance by age, type of contract and firm size was also confirmed. Conclusions. The SBS is a valid and reliable measure of safety behavior. In addition, this study determined the applicability of this instrument in the Latin American context, which enhances opportunities for future research in the region.

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Objectives. This article aims to prompt first-line workers to go beyond regular job roles and engage in more discretionary safety behavior-safety participation in the Chinese construction industry. The construction industry is a high-risk industry, and first-line workers are more likely to be exposed to workplace hazards. Once accidents happen, the negative consequences would come out. Therefore, employee voluntary safety behavior is focused on in this research. Methods. The present research framework examines the roles of safety leadership and safety management practices from the group and organizational perspectives in predicting the voluntary safety behavior (safety participation) of first-line workers in the Chinese construction industry through casual-chain mediators (safety climate and job satisfaction). In this study, partial least squares structural equation modeling (PLS-SEM) is adopted for data analysis and hypotheses testing. Results. After data analysis, the results show that safety leadership and safety management practices are significantly and positively associated with safety participation of first-line workers through safety climate and job satisfaction. Moreover, safety management practices have a more statistical effect on safety climate compared to safety leadership. Conclusions. These results provide some practical implications for facilitating the workers to conduct safety participation inthe construction industry.

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INTRODUCTION: As the Covid-19 pandemic affects the world, disruptions to work routines impose a psychological burden on people, and thus can affect their job performance and well-being. We conducted an empirical study to explore the links between the experience of Covid-19 and workers' safety behaviors and well-being outcome of job satisfaction. METHOD: Structural equation modelling (SEM) with a sample of 515 safety workers was conducted to simultaneously test the links among these constructs. RESULTS: Experience of Covid-19 was associated with lower employee job satisfaction, explained by higher psychological uncertainty and decreased perception of managerial commitment to safety. Notably, contrasting pathways from experience of Covid-19 to safety behaviors were found. On the one hand, higher psychological uncertainty caused by the pandemic was associated with lower perceptions of managerial safety commitment; and lower perceived managerial safety commitment was linked to reduced safety compliance and safety participation. On the other hand, experience of Covid-19 in this study showed unexpected positive direct links with safety behaviors, which might be explained by workers' enhanced safety knowledge, motivation, and status of mindfulness due to Covid-19 related safety instructions and communications. CONCLUSIONS: This exploratory study helps to deepen the understanding of workplace safety and well-being in the context of pandemic and in times of uncertainty. PRACTICAL APPLICATIONS: The practical insights are useful for applying appropriate strategies for managing the Covid-19 crisis, coping with uncertainties, and building a healthier and safer workplace in the long run.

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INTRODUCTION: Safety participation has gained increasing attention as an important dimension of workers' safety behaviors. Although previous studies attempted to identify factors affecting workers' safety participation, only a few studies paid attention to the psychological mechanisms behind it. Therefore, this study aimed to develop and test a research model that explains how management factors are implicated in workers' safety participation. Specifically, this study focused on project-based organizations (e.g., construction projects) because employee psychological mechanisms may have a unique nature in such transient employment. METHOD: The hypotheses in the research model of the psychological mechanism of construction workers' safety participation are tested using survey data from 261 construction workers. RESULTS: The results indicated that construction workers' safety participation is influenced by project identification after controlling the shared variance of safety compliance. Project identification also mediates the effects of transformational leadership and communication climate on safety participation. PRACTICAL APPLICATIONS: This study offers researchers and practitioners an explanation of how management factors influence construction workers' safety behaviors and clarifies the role of project identification play in explaining the effects of management factors on safety compliance and safety participation.

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Recently, the promotion of safety participation (SP) has become a hot spot in behavioral safety research and safety management practice. To explore the relationship between safety leadership (SL) and SP, a theoretical model was established and 33 articles (35 independent samples) on work safety from 2000 to 2021 were selected for a meta-analysis. By evaluating the impact of SL, which incorporates transformational, transactional, and passive leadership styles, on work safety. The results show that SL has a positive impact on both safety climate (SC) and SP. Both safety transactional leadership (STAL) and safety transformational leadership (STFL) positively impact SP, and the impact of STFL is greater, while safety passive leadership (SPL) has no impact on SP. The study establishes that SC plays a partial mediating role between transformational SL and employee SP. Under the condition of a developed economic level or high-risk industry, SL indicated a greater influence on SP. Hence, it is recommended that when enhancing the SP of employees, the influence of the macro environment and SC should not be undermined.

