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Introduction: This study aimed to investigate occupational factors associated with burnout among a sample of 9-1-1 public safety telecommunicators (PSTs). Methods: An online survey measuring organizational factors (ie, perceived visibility and inclusion in the agency, respectful culture, leadership support, perceived gratitude, and coworker conflict); job characteristics (ie, work-life integration, overtime, salary satisfaction, and jobmeaningfulness); and burnout, demographic, and call center characteristics was emailed to a sample of PSTs. Analysis: Descriptive, bivariate, and multiple linear regression analyses were used to characterize the sample and investigate relationships among variables. Results: PSTs (N = 324) completed the survey. Multivariate analysis showed that poor work-life integration and coworker conflict were associated with greater PST burnout, while job meaningfulness and perceptions of greater visibility and inclusion were linked to decreased levels of burnout Conclusion: Occupational factors were associated with burnout among PSTs. [ABSTRACT FROM AUTHOR]

Lobstering industry workers are known to have poor overall health and low safety records, but there is still a gap in information concerning Canadian lobster fishers. This study aimed to report occupational health and safety characteristics of an Atlantic Canada community of lobster fishers and to assess differences between captains and deckhands. Twenty-eight participants (10 captains, 18 deckhands) were questioned and self-reported on lifestyle, general health status, work-related musculoskeletal disorders and traumatic injuries. The data collected reveal both groups' high prevalence of cardiometabolic and musculoskeletal health issues. Captains reported more occupational exposition and health issues, and showed poorer lifestyle habits than deckhands. Fishers reported potential solutions to reduce occupational risks, presented as three types: lifestyle, working behaviours and leadership. This study evaluated a community of Canadian lobster fishers regarding their occupational health and safety. Potential avenues for mitigating occupational risk specific to this community will nurture future implementation. [ABSTRACT FROM AUTHOR]

This study examined the impact of spiritual leadership style on frontline health workers' safety performance through the mediating role of safety climate. Also, leader–member exchange (LMX) was examined as a moderator of the safety climate and safety performance relationship. Survey data from 582 frontline health workers in Ghana's Greater Accra and Ashanti regions were analyzed using AMOS version 23. Findings showed that spiritual leadership dimensions significantly influenced health workers' safety performance. Altruistic love and vision also significantly influenced safety climate. However, hope did not influenced safety climate. Moreover, safety climate had an impact onsafety performance dimensions. Furthermore, safety climate mediated the relationship between altruistic love, vision, and safety performance. However, safety climate did not mediate the relationship between hope and safety performance. Lastly, LMX moderated the positive effect of safety climate on safety compliance but not on safety participation. This study offers valuable insights for improving frontline health workers' safety performance during pandemics. [ABSTRACT FROM AUTHOR]

The present study aims to explore the mechanism for the impact of job embeddedness on safety performance, the mediating role of perceived insider status and the cross-level moderating role of safety climate among miners. The questionnaire data used for analysis in this study were collected from 310 miners in 38 coal mine production teams in China. Bootstrap analysis was performed to explore the mediating role of perceived insider status, and multilevel linear analysis was performed to explore the cross-level moderating role of safety climate. The results showed that job embeddedness was positively related to miners' safety performance; perceived insider status mediating the relationship between job embeddedness and miners' safety performance; and safety climate moderating the relationship between perceived insider status and miners' safety performance across levels. [ABSTRACT FROM AUTHOR]

Leaders of small and medium-sized enterprises (SMEs) are often confronted with specific burdens, which frequently result in increased levels of stress. Leadership behaviour, in turn, has a significant impact on employees' health and performance. Using the Population, Intervention, Comparison, Outcome (PICO) method, we conducted a systematic literature search covering publications from 2002 to 2023 using PubMed, PsycInfo and Business Source Premier on stress-reducing and well-being-improving interventions for SME leaders. The Effective Public Health Practice Project (EPHPP) Quality Assessment Tool was used to assess the methodological quality and risk of bias of the included studies regarding selection bias, study design, confounders, blinding, data collection, withdrawal and drop-out. Of the 3150 identified publications, 6 were included after screening. The studies varied in content (cognitive behavioural therapy [CBT]-based, psychoeducation, and mixed interventions) and approach (individual- and organisation-centred). Not all of the examined interventions provided significant outcomes. However, CBT-based and individualised approaches showed a positive trend in reducing SME leaders' psychosocial stress and improving their well-being. Despite the limited data, it can be concluded that such interventions are beneficial for leaders and their specific needs. Future research should focus on tailored approaches, derived from well-founded theories and integrative interventions addressing SME leaders. [ABSTRACT FROM AUTHOR]

