Organisations all over the world have attempted to decrease at–risk behaviour by targeting at–risk acts, exclusive of safe acts, and using corrective feedback, reprimands, or disciplinary actions to motivate behaviour change. Research has shown that this approach was useful but did not improve since it was a reactive approach and not proactive. In an attempt to stem the tide of safety related incidence they have implemented Behaviour–based Safety. However, as is the case with other initiatives, this one also showed early results but started to plateau towards to end. Aside from safety behaviour, demographic variables and constructs such as sense of Self–esteem, Self–efficacy and Work Locus of Control have a direct effect on the associated safety behaviour of employees. These styles may either be effective or ineffective, or have a direct impact on the demonstrated safety behaviour within the petrochemical company. The purpose of this research study was to determine the possible relationship between individual characteristics, specifically Self–esteem, Self–efficacy and Work Locus of Control, and safety behaviour. A convenience survey design was used. The sample of 201 represented managers, supervisors and employees in a petrochemical company. A battery of four questionnaires were utilised, namely Self–esteem, the Generalised Perceived Self–efficacy Scale (GPSES), the Work Locus of Control Scale (WLOC) and a Safety Behaviour scale specifically designed for this study. In this research study, individual characteristics and safety behaviour is conceptualised. Individuals with a high self–esteem may have an accurate, justified, balanced appreciation of their worth or value as a person and their successes and competencies. Self–efficacy can be conceptualised as a general, stable trait, which relates to individuals' beliefs regarding the ability to mobilise their motivation, cognitive resources and actions to comply with demands from a situation. In respect of locus of control it refers to individuals' beliefs regarding their behaviour and the outcomes thereof. Individuals with an internal locus of control believe that outcomes in their lives are the result of their own internal attributes, as opposed to individuals with an external locus of control who believe that outcomes in their lives are beyond their control. Cronbach alpha coefficients and factor analysis were used to determine the reliability and validity of the tests. Descriptive statistics (means, standard deviations, skewness and kurtosis) were used in the compiling of the profile of safety behaviour and individual characteristics as manifested in the group. In summary, results of the present study indicate that Self–esteem, Work Locus of Control, and Generalised Self–efficacy are significant predictors of safety behaviour. However, there is much to be known about the exact nature of the traits (whether or not these are indicators of the broader core self–evaluations construct) and the processes by which they affect these outcomes. In light of the similar correlations of the traits with satisfaction and performance observed here, and the high correlations among the traits, future research considering these traits together appears warranted. Recommendations for further research were made, as well as recommendations with regard to the company concerned. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Organisations all over the world have attempted to decrease at–risk behaviour by targeting at–risk acts, exclusive of safe acts, and using corrective feedback, reprimands, or disciplinary actions to motivate behaviour change. Research has shown that this approach was useful but did not improve since it was a reactive approach and not proactive. In an attempt to stem the tide of safety related incidence they have implemented Behaviour–based Safety. However, as is the case with other initiatives, this one also showed early results but started to plateau towards to end. Aside from safety behaviour, demographic variables and constructs such as sense of Self–esteem, Self–efficacy and Work Locus of Control have a direct effect on the associated safety behaviour of employees. These styles may either be effective or ineffective, or have a direct impact on the demonstrated safety behaviour within the petrochemical company. The purpose of this research study was to determine the possible relationship between individual characteristics, specifically Self–esteem, Self–efficacy and Work Locus of Control, and safety behaviour. A convenience survey design was used. The sample of 201 represented managers, supervisors and employees in a petrochemical company. A battery of four questionnaires were utilised, namely Self–esteem, the Generalised Perceived Self–efficacy Scale (GPSES), the Work Locus of Control Scale (WLOC) and a Safety Behaviour scale specifically designed for this study. In this research study, individual characteristics and safety behaviour is conceptualised. Individuals with a high self–esteem may have an accurate, justified, balanced appreciation of their worth or value as a person and their successes and competencies. Self–efficacy can be conceptualised as a general, stable trait, which relates to individuals' beliefs regarding the ability to mobilise their motivation, cognitive resources and actions to comply with demands from a situation. In respect of locus of control it refers to individuals' beliefs regarding their behaviour and the outcomes thereof. Individuals with an internal locus of control believe that outcomes in their lives are the result of their own internal attributes, as opposed to individuals with an external locus of control who believe that outcomes in their lives are beyond their control. Cronbach alpha coefficients and factor analysis were used to determine the reliability and validity of the tests. Descriptive statistics (means, standard deviations, skewness and kurtosis) were used in the compiling of the profile of safety behaviour and individual characteristics as manifested in the group. In summary, results of the present study indicate that Self–esteem, Work Locus of Control, and Generalised Self–efficacy are significant predictors of safety behaviour. However, there is much to be known about the exact nature of the traits (whether or not these are indicators of the broader core self–evaluations construct) and the processes by which they affect these outcomes. In light of the similar correlations of the traits with satisfaction and performance observed here, and the high correlations among the traits, future research considering these traits together appears warranted. Recommendations for further research were made, as well as recommendations with regard to the company concerned. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The mining environment is one of the largest contributors to the South African economy and provides employment and a livelihood to many South African households. However; the mining environment is one of the most hazardous and production-driven environments in South Africa and worldwide, often leaving households without their primary provider, as a result of accidents. The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and -behaviour, also to determine whether the levels of job satisfaction mediate the relationship between work stressors, job insecurity, union support and safety motivation and -behaviour. The role conflict scale (Rizzo, House, & Lirtzman, 1970), role overload (qualitative and quantitative) scale (Beehr, Walsh, & Taber, 1976; Sverke, Hellgren, & Öhrming, 1999), job insecurity scale (Hellgren, Sverke, & Isaksson, 1999), union support scale (Shore, Tetrick, Sinclair, & Newton, 1994), job satisfaction scale (Hellgren, Sjöberg & Sverke, 1997), safety motivation scale (Neal, Griffin, & Hart, 2000), safety behaviour scale (Neal et al., 2000) and a biographical questionnaire were administered to employees (N = 260) from the mining industry. A cross-sectional survey design was utilised. The scales demonstrated acceptable levels of internal consistency. Increased levels of work stressors and job insecurity were found to be associated with decreased levels of job satisfaction. Also, increased levels of perceived union support were associated with increased levels of job satisfaction and safety motivation and -behaviour. Finally, it was found that job satisfaction mediates the relationship between union support and safety motivation and -behaviour. Recommendations were made to be applied in practice, as well as for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