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Background: This study examines whether employee perceptions of supervisor behavioral integrity for safety moderates the relationship between top-management safety climate and safety performance (i.e., safety compliance and safety participation) and the mediated relationships through safety motivation. Methods: Data collected from 389 blue-collar employees were analyzed using latent moderated structural equation modeling. Results: The results indicate that the relationship between top-management safety climate and safety behavior, and the mediating role of safety motivation were replicated. Moreover, the results show that the mediated relationships between top-management safety climate and safety behaviors through safety motivation were stronger for employees who report high supervisor behavioral integrity for safety. Conclusion: The study findings suggest the role of supervisor behavioral integrity for safety in clarifying how the employee perceptions of top-management safety climate transfer to the employee safety behaviors through the motivational pathway.

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Drawing on conservation of resources theory, this study examined how and when sense of control influence safety behavior (e.g., safety compliance and safety participation). Linear regression analysis was performed on data collected from 481 students in 58 classes at a university. The results indicated that psychological stress mediated the negative effect of sense of control on safety compliance, as well as the positive effect of sense of control on safety participation. They further showed that perceptions of stronger safety regulations heightened the positive relationship between student psychological stress and safety compliance, and buffered the negative effects of psychological stress on safety participation. These results provide a benchmark against which the effectiveness and relevance of epidemic prevention and control in higher education institutions can be assessed.

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BACKGROUND: Nowadays, although the effect of positive safety culture on improving safety performance has been confirmed, the mechanisms of this effect are somewhat ambiguous. OBJECTIVES: This study aimed to investigate the direct and indirect effects of safety culture on safety performance based on a sociotechnical and macroergonomics approach. METHODS: The participants consisted of 276 workers, supervisors, and managers in an oil and gas refinery complex. The data collection conducted using questionnaires including safety culture in accordance with the organization's sociotechnical characteristics with 12 dimensions (effectiveness of safety management, management's attitude towards safety, training, awareness and safety policy, peer support, work schedule, job demands, confrontation of tasks and safety, behavioural features and commitment to safety, work equipment and tools, personal protective equipment, workplace hazards, and external environmental factors), safety motivation and safety knowledge as mediators between safety culture and safety performance, and safety compliance and safety participation as the components of safety performance. RESULTS: The examination of paths in three structural models indicated that in the presence of the direct effect, the indirect paths were not approved due to the lack of confirmation of safety motivation ⟶ safety performance and safety knowledge ⟶ safety performance. In the model without the direct effect, indirect paths were confirmed; however, a low amount of safety performance variance was explained by safety culture. CONCLUSIONS: The safety culture tool explained the highest value of variance for the direct path due to the use of industry-related factors.

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Leadership is a necessary element for ensuring workplace safety. Rather little is known about the role of leadership safety behaviours (LSBs) in the mining industry. Using regression analysis and structural equation modelling analysis, this study examined the cause-and-effect relationships between leadership safety behaviours and safety performance. Data were collected by questionnaires from 305 miners in China. Data were analysed using exploratory factor analysis and confirmatory factor analysis, which identified five main dimensions of LSBs: safety management commitment, safety communication with feedback, safety policy, safety incentives, and safety training; the analysis also identified three main dimensions of safety performance: employee's safety compliance, safety participation, and safety accidents. The results showed the overall effects of each LSB variable on safety compliance in descending order as: safety training (0.504), safety incentives (0.480), safety communication with feedback (0.377), safety management commitment (0.281), and safety policy (0.110). The overall effects of each LSB variable on safety participation in descending order were: safety training (0.706), safety incentives (0.496), safety management commitment (0.365), and safety policy (0.247). Furthermore, we found that safety management commitment and safety incentives increased employees' safety behaviours, but this influence was mediated by safety training, safety policy, and safety communication with feedback.

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Purpose: To analyze the impact of leadership safety commitment on miners' safety participation behavior and to explore the mediating effect of miners' psychological safety and the moderating effect of perceived supervisor safety attitude (PSSA) and perceived coworker safety attitude (PCSA). Methods: A total of 1446 valid questionnaires were collected from miners working in state-owned mines in China from August to October 2019. A variety of scales were used to measure the variables, including "Our management has strict requirements for safe work when working backward", "I made mistakes in the team, and other coworkers often have opinions about me", "I will be regarded as a troublemaker if I raise safety issues", "When we complete work safely, the supervisor is satisfied", "My coworkers sometimes ignore safety rules". Results: Leadership safety commitment has a significant positive effect on miners' safety participation behavior; psychological safety of miners partially mediates the relationship between leadership safety commitment and the safety participation behavior of miners; and PSSA and PCSA moderate the intermediary effect of miners' psychological safety on leadership safety commitment and miners' safety participation behavior. When PSSA or PCSA is positive, the mediating effect of psychological safety is stronger. Conclusion: This paper analyzes miners' safety participation behavior from the perspective of resilience and discusses the impact of leadership safety commitment on miners' safety participation behavior. These offer theoretical guidance and inspiration for the management of organizations to enhance the positive effects of workplace leadership safety commitment and improve miners' safety participation behavior.