• Safety is a competency, rooted in interactions and embedded in everyday practices. • Standardized and non-contextualized OHS-management tend to lead to unsafe practices. • Developing a safety culture at work requires a responsive leadership style. Introduction: Organizations place strong emphasis on the standardized occupational health and safety procedures to reduce work-related illnesses and workplace accidents. However, standardized procedures are not always followed up in daily work practices. Organizations must cope with the differences between standardized procedures and local adaptation by employees. Methods: This ethnographic field study at an industrial workplace in the Netherlands provides insights into employees' everyday work practices, how these work practices are shaped, and how they relate to local occupational health and safety procedures. Acknowledging safety as a competency embedded in work practices, as introduced by Gherardi and Nicolini (2002), offers a theoretical point of view for looking beyond the dichotomy of standardization and local adaptations. Results: The results show that a standardized and noncontextualized occupational health and safety management system that focuses on accident-free days and compliance actually leads to ignorance of practical and tacit competences of workers and no learning and improvement of safety procedures can take place. However, our findings also illustrate how employees in their informal everyday work practices reduce the risks produced by the safety system itself. Conclusion: Overall, the results indicate that social interactions among employees, leaders, and management within the organization play an important role in workplace safety. The analysis highlights the value of vulnerability and trust in relationships at work to be able to learn and develop safety procedures that align with local demands. Practical applications: This study emphasizes the need for participatory approaches in creating safer and healthier workplaces. The cocreation of occupational health and safety (OHS) rules and procedures, however, can only function if they are combined with a responsive leadership style. [ABSTRACT FROM AUTHOR]

We assessed how hospitalists frame workplace safety, health, and well-being (SHW); their perception of hospital supports for SHW; and whether and how they are sharing leadership responsibility for each other's SHW. Our findings highlight the important role of local support for hospitalist SHW and reveal the systemic, hospital-wide problems that may impede their SHW. We believe that positioning hospitalists as leaders for SHW will result in systems-wide changes in practices to support the SHW of all care team members. (Am J Public Health. 2024;114(S2):S162–S166. https://doi.org/10.2105/AJPH.2024.307573) [ABSTRACT FROM AUTHOR]

BACKGROUND: The construction industry is heavily affected by occupational accidents, and it is important to investigate how leadership behaviors promoting safety on construction sites are fostered among construction-site managers. OBJECTIVE: The overall aim of this study was to investigate how safety-leadership behaviors can be developed in the construction industry, specifically focusing on managerial role modeling. METHODS: A two-wave longitudinal cohort study with approximately four months between measurement occasions was conducted among construction-site supervisors in Sweden (n = 51). Supervisors' ratings of their site managers' and their own generic and safety-specific contingent reward (CR) leadership behaviors were obtained by means of questionnaires. Cross-lagged panel models were tested within a path model framework to test the hypothesis that site managers' leadership behaviors prospectively influence supervisors' leadership behaviors. RESULTS: Site managers' CR behaviors prospectively influenced supervisors' CR behaviors, both generic CR behaviors (β= 0.29, p = 0.01) and safety-specific CR behaviors (β= 0.22, p = 0.04). For safety-specific CR behaviors, a reversed effect (β= 0.26, p = 0.03) was also found, implying that supervisors' behaviors prospectively influenced site managers' behaviors. CONCLUSION: Site managers act as role models for supervisors when it comes to developing safety-leadership behaviors on construction sites. The results also indicate that site managers are influenced by their subordinate supervisors' safety-leadership behaviors. Hence, there seems to be reciprocal interaction between site managers and supervisors in which they influence each other and together shape safety-leadership practices at their construction sites. [ABSTRACT FROM AUTHOR]

An editorial is presented that profiles Stephen Reynolds, a significant figure in agricultural health and safety, tracing his illustrious career from his academic journey to his impactful contributions in occupational health and safety issues within agricultural settings. It mentions that his global collaborations and mentorship have not only shaped policy discussions but also earned him prestigious awards and recognition.

