Search Results (968)

Background: Adverse event reporting is a critical component of patient safety systems; however, nurses’ engagement in reporting is influenced not only by reporting procedures but also by broader organizational characteristics of the nursing practice environment. Although previous studies have examined reporting behaviors in various healthcare settings, limited evidence is available regarding how organizational factors influence nurses’ perceptions of adverse event reporting in post-Soviet primary healthcare systems. Objective: To examine the relationship between the nursing practice environment and nurses’ perceived benefits of adverse event reporting in primary healthcare settings in Kazakhstan and to explore the underlying factor structure of the nursing practice environment within this context. Methods: A cross-sectional survey was conducted among 468 primary healthcare nurses from six major cities in Kazakhstan. Participants were recruited through professional and educational networks using a targeted convenience sampling strategy. The nursing practice environment was assessed using the Revised Professional Practice Environment (RPPE) scale, while attitudes toward adverse event reporting were measured using the Reporting of Clinical Adverse Events Scale (RoCAES), focusing on the perceived benefits of reporting dimension. Exploratory factor analysis was performed to identify the underlying structure of the RPPE scale. Associations between EFA-derived factors and perceived benefits of adverse event reporting were examined using Spearman correlation analysis and multivariable logistic regression with adjustment for age, gender, city, and professional position. Results: Exploratory factor analysis identified three dimensions of the nursing practice environment: Professional Motivation and Teamwork, Interprofessional Conflict and Workplace Relationships, and Staffing Adequacy. Spearman correlation analysis demonstrated significant associations between all three factors and perceived benefits of adverse event reporting. Factor 1 (Professional Motivation and Teamwork) showed the strongest negative correlation with the outcome (r = −0.562, p < 0.001), followed by Factor 3 (Staffing Adequacy) (r = −0.434, p < 0.001), whereas Factor 2 (Interprofessional Conflict and Workplace Relationships) demonstrated a positive correlation (r = 0.227, p < 0.001). In the multivariable logistic regression model adjusted for age, gender, city, and professional position, Factor 1 was negatively associated with favorable perceptions of adverse event reporting (OR = 0.389, p < 0.001), whereas Factor 2 demonstrated a positive association (OR = 1.763, p = 0.002). Factor 3 and demographic variables were not statistically significant. Conclusions: The findings suggest that nurses’ perceptions of the benefits of adverse event reporting are influenced by multiple dimensions of the nursing practice environment. Exploratory factor analysis identified three organizational dimensions—Professional Motivation and Teamwork, Interprofessional Conflict and Workplace Relationships, and Staffing Adequacy—that were associated with reporting perceptions. After adjustment for demographic characteristics, Professional Motivation and Teamwork and Interprofessional Conflict and Workplace Relationships remained independently associated with perceived benefits of adverse event reporting, whereas demographic factors did not demonstrate significant associations. These findings highlight the importance of organizational conditions, communication processes, and professional engagement in shaping nurses’ attitudes toward adverse event reporting. Efforts to strengthen patient safety reporting systems should therefore extend beyond reporting procedures alone and include broader organizational strategies aimed at improving communication, teamwork, and supportive work environments within primary healthcare settings. Full article

Artificial intelligence (AI) is increasingly embedded in marketing work, yet employees who use AI tools may not always disclose AI’s role in producing their outputs. This study examines AI disclosure silence, defined as employees’ intentional withholding of information about the use, role, or contribution of AI tools in work-related outputs after AI has already been used. Unlike AI avoidance or resistance, this construct concerns post-adoption concealment; unlike general employee silence, it focuses on the hidden technological contribution behind visible work. Drawing on Conservation of Resources Theory and Psychological Safety Theory, the study investigates how threat-based conditions, safety and governance conditions, and AI-related capability are associated with AI disclosure silence. Data were collected through a two-wave survey of 635 marketing employees who actively used AI tools at work. The analysis combined measurement validation, Necessary Condition Analysis (NCA), fuzzy-set Qualitative Comparative Analysis (fsQCA), and explainable machine learning. The findings show that no single condition operated as a strong necessary bottleneck. Instead, AI disclosure silence appeared through multiple pathways involving AI anxiety, fear of negative evaluation, perceived creativity threat, perceived job insecurity, low trust in management, weak psychological safety, and unclear AI policy. SHapley Additive exPlanations (SHAP)-based interpretation further indicated that fear of negative evaluation, AI anxiety, perceived creativity threat, and trust in management had the strongest model-based predictive relevance. The study contributes to workplace AI and employee silence research by positioning AI disclosure silence as an emerging post-adoption disclosure construct. It also highlights the need for clear AI disclosure norms, non-punitive managerial responses, AI-assisted authorship guidelines, and psychologically safe AI-governance practices. The findings should be interpreted as configurational and predictive evidence rather than causal effects, and further scale validation across sectors and cultures is encouraged. Full article

