Canadian statistics on patient safety in acute care hospitals are alarming. Hospital safety concerns are not isolated to patient safety. Occupational safety is also important. With increasing shortages of nurses, stress in the work place is growing. Nurses report high levels of absenteeism of 14.5 days per year. The importance of a just and fair culture and the role of nurse leaders have been emphasized in safety literature. Although deemed important, studies of nurse leaders and patient outcomes are limited. The influence of interactional justice in the workplace on nurse and patient safety has not been studied. The purpose of this study was to test and refine a model developed from the literature which explains the impact of perceived interactional justice, relational leadership, and quality of nurse manager – clinical nurse relationships on the nursing work environment and ultimately patient and nurse safety outcomes. The model was tested on a random sample of 266 Ontario acute care registered nurses. Findings indicated the model reasonably fit the observed data, however could benefit from further refinement. The addition of 2 pathways (span of control to nurses’ intent to leave and number of medication errors to nurse emotional exhaustion) and trimming of the insignificant paths improved the overall model fit. The resulting model indicates that resonant leadership style and interactional justice improves the quality of nurse leader-nurse relationships which in turn improves quality of the nurses’ work environment and safety climate. A positive safety climate led to a decrease in the number medication errors and nurses’ intentions to leave their unit. A higher quality work environment predicted lower nurse emotional exhaustion. Additionally, higher numbers of medication errors led to an increase in nurse emotional exhaustion. This suggests that distress may be associated with making a medication error or fear of consequences. As well, larger manager spans were associated with less nurse intent to leave. As the span increased, the number of support personnel also increased. Contrary to other research findings, this result suggests that supportive personnel may mitigate the effect of large manager spans of control on nurses’ intent to leave their units.

The aim of the present study was to propose a model on safety climate by investigating the relationship between safety climate perceptions of employees and their safety-related behaviors in the workplace. Additionally, effects of fatalism views and risk taking/sensation seeking tendencies on safe behaviors were analyzed. The possible moderating effects of these variables on safety climate-safe behavior relationship were also investigated. A total of 185 blue-collar employees working in a manufacturing firm participated in the study. Participants filled out the questionnaires including scales of safety climate, cultural values (fatalism, individualism, hierarchy, and egaliterianism) and dimensions (collectivism, power distance, and uncertainty avoidance), and risk taking/sensation seeking. The outcome variables included self-reported compliance with safety rules and self-reported percentage of safety equipment use. Safety climate perceptions predicted compliance with the safety rules. Also, sensation seeking tendencies were found to predict use of protective equipments. The hypothesized relationships concerning fatalism views and moderations were not confirmed in the present study. In addition to the hypotheses, safety climate perceptions tended to be more positive as collectivism, power distance increased, and uncertainty avoidance of the employees increased. Sensation seeking tendencies were higher for employees who reported less equipment use. Employees who reported to have had an accident had higher risk taking scores than employees who reported not to have had an accident involvement. The results are discussed with the implications and contributions of the study. Limitations of the study are presented along with some suggestions for future research.

The aim of the present study was to examine both the individual and organizational level factors contributing to the safety related behaviours of nurses. Effects of the individual level factors on safety behaviour of nurses were analyzed within the theoretical framework of Ajzen&rsquo / s (1991) Theory of Planned Behaviour (TPB) and effects of the organizational level factors were analyzed through safety climate perceptions of the nurses. Data were collected from nurses (N=274) of two different private hospitals located in Ankara and their first line supervisors (N=34).Participants filled out the questionnaires including scales of TPB (i.e., subjective norm, attitude toward the behaviour, perceived behavioural control, and intention), safety climate perceptions and compliance to Standard Safety Precautions. The outcome variable was the compliance to the Standard Safety Precautions as rated by the first line supervisors of the nurses. Subjective norm was found to be the only significant predictor of the nurses&rsquo / intention to adhere to the Standard Safety Precautions. Contrary to the hypothesized relationships, intention and perceived behavioural control did not contribute significantly to the prediction of safety behaviour rated by the first line supervisors. Furthermore, teamwork dimension of safety climate perceptions was found to be the only significant predictor of compliance to the Standard Safety Precautions. The results are discussed with practical implications of the findings.Contributions of the study are presented followed by the limitations and some future research suggestions.