Background: Healthcare leaders play an important and complex role in managing and handling the dual responsibility of both Health, Safety and Environment (HSE) for workers and quality and patient safety (QPS). There is a need for better understanding of how healthcare leaders and decision makers organize and create support structures to handle these combined responsibilities in practice. The aim of this study was to explore how healthcare leaders and elected politicians organize, control, and follow up the work of HSE and QPS in a Norwegian nursing home context. Moreover, we explore how they interpret, negotiate, and manage the dual responsibility and possible tensions between employee health and safety, and patient safety and quality of service delivery. Methods: The study was conducted in 2022 as a case study exploring the experience of healthcare leaders and elected politicians in five municipalities responsible for providing nursing homes services in Norway. Elected politicians (18) and healthcare leaders (11) participated in focus group interviews (5) and individual interviews (11). Data were analyzed using inductive thematic analysis. Results: The analysis identified five main themes explaining how the healthcare leaders and elected politicians organize, control, and follow up the work of HSE and QPS: 1. Establish frameworks and room for maneuver in the work with HSE and QPS. 2. Create good routines and channels for communication and collaboration. 3. Build a culture for a health-promoting work environment and patient safety. 4. Create systems to handle the possible tensions in the dual responsibility between caring for employees and quality and safety in service delivery. 5. Define clear boundaries in responsibility between politics and administration. Conclusions: The study showed that healthcare leaders and elected politicians who are responsible for ensuring sound systems for quality and safety for both patients and staff, do experience tensions in handling this dual responsibility. They acknowledge the need to create systems and awareness for the responsibility and argue that there is a need to better separate the roles and boundaries between elected politicians and the healthcare administration in the execution of HSE and QPS. [ABSTRACT FROM AUTHOR]

Emergency departments (EDs) are high-risk environments for workplace violence. Research into techniques to prevent violence has less frequently explored the influence of leadership. This study aims to analyze the association of leadership with the prevention of violence using the concepts of health-oriented leadership (HoL) and the violence prevention climate (VPC). This quantitative cross-sectional study was conducted through online surveys between November 2021 and March 2022 across Germany. A sample of 370 doctors and nurses working in German EDs were recruited. Perceptions towards VPC and HoL were compared between groups divided according to profession and position using independent t-tests or Mann–Whitney U tests. Separate multiple linear regression models for supervisors and employees analyzed the association between different profiles of HoL with VPC. Supervisors and employees showed significant differences in supervisor staff-care and VPC. Regression analysis demonstrated that supervisors' self-care and employees' assessment of supervisor's staff-care positively predicted all dimensions of VPC. This empirical study provides insights into the variable perceptions of different groups and the association of leadership profiles with the perceptivity of VPC. The results of this study can be used to emphasize the importance of HoL training for both employees and supervisors to improve communication and health-promoting behavior. [ABSTRACT FROM AUTHOR]

In the article, the author discusses how the coronavirus pandemic has allowed nurse leaders in fostering positive, creative and effective leadership and showed their hidden abilities. Also cited are the need for leaders to continue using the tools and leadership behaviors they show during normal times, and the set of organized strategies developed by the author to promote personal and team joy.

Objectives. The purpose of this study is to present a model – the safety performance map – that specifies the key factors influencing organizations' safety performance and suggests the relationships between the identified factors. There is a need for an exhaustive illustration of the path leading to occupational health and safety (OHS) supporting measuring, managing and developing OHS proactively. Methods. A qualitative multiple-case study consisted of three stages: design, iteration and testing of the created model. An interview study was conducted in four companies from different industries, and later the model was tested in three complementary companies. The companies involved represented the metal, food, forest and chemical industries; industrial services; and infrastructure and house construction. Results. The study identified a total of 42 individual factors that fall under the following seven main perspectives on OHS: OHS management, OHS leadership, structure, processes, culture, individual behavior and performance. Conclusions. The study suggests the safety performance map to illustrate the path leading to OHS and indicative causal relationships between the factors affecting it. The same factors affecting OHS recur in all of the included industrial contexts. The study answers the call for proactive performance measurement and more balanced measurement systems for safety. [ABSTRACT FROM AUTHOR]

The article discusses the high-reliability principles and practices at the U.S. Veterans Health Administration (VHA). Topics include the launch by the VHA of an array of supports to strengthen high-reliability organizations (HRO) capabilities across the largest integrated healthcare system in the U.S., the VHA's assessment process, and how the VHA boosts HRO improvement initiatives and leadership practices that support a safety culture.