Industrial systems such as lean practices, quality systems, workplace safety, and organisational culture are often managed as separate systems; however, in practice, they are interdependent. This study presents a preliminary survey instrument (CiE II) to assess organisational conditions commonly associated with effectiveness in manufacturing systems. A multi-stage refinement process was applied to an initial 107-item survey using pilot data (n = 127) collected from engineering students with work-integrated industry experience. The methodology combined exploratory factor analysis, item response theory, and thematic analysis to improve both statistical and conceptual coherence. The resulting instrument comprised 28 items, making it more suitable for industrial deployment. Analysis of responses (N = 127) identified three common facets that support lean, quality, safety, and culture. These are (i) Integrated Quality and Workflow Management (α = 0.960), referring to workers perceptions that quality standards exist and that they are resourced to meet them; (ii) Safe and Collaborative Work Culture (α = 0.901), referring to perceptions of behavioural norms and that workers will be treated fairly within the team; (iii) Supportive Leadership and Professional Growth (α = 0.852), referring to perceptions that management supports workers’ ongoing professional development. The potential benefit is the provision of a candidate survey that economically covers four key domains of relevance for manufacturing organisations. This has the potential to allow cross-domain correlations and larger-span regression models that integrate the four domains. Full article

This study investigates the relationship between toxic workplace culture and voluntary employee turnover, undermining workforce sustainability in Ghana’s construction industry. While some previous research has found a relationship between a toxic working environment and employee withdrawal habits, few studies have investigated the psychological processes between the toxic work culture and employee turnover in Global South construction companies. Based on the theories of Conservation of Resources and Social Exchange, this research examines the possible mediating factors between the toxic work culture and employee turnover: employee burnout, psychological safety, and job dissatisfaction. Structured questionnaires were used to design a quantitative cross-sectional survey, which was administered to 174 construction workers in Ghana. The data were analysed using mediation regression models based on Ordinary Least Squares (OLS). The findings show that a hostile work environment and a lack of organisational support were the two highest dimensions of work culture assessed as negatively impacting employee burnout, psychological safety, and attrition intentions. Employee burnout was the only significant predictor for voluntary employee attrition (β = 0.3628, p < 0.001), and psychological safety had a significant protective effect (β = −0.1785, p = 0.016). Mediation accounted for 67.4% of the variance in attrition outcomes. This paper shows how a negative organisational climate can undermine the stability of human resources, psychological well-being, and the social dimension of sustainability in construction companies. The results indicate that organisational support, leadership accountability and psychologically safe working environments are important for increasing employee retention and long-term organisational resilience. Full article

Safety behaviour in the workplace is influenced by both individual characteristics and organizational practices; however, the conditions under which these factors interact remain insufficiently understood. Drawing on an interactionist perspective, this study examines whether perceived safety training effectiveness functions as a contextual condition that shapes the influence of personality traits on safety behaviour. A cross-sectional design was adopted, and data were collected through an online questionnaire from 268 workers across diverse professional backgrounds. Measures included safety behaviour, personality traits (neuroticism and conscientiousness), and perceived safety training effectiveness. Data were analysed using descriptive statistics, correlation analyses, multiple regression, and moderation analyses, controlling for age and gender. The results showed that neuroticism was negatively associated with safety behaviour, whereas conscientiousness did not present a significant effect when perceived safety training effectiveness was included in the model. Perceived safety training effectiveness emerged as the strongest predictor of safety behaviour. Importantly, perceived safety training effectiveness moderated the relationship between conscientiousness and safety behaviour, such that its influence was stronger at lower levels of training and diminished as training increased. These findings suggest that perceived safety training effectiveness was associated with a weaker relationship between conscientiousness and safety behaviour. By suggesting that the relationship between personality traits and safety behaviour may depend on organizational conditions, this study contributes to a more nuanced understanding of safety behaviour and highlights the central role of training as a key organizational resource for promoting safer work practices. Full article