Occupational stressors have been extensively studied as predictors of safety performance and employee well-being in previous research. However, many newly introduced organizational constructs that have the characteristics of an occupational stressor have rarely been studied as such, especially from a within-person perspective. The current study focused on three occupational stressors in relation to safety performance. Based on previous literature, I proposed that within individuals, compulsory citizenship behavior, illegitimate tasks, and interpersonal conflict at work as occupational stressors would have negative effects on employees well-being and safety performance through negative emotions (anger), job attitudes (job satisfaction and organizational commitment) and role stressors (role conflict and role ambiguity). In addition, reception of organizational citizenship behavior (ROCB) and perceived safety climate were hypothesized to moderate the relationships of the three occupational stressors with safety performance and employee well-being. Seventy-one nurses were recruited, and data were collected from their survey responses about their daily experiences on the focal variables for 9 shifts over three consecutive working weeks. Results showed that within individuals, the three occupational stressors were positively associated with employee burnout and physical symptoms, and evidence was found that those associations might be mediated by anger, job satisfaction and role conflict. Further, ROCB was found to moderate some of the associations of occupational stressors with safety performance and employee well-being. However, the current study failed to find support for any of the hypotheses regarding perceived safety performance as a moderator in this sample. Findings, limitations and future directions were discussed.

This thesis presents a program of research exploring the multilevel organisational structure of fleet safety management. The aim of this research was to investigate three current fleet safety initiatives, and individual and contextual factors influencing safe driving behaviour in a work vehicle. Three studies were conducted to achieve this aim. This research utilised a sample of employees from a range of Queensland Government agencies.----- Study one evaluated three current fleet safety initiatives within the Queensland Government. From a sample of fleet co-ordinators (N=24) and drivers (N=88), this study established the extent to which specific psychological processes underlying the fleet safety initiatives were adopted, and the attitude change associated with their use. This study found mixed support for the Hypotheses, with the influence of the fleet safety initiatives on fleet co-ordinators' and drivers' attitude change being consistent with processes associated with the persuasive communication framework, and behaviour management. However, the study found no support for the behavioural management processes hypothesised to underlie the incentive scheme (CPP). The findings of the study suggested that while fleet safety initiatives can have an influence on fleet co-ordinator and driver attitude change, their impact depends on the extent to which safety issues are viewed as relevant, and the extent to which there is reinforcement within the organisational environment to support these safety initiatives. Therefore, the findings from this study, combined with existing research into the impact of safety climate, suggest the workplace context needs to be taken into account. For this reason, study two investigated the role of perceptions of the safety climate, in addition to individual attributes, as predictors of self-reported crash involvement.