The mining environment is one of the largest contributors to the South African economy and provides employment and a livelihood to many South African households. However; the mining environment is one of the most hazardous and production-driven environments in South Africa and worldwide, often leaving households without their primary provider, as a result of accidents. The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and -behaviour, also to determine whether the levels of job satisfaction mediate the relationship between work stressors, job insecurity, union support and safety motivation and -behaviour. The role conflict scale (Rizzo, House, & Lirtzman, 1970), role overload (qualitative and quantitative) scale (Beehr, Walsh, & Taber, 1976; Sverke, Hellgren, & Öhrming, 1999), job insecurity scale (Hellgren, Sverke, & Isaksson, 1999), union support scale (Shore, Tetrick, Sinclair, & Newton, 1994), job satisfaction scale (Hellgren, Sjöberg & Sverke, 1997), safety motivation scale (Neal, Griffin, & Hart, 2000), safety behaviour scale (Neal et al., 2000) and a biographical questionnaire were administered to employees (N = 260) from the mining industry. A cross-sectional survey design was utilised. The scales demonstrated acceptable levels of internal consistency. Increased levels of work stressors and job insecurity were found to be associated with decreased levels of job satisfaction. Also, increased levels of perceived union support were associated with increased levels of job satisfaction and safety motivation and -behaviour. Finally, it was found that job satisfaction mediates the relationship between union support and safety motivation and -behaviour. Recommendations were made to be applied in practice, as well as for future research. / MCom (Industrial Psychology), North-West University, Potchefstroom Campus, 2015

This simulator study aims to investigate if there is a relationship between self-awareness of driving ability and traffic safety behaviour. Self-awareness in this study is accurate self-evaluation of one’s abilities. By letting 97 participants (55-75 years old) drive the simulator and answering the Driver Skill Inventory (DSI; Warner et al., 2013) as well as the Multidimensional locus of control (T-loc; Özkan & Lajunen, 2005). A measure of self-awareness was computed using the residuals from regression line. Furthermore, this measure could show if a participant over-estimated or under-estimated their ability. Four self-awareness measures were made. The self-awareness measures were compared to traffic safety behaviour. Three different traffic safety measures were computed using specific events in the simulator scenario. The self-awareness measures were grouped into three groups; under-estimators, good self-awareness and over-estimators. These groups were then compared to each other with respect to traffic safety. A multivariate ANOVA was made to test for differences between the self-awareness groups but no significant main difference was found. The results showed no difference in traffic safety behaviour given the different levels of self-awareness. Furthermore, this could be a result of the old age of the sample group as self-awareness may only be relevant in a learning context. The conclusion of the study is that the analysis shows that there is no difference between over-estimators and under-estimators of driving ability, at least not in experienced older drivers.

This study had the standpoint in the terms that refers to ground handlers on a Swedish airport. The risks involved in loading and unloading the goods. The issue grew as the knowledge increased about the Human, Technology and Organisation (HTO). The part of the background content elements and concepts touching stress, concept of safety, safety at the airports. The aim of this study was to describe if the safety, risks eventually influences ground handlers by stress linked to loading and unloading of aircrafts. To picture the association between them, HTO and demand-control-support perspective where used. The study didn´t cover goals of interventions. The study design in use where the descriptive case study. Methods in use where individual interviewing, focus group interviewing, participant observation with so called full involvement on the ramp. Selection of participant where based on staff on duty. Member of the leadership did de selection guided by the scheduled interviews. The study comprehended the importance of working schedule, organisation issues, deliberately assumption of risk and a high risk of accident. Support from nearest and highest leadership was high. There were indications about the importance of social support and sense of security in the team. Most concerned newly employed. The importance of the type of aircraft, problems connected with narrow bodied aircrafts. Keep on the work to change this type of aircraft, above all else on nightly goods aircrafts will radically improve the ergonomics and safety. Next scientific work suggested to look at the connection between the equipment used by load, unloading and stress. When the type of aircrafts has been changed look at the impact on stress, risks and safety. Also suggested scientific work to look at the organisation of work in and between the team. How the organisation works out practically on the ramp, between ground handlers and custom service and between ground handlers and the leadership. Next scientific work could also look closer to the hypothetical causal model described in this work. Aimed to enhance and develop the systematic work environment management (SAM).