Establishing a strong safety culture remains a key challenge for safety professionals in the manufacturing sector. Although safety culture has been examined across South African industries such as food production, aviation and construction, limited research focuses on manufacturing Small and Medium-sized Enterprises (SMEs). This study addresses this gap by examining how employees perceive organizational factors influencing safety culture through a six-factor leadership and safety practices framework. Using a cross-sectional design, data were collected from a convenience sample of 487 employees aged 18–65 years working in South African manufacturing SMEs, recruited through a national market research panel. A structured, self-administered questionnaire measured employee perceptions of organizational factors shaping safety culture and related compliance behaviors. The structural model demonstrated satisfactory reliability and strong model fit, with six core factors identified, namely management commitment, safety incentives, safety training, safety communication with feedback, safety culture, and safety compliance. Findings indicate that stronger safety culture development requires SME leadership engagement, resource allocation and open communication, supported by frequent, context-specific training and intrinsic and extrinsic incentives, while clear, enforceable compliance measures help reduce workplace hazards and maintain regulatory alignment. Full article

Musculoskeletal disorders represent one of the most frequent occupational health problems in labour-intensive industries, particularly in fish processing, where repetitive tasks and prolonged postures are common. The objective was to determine the level of ergonomic risk by applying the Rapid Entire Body Assessment (REBA) method and based on the results, to formulate recommendations aimed at preventing musculoskeletal disorders and improving preventive management within the organization. The assessment included 30 workers distributed across three operational workstations, where the overall average REBA score was 8.60 ± 1.65 (range: 6–12), indicating a predominantly high level of ergonomic risk. In categorical terms, 60.0% of the workers were classified as high risk, 13.3% as very high risk, and 26.7% as medium risk, while none reached negligible or low risk levels. Significant differences were observed between workstations (Kruskal–Wallis H = 16.72, p < 0.001, ε² = 0.545), with the nobbing stage exhibiting the highest biomechanical load (mean REBA = 10.38 ± 1.06). It is concluded that ergonomic risk is structurally integrated into the operational design of the evaluated production system; therefore, ergonomic interventions focused on redesigning workstations, adjusting height, and configuring tasks are recommended to reduce biomechanical exposure and strengthen the organization’s preventive occupational safety framework. Full article

Workplace accidents pose a serious threat to people’s lives and property and hinder social and economic development. Among these accidents, fire accidents are typical due to their sudden occurrence and severe consequences. To better understand accident evolution laws and improve risk prevention, this study analyzes the characteristics of typical national fire accidents based on 2015–2024 accident statistics. A linear-nonlinear combined Autoregressive Integrated Moving Average-Long Short-Term Memory (ARIMA-LSTM) model is established to predict trends of the number of national overall workplace accidents, deaths, injuries, and direct economic losses, and it is compared with Autoregressive Integrated Moving Average (ARIMA), Long Short-Term Memory (LSTM), Seasonal Autoregressive Integrated Moving Average (SARIMA), and Seasonal Autoregressive Integrated Moving Average-Long Short-Term Memory (SARIMA-LSTM) models. The results show that the ARIMA-LSTM model integrates the strengths of linear fitting and nonlinear learning, with stronger explanatory power and higher prediction accuracy, as reflected by lower Mean Squared Error (MSE), Root Mean Squared Error (RMSE), and Mean Absolute Error (MAE) values. This study provides technical support for the precise prevention and control of fire accidents, trend prediction of work safety accidents, and helps to establish a scientific and forward-looking safety risk prevention and control system. Full article

Building a sustainable workplace necessitates a fundamental commitment to employee safety and psychological well-being, particularly in high-risk sectors like construction. While individual unsafe behavior is a primary cause of accidents, the psychological mechanisms linking organizational practices to safety outcomes remain underexplored from an industrial-organizational psychology perspective. This study examines the relationship between safety ritual sense (a psychological outcome of socio-affective organizational practices) and the safety behavior of construction workers, with safety psychological capital (a positive psychological resource) tested as a mediator. Data were collected via questionnaire surveys from 444 construction employees in China and analyzed using structural equation modeling. The results confirm a significant positive correlation between safety ritual sense and safety behavior. Furthermore, safety psychological capital significantly partially mediates this relationship, with its four dimensions—confidence, optimism, hope, and resilience—each playing distinct mediating roles. This research elucidates a critical psychological pathway through which ritualized organizational practices enhance safety performance. It provides empirical evidence that fostering safety rituals to cultivate employees’ psychological capital is an effective industrial-organizational psychology intervention, contributing directly to the development of safer, healthier, and more sustainable modern workplaces. Full article