----- Study two applied a framework incorporating driver attributes, including attitudes towards traffic safety and self-efficacy, and drivers' perceptions of the safety climate, as predictors of self-reported crashes in a work vehicle. Within this framework, drivers' perception of the safety climate, and their individual attributes were conceptualised as antecedents of driving performance, and driver safety motivation and knowledge mediated the relationship between these factors and self-reported crashes. A total of 385 drivers participated in this study, which found motivation to drive safely mediated the relationship between driver attributes and self-reported crashes. The initial analysis did not find a significant relationship between safety climate and safety motivation. However, posthoc analyses exploring this non-significant relationship found managerial safety values could be distinguished from other facets of the safety climate construct. Subsequently, the results indicated managerial safety values predicted safety motivation, when drivers perceived a strong safety climate. This study provided a more thorough understanding of the variables predicting driver behaviour at an individual level of analysis. However, a shortcoming is the study did not consider the various influences impacting on drivers' safety perceptions, and individual attributes within the context of the work environment.----- Study three extended on the framework established in study two, and investigated the contribution of leader attributes to the prediction of drivers' safety perceptions, and individual attributes. The leader attribute measures, specifically, perceptions of the safety climate, motivation, knowledge, and work overload were collected from a sample of fleet co-ordinators (N=52) and supervisors (N=88). Through multi-level analyses, both supervisors and fleet co-ordinators were shown to influence the safety perceptions and individual attributes of individuals who drive work vehicles. Support was found for positive relationships between supervisor safety knowledge, and the individual attributes. However, there was a large amount of variation due to group membership unaccounted for by supervisor safety knowledge and the safety performance factors investigated within the supervisor groups. These findings suggested supervisors may not be interacting with drivers in relation to fleet safety matters, but that other factors associated with work group membership are having an impact on drivers' safety perceptions. In comparison, there was a small amount of variation accounted for by fleet co-ordinator group membership. However, the results suggested the fleet co-ordinator leader attributes accounted for a high percentage of this variation in group membership. Support was found for a positive relationship between fleet co-ordinator safety perceptions, and driver safety perceptions. Other results found fleet co-ordinators were engaging in higher workloads to enhance the safety perceptions, and attitudes towards traffic safety of drivers within their groups.----- Overall, these studies establish a multilevel organisational process of effect, whereby individual and leader attributes, and organisational initiatives all play a role in influencing the safety performance of work-related drivers. The results also indicated an unclear structure in the management of fleet safety, as perceived by drivers, and through the roles and responsibilities of supervisors and fleet co-ordinators. The implications of these results for the management of fleet safety are discussed.

Made available in DSpace on 2014-12-17T14:47:06Z (GMT). No. of bitstreams: 1 LivaGGF_DISSERT.pdf: 1222166 bytes, checksum: 880b584c8c56e4cbea7f570ca7c755fe (MD5) Previous issue date: 2014-04-04 / Since the publication of the report "To Err is Human" by the Institute of Medicine (IOM) , which estimated that between 44.000 to 98.000 Americans die annually as a result of errors in health care, patient safety spent gaining prominence, emerging studies assess the safety culture by measuring the safety climate. In this context, the aim of this study was to identify safety culture perceived by nursing professionals working in the intensive care unit of a maternity school in Natal/RN through the Security Attitudes Questionnaire (SAQ). This was a descriptive study, cross-sectional and quantitative approach undertaken in the Intensive Care Unit Maternal and Neonatal a maternity school in Natal/RN. The project was submitted to and approved by Brazil Platform Zip/UFRN under number 309 540 and CAAE 16489713.7.0000.5537. It was used to collect data two instruments: a questionnaire in order to collect socio-demographic data of the subjects and