This study aimed to investigate the effects of supportive leadership and psychosocial safety climate on personal hope and resilience among nurses during the pandemic. Conservation of resource theory was employed to explain the effects of psychosocial safety climate and supportive leadership on nurses' hope and resilience. A cross‐sectional design was employed to collect data. Six‐hundred and twenty‐three nurses across 68 hospitals who were in direct contact with COVID‐19 patients during the fifth wave of the pandemic in Iran were recruited. Hierarchical Linear Modelling (HLM) and Structural Equation Modelling using Amos were used to analyze the data. Results revealed that both psychosocial safety climate and supportive leadership improved personal resilience through personal hope. Findings showed that the positive relationship between supportive leadership and personal hope was stronger when the hospital‐level psychosocial safety climate was high. To improve personal hope and resilience among nurses during critical times, hospital management must ensure consistent supportive leadership and establish policies, practices and procedures that support nurses' psychosocial health and safety at the hospital level. [ABSTRACT FROM AUTHOR]

Background: Growing evidence supports the integration and coordination of occupational health and safety and workplace health promotion activities instead of these coexisting as siloed efforts. Identifying implementation challenges and how these can be overcome is an important step to achieving truly integrated worker health efforts. We conducted a scoping review to identify the barriers and facilitators to integrated worker health approaches and described recommendations for implementing these efforts. Method: Peer-reviewed articles and gray literature from 2008 to 2019 were searched from the following electronic databases: EMBASE, Ovid Medline, PsycINFO, and ABI/INFORM. References from relevant articles and key informant suggestions also were collected. Data were extracted from documents if they focused on the occupational health and safety and health promotion of workers and described outcomes associated with integrated worker health approaches or outlined considerations relevant to the implementation of these approaches. Results: Fifty-one documents met the inclusion criteria and were reviewed. Barriers and facilitators to implementing integrated worker health approaches were found at the extraorganizational, organizational, worker, and program levels, with limited resource availability the most reported barrier and support from leadership the most reported facilitator. Ten broad recommendations were identified and highlighted gaining leadership support, demonstrating leadership commitment, developing worker-centric approaches, and building capacity for workers. Conclusion: In reviewing the literature, we found clear and consistent recommendations relevant for integrated worker health approaches. Further research is needed to better understand how these recommendations apply to diverse workforces and organizations with varied resources. [ABSTRACT FROM AUTHOR]

This article suggests that risk management should be addressed and prioritized to improve the social environment at work among employees in the eldercare and other frontline workers during health crises and thereby, build up the 'social resilience' of workplaces and prevent possible implications for their mental health and (clinical) practice. Objective: To investigate the association between workplace COVID-19 (coronavirus disease 2019) risk management and eldercare workers' perception of their social environment at work. Methods: Cross-sectional questionnaire data from 952 participants were collected by the Danish labor union, FOA, and analyzed using multinomial logistic regression. Results: Unclear guidelines, insecurity regarding organization of work, lack of attention to vulnerable employees, and lack of instruction in the use of personal protective equipment were associated with perceived negative changes in the social environment at work. Also, higher local incidence rates of SARS-CoV-2 infections were associated with a weaker sense of community (odds ratio, 1.18; 95% confidence interval, 1.04–1.36). Conclusions: These findings indicate that risk management is important not only for prevention of infection but also for individual and workplace resilience toward external demands and health threats. [ABSTRACT FROM AUTHOR]