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Objectives: Construction is one of the unsafe industrial sectors, causing a considerable amount of harm to its workforce and organizations globally. Only a handful of research evidence has been found evaluating individuals' cognitive and engagement-related constructs to improve occupational safety. Psychological Capital (PsyCap) can have a promising impact on construction workers' psychological health, possibly leading to positive performance. Limited studies have tested PsyCap and work engagement regarding safety specifically in the context of the construction industry, with non-harmonious findings. Methods: The proposed framework was assessed through the structural equation modeling (SEM) technique along with bootstrapping for mediation analysis. Responses were collected from different states of Malaysia from 345 construction workers. PsyCap dimensions (hope, efficacy, resilience, and optimism) were measured in connection with safety compliance and safety participation, with the mediating role of work engagement. Results: According to findings, hope, optimism, and work engagement have a positive and significant impact on safety compliance. Also, hope, self-efficacy, resilience, optimism, and work engagement have a positive and significant impact on safety participation. Further, self-efficacy and optimism both have a positive impact on work engagement. Conclusions: PsyCap can be a possible predictor for work engagement, which may enhance safety-related behavior. PsyCap should be treated as a multidimensional instrument to enhance occupational safety. In-depth deliberation is needed by the organization while applying PsyCap to enhance employees' work engagement as well as safety behavior. Practical interventions based on interactive training are proposed to enhance construction industry safety. Other industries can also adapt suitable dimension(s) of PsyCap to safety behavior improvements.

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Objective. The purpose of the study is to examine the relationships between safety behaviours (safety compliance and safety participation), their determinants (safety motivation and knowledge of safety) and their antecedent (safety training) affecting employee safety productivity, an economic benefit of occupational health and safety (OHS). Methods. The study was carried out with employees participating in the basic OHS training, which is mandatory every 2 years for all personnel due to the related legal obligation. The data required for the research purpose were collected by surveying 453 employees. The collected data were then tested using the methods of exploratory factor analysis and confirmatory factor analysis. Results. The findings of the analyses showed that safety training, safety knowledge, safety motivation and safety compliance affect the improvement of employee safety productivity, one of the economic benefits of OHS. The study also suggested that safety participation does not influence the improvement of employee productivity. Furthermore, a new scale concerning employee safety productivity has been brought to the safety literature. Conclusion. It is suggested that organizational managers wishing to increase employee safety productivity focus particularly on training regarding the safety knowledge, skills, motivation and compliance of employees.

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Introduction: Buildings and infrastructure are the primary focus of the construction industry, which also includes related activities such as design, planning, demolition, renovation, maintenance, and repair. Safety performance is crucial to the industry's ability to work effectively in spite of hazardous conditions on the job site during any given project. Improving construction workers' safety performance in Malaysia requires an in-depth examination of the interplay between workers' psychological capital, work pressure, employee engagement, and safety participation. Methods: Administrative and field workers from different divisions across Malaysia's six regions were randomly sampled to collect data for this study. The workers were given a total of 500 questionnaires, of which 345 were returned to the team of researchers. Based on the data analysis, there is an effective interaction between the factors tested toward safety performance. Results: According to findings, psychological capital positively and significantly affected workers' work engagement. Also, work engagement greatly impacted both workers' safety performance outcomes. Also, as expected, worker pressure significantly and negatively affected workers' safety performance. Discussion: Insights gained from this research have helped us better organize work and involve employees in safety activities/policies to boost workplace safety performance. The study also suggested that firms should reduce their employees' workloads because doing so would not lower their Psychological Capital but would instead fortify them to better carry out their duties in a risk-free manner.

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Objectives. This study explores the effects of employee perception of the management's safety priority, safety rules and safety training on safety participation and safety behaviour decided by management, as well as the mediating role of safety training on the other four dimensions. Methods. The study covers employees working in 27 metal companies classed as hazardous/very hazardous in Turkey. The research data were collected by surveying 822 employees in the metal sector. Collected data were tested through explanatory and confirmatory factor analyses, in that order. Results. The findings of this analysis indicated statistically direct, positive effects of safety priority on safety rules and safety training, such an effect of safety rules on safety training, and again such effects of safety training on safety participation and safety behaviour. Besides, indirect relationships were detected between safety priority and safety rules and safety participation, and safety behaviour through the mediating role of safety training. Conclusion. Employee participation in health and safety issues as well as safe behaviour in the workplace depend on management prioritizing health and safety issues as much as production, formulating safe working rules, procedures and practices using comprehensive and regular training programmes.