the Question?rio Atitudes de Seguran?a , a cultural adaptation to Portuguese of the instrument of the World Health Organization titled Safety Attitudes Questionnaire - (SAQ ) Short Form 2006. The collected data were analyzed quantitatively by the organization in electronic databases in Microsoft Excel 2010 spreadsheet and exported to statistical software for free access to be coded, tabulated and analyzed using descriptive statistics. The study included a total of 50 nurses, 31 and 19 of the NICU Maternal ICU, predominantly female, mean age 35 years, median time of 10 years training and working in maternity, mostly, less than 05 anos. As a result, two articles were produced. The first refers to the first two domains of the instrument entitled "climate of teamwork" and "climate security" . The scores of the two areas were slightly higher in Maternal ICU compared to the NICU, but no sector has reached the ideal minimum score of 75: in the first domain Maternal ICU had an average of 74.77, with medians of 75 and 100, while Neonatal ICU reached an average of 69.61 with median also 75 and 100, while the second field means were 69.35 and 66.01 for Maternal and Neonatal ICUs respectively, with a median of 100 in the two sectors. The second article relates to the field "Perception Management Unit and Hospital", which 9 assessed the perception of management units and motherhood by professionals. In general, the items of the domain in question also obtained scores below the ideal minimum: 63.68 to 51.02 and maternal ICU for neonatal, featuring a clear separation between the management and the professionals who work in direct care. These findings indicate a warning sign for the institution and point to the need to implement actions aimed at patient safety / A partir da publica??o do relat?rio Errar ? Humano pelo Institute of Medicine (IOM), o qual estimou que entre 44.000 e 98.000 americanos morrem anualmente em decorr?ncia de erros da assist?ncia ? sa?de, a seguran?a do paciente passou ganhar destaque, surgindo estudos que avaliam a cultura de seguran?a atrav?s da mensura??o do clima de seguran?a. Nesse contexto, o objetivo deste estudo foi identificar a cultura de seguran?a percebida pelos profissionais de enfermagem que atuam nas unidades de terapia intensiva de uma maternidade-escola em Natal/RN, atrav?s do Question?rio Atitudes de Seguran?a (SAQ). Tratou-se de um estudo do tipo descritivo, transversal, com abordagem quantitativa, realizado nas Unidades de Terapia Intensiva Materna e Neonatal de uma maternidade-escola na cidade de Natal/RN. O projeto foi submetido ? Plataforma Brasil e aprovado pelo CEP/UFRN sob o n?mero 309.540 e CAAE 16489713.7.0000.5537. Utilizaram-se para a coleta de dados dois instrumentos: um question?rio com a finalidade de coletar dados sociodemogr?ficos dos sujeitos e o Question?rio Atitudes de Seguran?a, uma adapta??o transcultural para a l?ngua portuguesa do instrumento da Organiza??o Mundial da Sa?de intitulado Safety Attitudes Questionnaire (SAQ) Short Form 2006. Os dados coletados foram analisados quantitativamente atrav?s da organiza??o em banco de dados eletr?nico no Microsoft Excel 2010 e exportados para planilha do SPSS (Statistical Package for the social sciences) vers?o 2.0 para serem codificados, tabulados, e analisados mediante estat?stica descritiva. Participaram do estudo 50 profissionais de enfermagem, sendo 31 da UTI Neonatal e 19 da UTI Materna, predominantemente do sexo feminino, com idade m?dia de 35 anos, tempo de forma??o m?dio de 10 anos e que trabalhavam na maternidade, em sua maioria, havia menos de 5 anos. Como resultado, foram produzidos dois artigos. O primeiro refere-se aos dois primeiros dom?nios do instrumento, intitulados Clima de trabalho em equipe e Clima de seguran?a . Os escores dos dois dom?nios foram ligeiramente mais elevados na UTI Materna se comparada ? UTI Neonatal, por?m nenhum setor atingiu o escore m?nimo ideal de 75: 7 no primeiro dom?nio a UTI Materna obteve m?dia de 74,77, com medianas de 75 e 100, e a UTI Neonatal atingiu m?dia de 69,61 com medianas tamb?m de 75 e 100; enquanto que no segundo dom?nio as m?dias foram de 69,35 e 66,01 para as UTIs Materna e Neonatal respectivamente, com mediana de 100 nos dois setores. O segundo artigo diz respeito ao dom?nio Percep??o da Ger?ncia da Unidade e do Hospital , que avaliou a percep??o da ger?ncia das unidades e da maternidade por parte dos profissionais. Em geral, os itens do dom?nio em quest?o tamb?m obtiveram escores aqu?m do m?nimo ideal: 63,68 para a UTI Materna e 51,02 para a Neonatal, caracterizando um evidente distanciamento entre a gest?o e os profissionais que atuavam na assist?ncia direta. Tais achados indicam um sinal de alerta para a institui??o e apontam para a necessidade de implementar a??es que visem a seguran?a do paciente