In response to inherent occupational and operational stress in public safety personnel (PSP), multiple policies and interventions have been implemented, often with sparse or low-quality research. The National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) is a comprehensive framework aimed at promoting mental health and preventing psychological harm in Canadian workplaces. This longitudinal multiple-cohort implementation science project describes mental health strategies implemented and associated organizational outcomes across five PSP organizations implementing change within the standard framework. Data were collected at two levels over a three-year span from the five public safety organizations that identified priority areas for improvement within the Standard based on local data and consultations. The organization selected and implemented a range of proactive mental health interventions, including resiliency training. Individual pre-post surveys assessed a variety of mental health disorders and work-related items. Annual organizational data included sick leave hours and extended health benefits for psychological services. Survey responses were aggregated at the organizational level. Rank-based correlation analyses (Kendall’s tau) described associations among occupational stress, work engagement, stigma, and organizational indicators. Organizations demonstrated multiple indicators of progress in meeting the Standard. Post-mental health symptom scores were positively correlated with extended health costs. Higher organizational stress scores were associated with higher extended health costs (psychological) (τ = 1.0 at pre-intervention; 0.67 post-intervention). Positive changes in organizational stress scores and higher engagement scores over the implementation process were both associated with lower average extended health costs (τ = 1.0/−1.0 respectively). Resilience scores were inversely related to health costs (τ = −0.67), consistent with the protective role of resilience. The Standard can serve as a framework for improving workplace health and safety when integrated with multi-modal action plans and structured resilience programs. Full article

Despite increasing academic interest in return migration, limited understanding remains of how individual resources, workplace experiences, and perceptions of the origin country interact to shape return migration intention among migrant workers in major industrial destinations. This study investigates return migration intention among Myanmar migrant workers in Samut Sakhon Province, Thailand, using a multilevel framework that links micro-level individual and household characteristics, meso-level workplace and social experiences, and macro-level assessments of conditions in Myanmar. A quantitative research design was employed, with data collected from 506 Myanmar migrant workers using proportional stratified random sampling. The data were analyzed using descriptive statistics, chi-square tests, t-tests, and binary logistic regression. The results indicate that the majority of respondents did not intend to return to Myanmar within the next 10–15 years. Workplace discrimination emerged as the strongest positive predictor of return migration intention, while higher income and annual remittance behavior also increased the likelihood of intending to return. Conversely, having family in Thailand, perceived opportunities for job change or promotion, satisfaction with wages and welfare, and perceived safety in Myanmar reduced the likelihood of return migration intention. The findings suggest that future mobility plans cannot be explained solely by economic calculation. They are also shaped by family arrangements, workplace treatment, and migrants’ assessments of the feasibility and desirability of return. The study advances return migration scholarship by demonstrating the pivotal role of workplace discrimination within a multilevel explanation of return migration intention. Full article

Automobile spray painters in small informal workshops in developing countries face high occupational exposure to organic solvents. Although health effects are well known, the influence of workers’ knowledge, attitudes, and practices (KAP) on these effects is less well understood. This study examined spray painters’ KAP regarding organic solvents and health symptoms and assessed workplace safety compliance. A cross-sectional study in Region F, Johannesburg, collected data among 152 spray painters across 47 workshops using a questionnaire and checklist. KAP scores were analysed with multivariable logistic regression to identify associations with eye, skin, respiratory, and CNS symptoms, while controlling for confounders. Workplace controls were inadequate: 64% of workshops conducted spray painting outdoors, while only 17% had a functioning spray booth. Although knowledge scores were high (45.29/50 ± 6.025), practice scores remained low (9.01/20 ± 5.275). After adjustment, higher knowledge was significantly associated with reduced odds of eye (AOR = 0.846), skin (AOR = 0.915), and respiratory symptoms (AOR = 0.890). Better practice scores also correlated with fewer skin symptoms (AOR = 0.891). No KAP construct was linked to CNS symptoms. In the absence of engineering controls, workers’ knowledge is strongly linked to lower reporting of solvent-related symptoms affecting the eyes, skin, and respiratory system. However, knowledge does not appear to influence CNS symptoms, which are probably driven by ambient solvent concentrations that individual behavioural measures cannot effectively manage. Therefore, knowledge acts as a supplementary, rather than a substitute, safeguard where engineering controls are lacking. Interventions should include education and enforceable regulations to empower workers and ensure the use of engineering controls, especially in spray booths. Full article