Background: The health of nurse work environments has been shown to affect both patient and nurse outcomes. In 2005, the American Association of Critical-Care Nurses published the AACN Standards for Establishing and Sustaining Healthy Work Environments: A Journey to Excellence, and a second edition was published in 2016. The American Association of Critical-Care Nurses conducted critical care nurse work environment studies in 2006, 2008, 2013, 2018, and, most recently, October 2021, which was expanded to include registered nurses in all areas of practice. Objective: To report the results of the October 2021 study with comparisons to previous studies and recommendations for continued improvement and to evaluate the current state of nurse work environments. Methods: An online survey was used. A total of 9862 registered nurses responded to the survey; 9335 met the study criteria of currently practicing as a registered nurse. Results: The health of nurse work environments has declined dramatically since the 2018 study. However, as in 2018, evidence of a positive relationship exists between implementation of the American Association of Critical-Care Nurses Healthy Work Environment Standards and the health of nurse work environments, between the health of nurse work environments and job satisfaction, and between job satisfaction and the intent of nurses to leave their current positions or to stay. Conclusion: It is time for bold, intentional, and relentless efforts to create and sustain healthy work environments that foster excellence in patient care and optimal outcomes for patients, nurses, and other members of the health care team. [ABSTRACT FROM AUTHOR]

Purpose: This aim of this study was to explore how hospital-based physicians in Sweden experienced the challenges in working conditions related to the provision of care during the initial response to the COVID-19 pandemic in 2020 when hospitals transitioned to pandemic care. Design/methodology/approach: The study has a qualitative design. Twenty-five hospital-based physicians were interviewed about their experiences from working in a hospital while healthcare organisations initially responded to COVID-19 pandemic in 2020. A thematic analysis was used to analyse the empirical material. Findings: The analysis resulted in four themes: involuntary self-management, a self-restrictive bureaucracy, passive occupational safety and health (OSH) management, and information overload. These themes reflect how the physicians perceived their work situation during the pandemic and how they tried to maintain quality care for their patients. Practical implications: The study gives valuable insights for formulating preparedness in regard to crisis management plans that can secure the provision of care for future emergencies in the healthcare services. Originality/value: This paper shows that a crisis management plans in the healthcare services should include decision structures and management, measures of risk assessment and OSH management, and the maintenance of personnel wellbeing. A prepared healthcare management can preserve quality care delivery while under crisis. [ABSTRACT FROM AUTHOR]

Background: The complexities of the workplace environment in the downstream oil and gas industry contain several safety-risk factors. In particular, instituting stringent safety standards and management procedures are considered insufficient to address workplace safety risks. Most accident cases attribute to unsafe actions and human behaviors on the job, which raises serious concerns for safety professionals from physical to psychological particularly when the world is facing a life-threatening Pandemic situation, i.e., COVID-19. It is imperative to re-examine the safety management of facilities and employees' well-being in the downstream oil and gas production sector to establish a sustainable governance system. Understanding the inherent factors better that contribute to safety behavior management could significantly improve workplace safety features. Objective: This study investigates employees' safety behavior management model for the downstream oil and gas industry to consolidate the safety, health and wellbeing of employees in times of COVID-19. Methods: Nominal Group Technique (NGT) was first employed to screen primary behavioral factors from 10 workplace health and safety experts from Malaysia's downstream oil and gas industry. Consequently, 18 significant factors were identified for further inquiry. Next, the interpretive structural modeling technique was used to ascertain the complex interrelationships between these factors and proposed a Safety Behavioral Management Model for cleaner production. Results: This model shows that management commitment, employee knowledge and training, leadership, and regulations contribute significantly to several latent factors. Our findings support the Social Cognitive Theory, where employees, their environment, and their behaviors are related reciprocally. Conclusion: It is postulated that identifying safety factors and utilizing the proposed model guides various stakeholder groups in this industry, including practitioners and policymakers, for achieving long-term sustainability. [ABSTRACT FROM AUTHOR]

The article presents the discussion on improving the working conditions and safety for the million garment workers. Topics include impact and effectiveness of worker-focused initiatives at the community level overlooked with all the attention and resources; and increasing attention to OHS issues by the participating non-governmental organizations (NGOs).