Introdução: A segurança do paciente tornou-se uma preocupação formal em diversos sistemas de saúde no mundo nas últimas décadas. Em 2004 a Organização Mundial da Saúde (OMS) propõe a Aliança para segurança do paciente e aponta a avaliação da cultura de segurança nas instituições de saúde como um dos aspectos chave para esse processo. Método: pesquisa transversal de abordagem quantitativa, realizada em um hospital de ensino no interior do estado de são Paulo entre os meses de março e abril de 2014. A população de estudo foi composta por todos os profissionais que faziam parte da escala de trabalho das unidades de terapia intensiva (UTI) adulto, pediátrica e neonatal e não se enquadravam no critério de exclusão (menos de 6 meses na unidade). Foram aplicados dois instrumentos para avaliação da cultura e clima de segurança do paciente, o Hospital Survey on Patient Safety (HSOPSC) e o Safety Attitudes Questionnaire (SAQ), e um instrumento para levantamento das informações sociodemográficas e profissionais. Para a análise de dados utilizou-se o teste de confiabilidade das escalas pelo Alfa de Cronbach. Foi verificada a presença de associações das escalas com variáveis de estudo pelo qui-quadrado de Pearson ou teste exato de Fischer nas variáveis qualitativas, a ANOVA para as variáveis quantitativas. A presença de correlação entre os instrumentos SAQ e HPSOPSC foi verificada pelo teste de correlação de Pearson. Resultado: os dados sociodemográficos quanto a sexo e idade e cargo foram homogêneos nas três UTI. A UTI Neonatal possuía profissionais com mais tempo de trabalho na unidade e na especialidade quando comparada as demais unidades. Ambas as escalas apresentaram boa confiabilidade pelo alfa de Cronbach, 0,853 para o SAQ e 0,889 para o HSPOSC. Na análise dos domínios do SAQ, observou-se pontuação 62 para as Condições de Trabalho e para Percepções da Gerência, enquanto para o HSPOSC a dimensão Resposta não punitiva aos erros obteve o menor percentual de repostas positivas (29,6%), e as dimensões Abertura da comunicação e Retorno da comunicação e das informações sobre o erro uma proporção de neutros maior de 30%. A nota total de segurança do paciente pelo HSPOSC foi de 85% (somados ótima e muito boa). Analisando-se o comportamento das UTIs através de cada escala, a UTI Neonatal apresentou maior satisfação no trabalho do que as demais UTIs. A UTI Adulto apresentou menores pontuações em cada domínio quando comparada com as demais e para os domínios do HSPOSC somente o domínio Abertura de comunicação obteve uma proporção de respostas positivas discretamente superior às demais UTIs. A correlação entre as escalas através da correlação de Pearson foi de força moderada (coeficiente de Pearson de 0,656). As respostas abertas evidenciaram que as mudanças ocorridas no hospital em decorrência dos processos de acreditação, contribuíram para a melhor percepção dos profissionais sobre a segurança do paciente. Conclusões: há diferenças de percepções quanto a segurança do paciente entre as UTIs dentro de um mesmo hospital, o que corrobora com a existência de microculturas locais. As escalas de avaliação de clima/ cultura de segurança do paciente parecem medir fenômenos semelhantes. / Introduction: Patient safety has become a formal concern in several health systems in the world, in the last decades. In 2004 the World Health Organization (WHO) proposes the Alliance for patient safety and aims safety culture evaluation in healthcare institutions as one of the key aspects to this process. Method: Cross-sectional quantitative research approach, performed in a teaching hospital in São Paulo State