Studien genomfördes hösten 2013 på ett logistikföretag i Sverige, med syfte att studera sä-kerhetsklimatets potentiella påverkan på medarbetarnas förhållningssätt till incidentrapporte-ring. Utifrån teorier om säkerhetsklimat skapades en enkät, innehållande ett urval frågor från samtliga av de sju säkerhetsklimatsdimensioner, som det nordiska frågeformuläret NO-SACQ-50 (Kines et al., 2011) innehåller. Dessa kompletterades med frågor som fokuserade på uppfattningen av incidentrapportering. Resultaten visar att säkerhetsklimatet påverkar uppfattningen av incidentrapportering, som chefer och medarbetare delar. Ju bättre klimatet är desto större blir benägenheten att ha en positiv uppfattning av incidentrapporteringen, även när man tar personlighetsdraget CFC (Consideration of Future Consequences) i beak-tande. Det finns inte heller några skillnader mellan chefer (N = 6) och terminalarbetare (N = 27) i detta avseende. Antalet antagna incidenter som sker på arbetsplatsen påverkar upp-fattningen av säkerhetsklimatet, som sedan styr förhållningssättet till incidentrapporteringen. Av de olika typer av säkerhetsbeteenden som tidigare forskning tagit upp, visade sig både safety participation (säkerhetsdeltagande) och safety compliance (regelföljande) ha kopplingar till incidentrapporteringsuppfattningarna. Safety participation har ett något star-kare samband än compliance. Slutsatsen blir att ledarskapsorienterade åtgärder rörande sä-kerhetsklimatet bör genomföras, för att åstadkomma en ökad incidentrapporteringsfrekvens. Då samplet var förhållandevis litet, bör generaliseringar göras med viss försiktighet. / <p>This quantitative study was conducted at a logistics company in Sweden, to investigate the potential effects of safety climate on incident reporting within the organization. A survey was performed, using several items from all of the seven dimensions from the Swedish ver-sion of the Nordic Safety Climate Questionnaire (NOSACQ-50) by Kines and colleagues (2011). These items were then accompanied by some questions of our own regarding inci-dent reporting.</p><p>The results show substantial effects of safety climate on the way incident reporting was viewed by both workers and managers, even when taking the trait CFC into consideration. Furthermore, the amount of percieved accidents seems to have a negative effect on safety climate, which in turn affects the incident reporting attitudes. Two different sets of safety related behaviours (participation and compliance) was analyzed in relation to incident re-porting, and the results show that both types have significant correlations to incident report-ing, although participation behaviour seem to have the strongest linkage of the two. As the sample was rather small, generalizations should be done sparingly.</p><p>Program: Organisations- och personalutvecklare i samhället</p>

The reduction of workplace accidents and improvement of workplace safety is a concern for most mining houses. Pressure from the labour movement and legislative requirements do not make the burden any lighter. There are circumstances directly and indirectly relating to accidents and therefore a need to obtain an in-depth analysis of underlying causes of accidents in order to draw relevant conclusions exists. There are workplace environmental matters as well as individual attitudinal issues that need to be addressed. The objective of this study is to investigate the relationship of work stress and job insecurity with safety compliance, job satisfaction and commitment in a mine. A cross-sectional survey design was used with an availability sample (n=158). A survey booklet including a biographical questionnaire, scales on job insecurity, job satisfaction, affective organisational commitment, workplace accidents and safety compliance as well as a work stress measure comprising dimensions of role clarity, conflict and overload was administered. The results indicated that when miners experience work stress and job insecurity, their safety compliance is low. Job satisfaction was found to be a positive predictor of safety compliance among miners. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

The reduction of workplace accidents and improvement of workplace safety is a concern for most mining houses. Pressure from the labour movement and legislative requirements do not make the burden any lighter. There are circumstances directly and indirectly relating to accidents and therefore a need to obtain an in-depth analysis of underlying causes of accidents in order to draw relevant conclusions exists. There are workplace environmental matters as well as individual attitudinal issues that need to be addressed. The objective of this study is to investigate the relationship of work stress and job insecurity with safety compliance, job satisfaction and commitment in a mine. A cross-sectional survey design was used with an availability sample (n=158). A survey booklet including a biographical questionnaire, scales on job insecurity, job satisfaction, affective organisational commitment, workplace accidents and safety compliance as well as a work stress measure comprising dimensions of role clarity, conflict and overload was administered. The results indicated that when miners experience work stress and job insecurity, their safety compliance is low. Job satisfaction was found to be a positive predictor of safety compliance among miners. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