Background: Flagging is a standardized way to communicate the risk of patient violence to workers. We add to the limited body of research on flagging by describing hospitals' approaches to and challenges with flagging patients with a history of violent behavior. Methods: We used a qualitative case study approach of hospitals in Ontario, Canada and their patient flagging practices. Key informants and our advisory committee identified 11 hospitals to invite to participate. Hospitals assisted in recruiting frontline clinical and allied health workers and managers to an interview or focus group. A document analysis of hospitals' flagging policies and related documents was conducted. Thematic analysis was used to analyze interview and focus group data. Findings: Five hospitals participated. Of the five hospitals, four had a flagging policy where frontline clinical workers (n = 58), frontline allied health workers (n = 31), and managers (n = 42) participated in an interview (n = 43) or focus group (n = 15). Participants described three challenges: patient stigmatization, patient privacy, and gaps in policy and procedures. Conclusion/Application to practice: Flagging patients with a history of violent behavior is one intervention that hospitals use to keep workers safe. While violence prevention was important to study participants, a number of factors can affect implementation of a flagging policy. Study findings suggest that hospital leadership should mitigate patient stigmatization (real and perceived) and perception of patient rights infringement by educating all managers and frontline workers on the purpose of flagging and the relationship between occupational health and safety and privacy regulations. Leadership should also actively involve frontline workers who are the most knowledgeable about how policies work in practice. [ABSTRACT FROM AUTHOR]

Nurses are known to be at an increased risk of death by suicide, and recent studies have found links between nurse suicide, substance use, mental health issues, and job problems. Because of stigma, inaccessibility of resources, and regulatory and legal issues, nurses are unlikely to seek help unless a crisis forces them into treatment. The purpose of this article is to review the current understanding of nurse suicide, the psychological impact of the novel coronavirus (COVID-19) pandemic, the strategic planning approach to identify the needs of nurses, and promising interventions and practices. Evidence-based strategies to intervene at the personal, institutional, and regulatory levels should be employed to reduce nurse suicide by focusing not only on suicide but also on treatment of substance and mental health issues, as well as a renewed focus on disciplinary procedures that may place nurses in immediate danger of death by suicide. Nurse leaders have a moral obligation to provide proactive, meaningful interventions to reduce the risk of death by suicide among nurses. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The aim of this study was to identify and prioritize research topics for nursing administration and leadership science. BACKGROUND: Nursing administration and leadership research priorities should provide a framework for building the science needed to inform practice. METHODS: The Association for Leadership Science in Nursing (ALSN) and American Organization for Nursing Leadership (AONL) Foundation (AONL-F) for Nursing Leadership and Education collaborated on a Delphi study. Initial input on research priority items were received from ALSN and AONL members. National experts participated in a 3-round Delphi study. RESULTS: Top-ranked priorities included: 1) nurses' health, well-being, resiliency, and safety in the work place; 2) developing and managing a nursing work force to meet current and future healthcare needs; 3) healthy work/practice environments for direct care nurses; 4) healthy work/ practice environments for nurse leaders; 5) quantification of nursing's value across the healthcare delivery system; and 6) nurse leader development and essential competencies. CONCLUSIONS: Researchers and funders should use these priorities to guide future studies. [ABSTRACT FROM AUTHOR]

Objective: Little is understood about the mechanisms for improving the adoption and implementation of Total Worker Health® (TWH) in workplace settings. The primary objective of this study was to identify whether the delivery of TWH advising is associated with subsequent changes in TWH in small-to-medium sized businesses. Methods: We conducted a longitudinal study of a TWH intervention in 200 organizations completing Health Links Healthy Workplace Assessments TM between October 2016 and December 2019. Organizations were offered consultation via telephonic and live webbased advising sessions. Results: Organizations exhibited non-significant albeit positive change in assessment scores from baseline to assessment 2. Businesses receiving advising sliowed significant score improvements from assessment 2 to 3. versus those without advising. Conclusions: TWH consultation may enhance adoption of organizational behaviors that promote worker health, safety, and well-being over time. [ABSTRACT FROM AUTHOR]