between the months of March and April 2014. The study population was composed of all the professional who were part of the work schedule of intensive care unit (ICU) adult, pediatric and neonatal and did not fit the exclusion criteria (less than six months in the unit). Two instruments for assessing the culture environment and patient safety, the Hospital Survey on Patient Safety (HSOPSC) the Safety Attitudes Questionnaire (SAQ), and an instrument for survey of demographic and professional information were applied. For data analysis, the test of reliability of the scales by Cronbachs alpha was used. The presence of associations of scales with study variables was checked by Pearsons chi-square test or Fishers exact test in the qualitative variables, the ANOVA for quantitative variables. The presence of correlation between the SAQ and the HPSOPSC instruments was tested by Pearson correlation test. Result: sociodemographic data regarding gender and age and position were homogenous in the three ICUs. Professional of the Neonatal ICU had worked longer time in this unit and specialty when compared to other units. Both scales showed good reliability by Cronbachs alpha, 0.853 for SAQ and 0.889 for HSPOSC. In the analysis of the SAQ domains, it was observed score 62 for Working Conditions and Perceptions of Management, while for HSPOSC dimension Non-punitive Response to Error had the lowest percentage of positive responses (29.6%), the dimension Open Communication and Return of Communication and Information on the Error a proportion of neutral responses more than 30%. The total score of patient safety by HSPOSC was 85% (summed up great and very good). Analyzing the behavior of ICUs through each scale, Neonatal ICU had higher job satisfaction than the other ICUs. Adult ICU had lower scores in each domain compared to other domains and for HSPOSC only the area Open Communication obtained the proportion of positive responses slightly superior to the other ICUs. The correlation between the scales through Pearson correlation was of moderate strength (Pearson correlation coefficient of 0.656). The open responses showed that changes in hospital as a result of accreditation processes, contributed to a better perception of professionals about patient safety. Conclusions: There are differences in perceptions of patient safety among ICUs within the same hospital, which corroborates the existence of local microcultures. Rating scales of climate/culture of patient safety seems to measure similar phenomena.

A vulnerabilidade dos pacientes, que se submetem ao procedimento cirúrgico, e a complexidade de atividades e das relações interpessoais entre as equipes cirúrgicas são consideradas elementos intervenientes na segurança do paciente. Nesse sentido, pesquisas vêm sendo conduzidas visando mensurar o clima de segurança percebido pelos profissionais, com vistas a avaliar a cultura de segurança nos serviços de saúde. Objetivo: Realizar a adaptação transcultural e a validação do Safety Attitudes Questionnaire/Operating Room Version (SAQ/OR) para o contexto brasileiro. Método: Trata-se de um estudo de cunho metodológico, de adaptação e validação de um questionário destinado a mensurar o clima de segurança em centro cirúrgico, desenvolvido em duas etapas: a primeira consistiu na tradução linguística e na adaptação cultural e a segunda na validação do instrumento. Para a tradução e adaptação transcultural o método empregado foi constituído pelas fases: tradução, síntese, retrotradução, avaliação por comitê de juízes, pré-teste com 30 sujeitos e submissão e avaliação dos relatórios pelos autores do instrumento original. Doze juízes realizaram a validação das equivalências experiencial, conteúdo, conceitual, semântica e idiomática; o índice de Validade de Conteúdo estabelecido foi a 80%. Os dados desta etapa foram coletados de agosto de 2013 a abril de 2014. A validação de constructo do instrumento foi realizada pela análise fatorial exploratória e a análise da confiabilidade por meio do alpha de Cronbach. O questionário foi aplicado a uma amostra de 590 profissionais de saúde atuantes em centro cirúrgico, em quatro hospitais do Município de São Paulo. O período de coleta de dados foi de maio