This study examines organisational and ergonomic predictors of safety compliance in automotive just-in-time (JIT) production environments. Drawing on the theory of safety climate and the literature on organisational control, we developed a multivariate regression model to analyse how managerial commitment, production pressure, technological safeguards, training quality, severity of sanctions, and ergonomic prevention relate to employee safety compliance. A cross-sectional survey was conducted among the employees of five Central European Tier 1 and Tier 2 automotive suppliers (n = 221). The results show that organisational factors play a central role in explaining compliance behaviour. Management commitment and training quality emerged as the strongest positive predictors of safety compliance, while production pressure showed a significant negative association. Ergonomic prevention was also positively related to compliance, suggesting that workplace design and physical risk reduction contribute to safer behaviour. The severity of sanctions showed only a weak relationship with compliance. In general, the findings indicate that supportive organisational practices and preventive safety management are more strongly associated with compliance than sanctions-based control mechanisms alone. The results highlight the importance of integrating management commitment, training systems, and ergonomic design into safety strategies in high-pressure manufacturing environments. Full article

Background: Nurses’ job satisfaction is an important factor associated with motivation, retention, and performance, potentially influencing the quality and safety of healthcare delivery. Identifying organizational and professional determinants of job satisfaction is essential for the sustainability of healthcare systems. Objective: This study aims to describe nurses’ job satisfaction across its multiple dimensions and examine differences in job satisfaction dimensions across sociodemographic and professional groups. Methods: A quantitative, cross-sectional, descriptive–correlational study was conducted with 153 nurses. Data were collected between October and December 2024 using an online questionnaire, with a response rate of 28.9%, which included the Escala de Satisfação dos Enfermeiros com o Trabalho (ESET). Descriptive and inferential statistical analyses were performed, with the significance level set at 0.05. Results: Moderate levels of job satisfaction predominated among participants (75.8%), with 5.2% of participants reporting low satisfaction. The highest mean scores were observed in satisfaction with co-workers and professional recognition, while the lowest scores were found in the recognition and remuneration dimension. Statistically significant differences in mean job satisfaction scores were observed across groups defined by variables such as work setting, work schedule, weekly workload, and employment across multiple workplaces. Conclusions: Nurses’ job satisfaction is multidimensional and varies across different professional and organizational groups. These findings highlight areas of lower job satisfaction that may represent priorities for future organizational assessment and management attention. Full article

This study aims to identify key health and safety challenges and examine root causes while developing a conceptual framework to improve safety. Results of the study will be useful for policy makers, regulatory authorities, construction managers, safety professionals and researchers to improve regulations, safety practices, training programs and policy development. The emerging construction industry in Sri Lanka is facing significant safety challenges for workers, including poor practices, inappropriate conduct, and negative attitudes. The construction industry was selected for this study due to its labor-intensive nature and its consistently high exposure to occupational hazards compared to other industrial sectors. The underlying root causes of these health and safety challenges remain unclear, primarily due to a lack of comprehensive government regulations, which are currently limited to the outdated Factories Ordinance of 1942. Sri Lanka was chosen as the focus of this study because of its rapidly expanding construction sector and outdated regulatory framework; it is also a representative of underdeveloped countries. Several studies have identified contributing factors such as outdated legislation, a shortage of qualified officers, poor attitudes, lack of funding, negligence, and limited awareness. To address this research gap, the safety aspects of the Sri Lankan construction industry have been examined, revealing emerging challenges such as poor safety practices, the presence of foreign workers, and the inadequate use of personal protective equipment (PPE) by staff. A deeper examination of these challenges indicates that sufficient safety budgets reflect leadership attitudes toward preventing injuries, and that targeted safety training for different roles can help mitigate these issues. Accordingly, a conceptual safety framework has been developed. A qualitative, semi-structured interview comprising both open- and closed-ended questions was conducted to gain insights from 26 experts (including engineers, architects, human resource personnel, safety officers, and managers) regarding workplace safety challenges. The interview data was thematically categorized based on the identified safety challenges using NVivo analysis, to determine their root causes and develop strategies to improve workplace safety. To evaluate the emotional tone of participants’ response, sentiment analysis was conducted. Results highlighted participants’ optimism when discussing proactive or successful safety measures, neutrality in objective assessments, and concern or dissatisfaction when addressing safety challenges and organizational shortcomings. Experts recommended that safety education should be introduced in universities and vocational institutes. Firms can incorporate safety training through toolbox talks and induction sessions, and they can allocate a safety budget in their contracts. The study suggests developing a certificate-level safety training module for the construction industry and provides fresh insights into the underlying causes of safety issues in the Sri Lankan construction sector. Furthermore, the study has implications for delivering a health and safety framework for project risk management in developing countries that face budget constraints and limited training and development opportunities for enhancing construction skill sets. Full article