BACKGROUND: Organizational readiness for change measures were reviewed to develop an assessment tool for guiding implementation of an occupational safety and health program based on Total Worker Health (TWH) principles. Considerable conceptual ambiguity in the theoretical and empirical peer-reviewed literature was revealed. OBJECTIVE: Develop and validate an assessment tool that organizations can use to prepare for implementation of a participatory TWH program. METHODS: Inclusion criteria identified 29 relevant publications. Analysis revealed eight key organizational characteristics and predictors of successful organizational change. A conceptual framework was created that subject matter experts used to generate prospective survey items. Items were revised after pretesting with 10 cognitive interviews with upper-level management and pilot-tested in five healthcare organizations. Reliability of the domain subscales were tested based on Cronbach's α. RESULTS: The Organizational Readiness Tool (ORT) showed adequate psychometric properties and specificity in these eight domains: 1) Current safety/health/well-being programs; 2) Current organizational approaches to safety/health/well-being; 3) Resources available for safety/health/well-being; 4) Resources and readiness for change initiatives to improve safety/health/well-being; 5) Resources and readiness for use of teams in programmatic initiatives; 6) Teamwork; 7) Resources and readiness for employee participation; and 8) Management communication about safety/health/well-being. Acceptable ranges of internal consistency statistics for the domain subscales were observed. CONCLUSIONS: A conceptual model of organizational readiness for change guided development of the Organizational Readiness Tool (ORT), a survey instrument designed to provide actionable guidance for implementing a participatory TWH program. Initial internal consistency was demonstrated following administration at multiple organizations prior to implementation of a participatory Total Worker Health® program. [ABSTRACT FROM AUTHOR]

Background: Occupational health professionals (OHPs) are in a unique position to impact the health and well-being of employees at work and outside of work. One way of achieving this holistic health goal is to integrate the concept of Total Worker Health® (TWH) into the organization's culture. It is critical for OHPs to develop the ability to incorporate TWH into their practices, yet there are gaps in our understanding of OHP's attitudes toward change and toward TWH, their level of TWH knowledge, and the number of OHPs who have adopted TWH. Methods: An electronic survey was administered to a national sample of 4,777. This cross-sectional study used Qualtrics to record survey responses measuring knowledge of TWH, attitude toward change, resistance to change, transformational leadership ability, perception of organizational readiness, and leadership commitment. Findings: The total sample size was 253 (5.3%). Most respondents were bachelors prepared nurses (75.1%) with greater than 10 years' experience (71.5%) and employed in manufacturing (42.6%). Approximately 74% (n = 125) of respondents knew about TWH, but did not have a program in place or were unsure of the existence of one. A high percentage (74.0%) were open to implementing TWH, had favorable attitudes toward change (M = 3.9 on a 5-point Likert-type scale), but needed education on how to move forward (56.0%). Conclusions/Application to Practice: Findings suggest that most OHPs know about TWH, but generally have not adopted the TWH concept at their worksites. However, they are open to implementing TWH programs and have favorable attitudes toward change. [ABSTRACT FROM AUTHOR]

Objective: The objective of this research is to test the hypothesis that companies distinguished by their commitment to their workforce's health, safety, and well-being outperform in the marketplace. Methods: To test this, we analyzed the real-world stock market performance of an investment fund of publicly traded companies selected on evidence demonstrating their pursuit of a culture of health. safety, and well-being. Results: This fund outperformed the market by 2% per year, with a weighted return on equity of 264% compared with the S&P 500 return of 243% over a 10-year period. Conclusions: Employers. fund managers, and fund investors would be well served by including strategies that assess a company's commitment to the health, safety, and well-being of their workforce when evaluating investments in their enterprise and portfolios. [ABSTRACT FROM AUTHOR]

Background: Planning occupational health and wellness services and support directed toward low-wage, essential workers in the COVID-19 pandemic has posed a number of challenges across work settings. This article explores the concerns and needs of low-wage essential workers as understood by experts in the field. Methods: Leading experts in the areas of occupational health and safety, risk management, insurance, and professional education/training were identified and invited to participate in a Round Table discussion. Questions posed to experts were based on literature that addressed COVID-19, essential workers, low-wage workers, infection transmission, education/training, and social justice. Findings: Experts agreed that special considerations must be in place to address the concerns and needs of the low-wage essential worker. These special considerations should address not only the worker's occupational experience but their family and home environment, fears and anxieties, and the economic impact of the COVID-19 restrictions and requirements. Conclusion/Application to practice: The occupational health professional is a key resource to employers charged with addressing the concerns and needs of low-wage, essential workers during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