a agosto de 2014. Resultados: As etapas de tradução e retrotradução foram consideradas adequadas e a avaliação pelos juízes apresentou os seguintes resultados para as equivalências: experiencial 82,3%, de conteúdo 82,8%, conceitual 85%, de semântica 85,2% e idiomática 85,5%. A análise fatorial exploratória resultou em um questionário com 40 assertivas, sendo 30 alocadas em seis domínios, a saber: clima de segurança, percepção da gerência, percepção do estresse, condição do trabalho, comunicação no ambiente cirúrgico e percepção do desempenho profissional. Dez assertivas foram agrupadas em fatores que apresentaram alpha de Cronbach inferior a 0,50 e baixa correlação ao item total; assim não foram descritas como domínio. A versão adaptada mostrou-se confiável, obtendo o valor geral do alpha de Cronbach de 0,87. O domínio comunicação no ambiente cirúrgico apresentou o menor valor de alpha 0,59; nos outros cinco domínios os valores variaram de 0,71 a 0,82. Conclusões: Os achados desta pesquisa produziram a versão brasileira do questionário, denominada SAQ/Centro Cirúrgico, a qual foi adaptada e validada na amostra estudada. Contudo, recomenda-se a aplicação do questionário em outras instituições do país para proceder a novas análises psicométricas. / The vulnerability of patients, who have underwent a surgical procedure, the complexity of activities and the interpersonal relationships between surgical teams are considered intervening elements for patient safety. Thus, researches are being conducted aiming to measure the safety climate perceived by professionals, directed towards evaluation of the safety climate in healthcare services. Objective: Do the transcultural adaptation and validation of Safety Attitudes Questionnaire/Operating Room Version to Brazilian context. Method: This is a study, with methodological emphasis, of the adaptation and validation of a questionnaire intended for measuring the safety climate in surgical centers, and developed in two stages: the first was the linguistics translation and cultural adaptation, and the second was instrument validation. For the translation and transcultural adaptation, the method employed was constituted by the steps: translation, synthesis, retrotranslation, evaluation by a judges committee, pretesting with 30 subjects, and submittal to and evaluation of the reports by the authors of the original instrument. Twelve judges have executed the experiential, content, conceptual, semantics and idiomatic equivalences; the index defined for content validity was 80%. The data for this stage was collected from August 2013 to April 2014. The instrument construct validation was done through exploratory factor analysis and the reliability analysis through Cronbachs alpha. The questionnaire was applied to a sample of 590 health professionals working in surgical centers in four hospitals of the municipality of São Paulo. The data collection period went from May to August 2014. Results: The stages of translation and retrotranslation were considered proper, and the judges evaluation presented the following results for the equivalences: experiential 82.3%, content 82.8%, conceptual 85%, semantics 85.2%, and idiomatic 85.5%. The exploratory factor analysis resulted in a questionnaire with 40 statements, 30 of them assigned to six domains, that is: safety climate, management perception, stress perception, working conditions, communications in the surgical environment and professional performance perception. Ten statements were grouped in factors presenting Cronbachs alpha less than 0.50 and low correlation with the total item; thus, they were not described as a domain. The adapted version has proven reliable, reaching a general value of 0.87 for Cronbachs Alpha. The domain Communications on Surgical Environment presented the less value of 0.59 for Alpha; on the other domains the values varied from 0.71 to 0.82. Conclusions: The findings of this research resulted in a Brazilian version of the questionnaire, called SAQ/Centro Cirúrgico (SAQ/Surgical Center), which was adapted and validated through the studied sample. However, we recommend applying the questionnaire in other institutions of the country to do new psychometric analyses.