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Recent research has shown that the reported participation of employees in voluntary safety activities is related to the prevention of accidents and injuries. Encouraging such participation, then, is beneficial to organizations. A key question, therefore, is why employees should choose to report that they engage in such activities: what is their motivation given such activities are not compulsory? We used social exchange theory (SET) and organizational support theory (OST) to develop a model linking perceived organizational support to reports of safety participation. SET postulates that the benefits given (by an organization) are reciprocated with potential benefits to the giver as a result. OST emphasizes that feeling obliged is a key part of why people reciprocate the perceived support they get from their organization. Voluntary safety activities have the potential to benefit an organization, so for the first time, we test whether there is a link between perceived organizational support and the reported participation of employees in such activities, and whether the relationship is mediated by felt obligation. We also test whether another key SET motivation to reciprocate, the anticipated reward, is involved in mediating the relationship. A structural equation model with a sample of 536 workers from a Belgian public company, involved in the production and distribution of safe drinking water and in waste water treatment, supported the hypotheses of the authors. The model showed that felt obligation mediated the relationship between perceived organizational support and safety participation reports, and that the anticipatory reward, in the form of perceptions that management was committed to safety, also mediated the relationship between perceived organizational support and safety participation reports. These processes were shown to be separable from employee job engagement and employee perspectives on whether or not voluntary safety activities were part of their job. The findings add to the understanding of why employees choose reported participation in voluntary safety behaviors and also, add to the literature on OST by demonstrating for the first time the involvement of felt obligation and perceived management commitment to safety as mediators between outcomes and perceived organizational support.

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This research aimed to examine the effects of paternalistic leadership on the safety participation of high-speed railway drivers. Survey data were collected from 601 drivers in major Chinese rail companies. Structural equation modeling was conducted to analyze the influence of paternalistic leadership on safety participation via leader-member exchange (LMX). The results indicated that moral leadership directly promotes safety participation. Besides, benevolent leadership was positively associated with safety participation. Also, LMX partially mediates the positive relationship between benevolent leadership, moral leadership, and safety participation. Therefore, paternalistic leadership promotes the safety participation of high-speed railway drivers.

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BACKGROUND: A number of accidents have occurred in small and medium enterprises (SMEs). Efforts in reducing accidents have been undertaken through the implementation of safety behaviors. Unfortunately, few studies have examined motives behind unsafe behaviors, such as safety silence motives. This study aimed to observe the motives underlying safety behaviors, namely safety silence motive (SSM) (SSM-relation, SSM-climate, SSM-issue, and SSM-job) and to evaluate the effect of SSM and safety communication on safety participation in different industrial sectors and scales. MATERIALS AND METHODS: Eighty workers from two industrial sectors and scales of SMEs were involved. They were instructed to fill out a set of questionnaires. A five-Likert scale was used to respond. An independent t test was applied to find any significant differences. The partial least square-structural equation modeling for multigroup was used to develop a model on relations among the variables. RESULTS: The results showed that SSM scores were high in SMEs, and the scores were different across industrial sectors and scales. SSM had a negative influence on safety communication, and safety communication positively influenced safety participation. CONCLUSION: The study of SSM, safety communication, and safety participation in different sectors and scales should be separated in SMEs.

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The effective improvement of employee behavioral compliance and safety performance is an important subject related to the sustainable development of the construction industry. Based on data from a Chinese company (n = 290), this study used a partial least squares-structural equation model to clarify the relationship among safety participation, job competence, and behavioral compliance. Empirical analysis found that: (1) safety participation had a significant positive impact on employees' behavioral compliance; and (2) job competence played a partial mediating role between safety participation and behavioral compliance. By selecting two new perspectives of safety participation and job competence, this study derived new factors affecting behavioral compliance, constructed a new theory about safety management, and conducted an in-depth discussion on improving behavioral compliance theoretically. Practically, the research put forward a new decision-making model, deconstructed the mechanism between safety participation and behavioral compliance, and provided new guiding strategies for improving employee behavioral compliance.

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Safety compliance (SC) and safety participation (SP), which are key factors predicting safety outcomes (e.g., accidents, injuries and near misses), are related but distinct. However, which component is more significant remains controversial. Job burnout is a typical occupational psychological syndrome of employees that impacts safety outcomes, but the role that it plays in the relationship between SC, SP and safety outcomes is ambiguous. To clarify these relationships, Chinese coal mine workers were sampled. Then, hypotheses on the influencing mechanisms were initially proposed and later tested empirically. To conduct this testing, SC and SP scales were revised, and a job burnout scale was developed. The results showed that there were significant relationships between workers' SC and SP and safety outcomes; meanwhile, exhaustion, cynicism and low professional efficacy had significant effects on these relationships. Job burnout acted as a significant and indispensable moderator. Moreover, workers' occupational psychological health condition should be considered when improving safety outcomes.

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