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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

Tender vessels in the United States will soon need to comply with new safety regulations as mandated by the Coast Guard Authorization Act of 2010. This thesis focuses specifically on assisting in the formation of an Alternative Safety Compliance Program (ASCP) for the unique tender vessel fleet and seeks to understand why tender vessels experience fatalities and vessel casualties. By analyzing data of tendermen fatalities and tender vessel casualties between 2000 and 2012, the report sheds light on the realities of these incidents. Among other findings, the data show that the most common cause of vessel casualty was striking rocks or the ocean floor, and the most common human error was falling asleep at the helm. This thesis then proposes potential regulations that would be economically feasible and realistic for tenders by comparing the casualty data to the reported financial realities of current tender vessels. Notably, the analysis indicates that applying the current Alternative Compliance and Safety Agreement (ACSA) to tenders would not be beneficial. Ultimately, the proposed regulations herein should act as a foundation for a discussion regarding an alternative compliance agreement, as the final agreement will be reached through a much greater dialogue between many involved parties, including tendermen, regulators, safety compliance experts, and others.

Workplace accidents and injuries are a growing problem for organizations in Sweden as well as in many other countries. As a consequence, improving workplace safety has become an area of increasing concern for employers and politicians as well as researchers. The aim of this thesis was to contribute to an increased understanding of how leadership and management practices can influence safety in organizations. In Study I, three leadership styles were investigated to determine their relative importance for different safety outcomes. A leadership style specifically emphasizing safety was found to contribute the most to employee safety behaviors; transformational leadership was found to be positive for safety behaviors only when it also involved a safety focus; and a transactional leadership style (management-by-exception active) was shown to be slightly negatively related to workplace safety. Study II examined the role of leader communication approaches for patient safety and the mechanisms involved in this relationship. Support was found for a model showing that one-way communication of safety values and leader feedback communication were both related to increased patient safety through the mediation of different employee safety behaviors (safety compliance and organizational citizen behaviors). Study III explored whether and in what ways the use of staff bonus systems may compromise safety in high-risk organizations. The three investigated systems were all found to provide limited incentives for any behavioral change. However, the results indicate that design characteristics such as clearly defined and communicated bonus goals, which are perceived as closely linked to performance and which aim at improved safety, are imperative for the influence that bonus programs have on safety. Group-directed goals also appeared to be more advantageous than corporate- or individual-level goals. The thesis highlights the importance of actively emphasizing and communicating safety-related issues, both through leadership and in managerial practices, for the achievement of enhanced workplace safety. / <p>At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 1: Manuscript.</p>

The purpose of this dissertation was to create a safety compliance model which would advance the state of the art of safety compliance models and provide management with a practical tool which can be used in making safety decisions in an environment where multiple objectives exist. A goal programming safety compliance model (OSHA Model) was developed to fulfill this purpose. The objective function of the OSHA Model was designed to minimize the total deviation from the established goals of the model. These model goals were expressed in terms of 1) level of compliance to OSHA safety and health regulations, 2) company accident frequency rate, 3) company accident cost per worker, and 4) a company budgetary restriction. This particular set of goals was selected to facilitate management's fulfillment of its responsibilities to OSHA, the employees, and to ownership. This study concludes that all the research objectives have been accomplished. The OSHA Model formulated not only advances the state of the art of safety compliance models, but also provides a practical tool which facilitates management's safety and health decisions. The insight into the relationships existing in a safety compliance decision system provided by the OSHA Model and its accompanying sensitivity analysis was demonstrated by the empirical application during the research. The optimal solution values showed what could be accomplished with a given objective structure and the existing safety and health functional relationships. The optimal solution values obtained during the sensitivity analysis showed how sensitive the model is to the uncertainties relating to goal structures and the specific exogenous and endogenous parameter values. This new insight available to management can provide a scientific base upon which the total system decisions can be made.