O presente estudo tratou da validação do instrumento ICOS- Inventário de clima organizacional de segurança, no Brasil. Para tanto, o tema \"clima organizacional de segurança no trabalho\" foi estudado, a partir de pesquisas internacionais, onde já possui mais de 20 anos de estudo. Clima organizacional de segurança no trabalho é entendido como uma medida temporal da cultura de segurança e corresponde ao compartilhamento das percepções individuais sobre a organização. Tem caráter situacional e refere-se a um estado de segurança percebido em um local particular e em um determinado tempo. No Brasil, trata-se de um assunto em que não foram identificados estudos, mas que mostra sua relevância nos números de acidentes de trabalho e suas conseqüências financeiras, organizacionais e pessoais, cada vez mais preocupantes em nossa realidade. A amostra do estudo reuniu 334 trabalhadores da área industrial de uma usina de álcool e açúcar da região de Ribeirão Preto. Tratou-se de um estudo descritivo e quantitativo, que utilizou o método de levantamento de dados, através de 44 questões do questionário referido. O objetivo foi realizar a validação de constructo e preditiva da escala de medida, relacionando o clima organizacional de segurança no trabalho com as taxas de acidente de trabalho. Ao final, concluiu-se que a escala é válida, mas precisa de adaptações para ser aplicada para a realidade brasileira. Contudo, não mostrou correlações significativas na validação preditiva, quando comparada às taxas de acidente de trabalho da usina. A análise dos fatores de teste mostrou que variáveis como o setor e o tempo de empresa podem ter relação com o clima de segurança e com as taxas de acidente de trabalho. O estudo buscou contribuir para a implantação de melhorias na gestão de segurança do trabalho das empresas, fornecendo a análise de uma ferramenta de gerenciamento do ambiente de segurança organizacional. / The present study deals with the validation of instrument OSCI- Organizational Safety Climate Inventory in Brazil. The subject \"organizational safety climate\" is studied, from international research, where already it has been studied for more than 20 years. Organizational safety climate in the work is understood as a temporary measure of the safety culture and corresponds to the sharing of the individual perceptions on organization. It has situational character and one mentions a state of safety perceived in a particular place and one determined time. It is relatively unstable and subject to changes, depending on the characteristics of the current environment or predominant conditions. In Brazil, this is a subject not yet studied, but it demonstrates its relevance due the numbers of industrial accidents and its financial, organizational and personal consequences, each time more preoccupying in our reality. The sample of the study was the 334 workers of the industrial area of an alcohol and sugar plant in the region of Ribeirão Preto. The present study was characterized as descriptive and quantitative, with the data-collection method, using the 44 questions of the questionnaire. The purpose was to realize the construct and criterion validation of the measure scale, and can relate the organizational safety climate with the rates of occupational accident. It will expect to relate the organizational safety climate in the work environment with the rates of occupational accidents, what can lead to improvements of safety programs. At the end, it is concluded that the scale is valid but needs adjustments to be applied to the Brazilian reality, and showed no significant correlations in validating predictive. The analysis of the factors of test showed that variables such as section and time of work may have relationship with safety climate and with the rates of accidents. Anyway, the study sought to provide the analysis of a tool for managing the security environment organization.

Syftet med denna studie var att undersöka hur medarbetarna upplever att den informella ledaren påverkar säkerhetskultur- och arbete. En kvantitativ metod användes där skillnaden mellan grupperna (de som enbart har en närmsta chef och de som angett att de har både en närmsta chef och en informell ledare) analyserades med ett oberoende t-test. För att mäta samband användes informell och formell ledare som prediktorer och säkerhetskulturen som utfallsvariabel i en multipel regression. Därefter analyserades även flervalsfrågor gällande arbetsuppgifter- och områden i form av deskriptiv statistik. I organisationer som upplever att det finns en formell och informell ledare tycks båda fylla en roll för säkerhetskulturen, men den närmsta chefen upplevs vara av större vikt än den informella ledaren. Inga signifikanta skillnader observerades mellan grupperna. Slutsatsen var att både den formella och informella ledaren spelar en roll inom säkerhetskultur- och arbete, men att den formella ledarens roll är av större vikt. / The purpose of this study was to research how staff members of an organisation perceive how the informal leader affects the safety culture and safety work. A quantitative method was used where the difference between groups (one group with formal leaders and one group with formal and informal leaders) was analysed with an independent t-test. To measure correlation the informal and formal leaders were used as predictors and safety culture was used as the criterion variable. Multiple choice questions were analysed thereafter in descriptive statistics regarding the work assignments. In organisations where both an informal and formal leaders were perceived, it showed that they both have an effect on safety culture. No significant differences were observed between the groups. The conclusion was that both forms of leaders play a part in safety culture and work, but the formal leader has a bigger part than the informal leader.