BACKGROUND: Many Korean enterprises have been operating an occupational health and safety management system (OHSMS) based on Korea Occupational Safety and Health Agency (KOSHA) 18001 certification standards, which were developed in South Korea. OBJECTIVE: This study analyzed health and safety performance among enterprises operating KOSHA 18001. METHODS: Accident rates from 2010 to 2017 of 1,541 enterprises that implemented KOSHA 18001 and those that did not (N = 2,507,363) were analyzed by industry and size. The differences in the accident reduction rate before and after KOSHA 18001 implementation were analyzed in enterprises that implemented the system. RESULTS: Compared to before implementation, the accident reduction rate was greater after KOSHA 18001 was implemented. The year that an enterprise began operating KOSHA 18001 was defined as T. For industry-specific analysis, the accident reduction rate between T and T + 1 was greater than that between T-2 and T-1 increased among both manufacturing (p = 0.020) and other enterprises (p = 0.011). For size-specific analyses, the accident reduction rate between T and T + 1was greater than that between T-2 and T-1 among enterprises with 299 or fewer workers (p = 0.008) and enterprises with 300 or more workers (p = 0.043). However, the accident rates of enterprises that implemented KOSHA 18001 and those that did not varied by industry and size. CONCLUSIONS: The findings suggest that enterprises that do not utilize an OHSMS should consider doing so to prevent and reduce industrial accidents, and industry- and size-specific features should be considered to boost safety performance through the implementation of OHSMS. [ABSTRACT FROM AUTHOR]

Employees in public hospitals in South Africa work under dreadful conditions and are at risk of developing psychological stress and occupational diseases as well as occupational injuries. These poor working conditions translate to poor service delivery and as a result, the patients are the ones who suffer the most while under the care of these healthcare professionals. Despite these poor working conditions in public hospitals, there are limited studies that have dealt with this important topic in South Africa. The purpose of this paper was to describe a conceptual model which can be used as a framework of reference to improve the working conditions and the health and safety of employees at selected public hospitals in South Africa. A descriptive, explorative and theory construction research design was used to construct a conceptual model for improving the working conditions in public hospitals in the specific province in South Africa. The model suggests that improvement of working conditions, employee health and safety and quality patient care can only be achieved if employees and managers work interdependently for the betterment of the working conditions of their hospitals. Improvement should focus on enablers such as leadership commitment, infrastructure, resources, safety and security communications, decision-making, interpersonal relationships, support, and education and training. The implication for the managers and employees is that the model can be used as a framework for improving working conditions in hospitals, to promote the health and safety of employees and to improve quality patient care. [ABSTRACT FROM AUTHOR]

Objective: Leadership is an important factor in creating a safe and healthy work environment. Little is known about its influence in small organizations. This study assessed the relationship between leadership, climate, and employee behavior in organizations with less than 500 employees. Methods: We examined organizational factors and worker perceptions of leadership and safety/health behaviors in an analysis of 1271 employees in 53 Colorado small organizations. Cross-sectional relationships were assessed using multivariable linear regression models. Results: Perceived leadership commitment to safety was associated with safety climate (β = 0.67) and safety behaviors among employees (β = 0A5). Perceived leadership commitment to worksite wellness was associated with health chmate (β = 0.66) and health behaviors (β = 0.42). Conclusions: Leadership plays an important role in creating a positive work environment around safety and health. [ABSTRACT FROM AUTHOR]

Background and context: The purpose of this paper is to declare my (EL's) conceptual perspective as a prologue to a PhD study on leadership and its impact on the psychosocial safety climate in the public sector. Using the reflection for action model, significant moments where the power differential between groups has resulted in the mistreatment of people are reviewed to illustrate how these events contributed to my worldview. Aim: To critically reflect on my career and highlight my development journey from the time I became aware of the potentially deleterious impact of group power differentials on individuals. I and my co-authors argue that further study is needed to understand fully the reasons for the high levels of bullying reported in the public sector. Conclusions: By reflecting on moments in my career, I have realised that power differentials between groups can be a cause of bullying in the workplace. The high level of bullying in the public sector is also not clearly understood and warrants further investigation. Implications for practice: • A person's current perspective can be formed by many key moments over time • Group power differentials are predictors of ill treatment of people in the workplace • Insights from reflection can have a positive effect on research practice. [ABSTRACT FROM AUTHOR]

Purpose: Based on the research findings the authors derive propositions for further research to explore the role of safety and ethical leadership in enhancing health and safety performance within New Zealand companies. The paper aims to discuss this issue. Design/methodology/approach: Based on quantitative and qualitative health and safety data collected by Börner in New Zealand and analysed in the (unpublished) Master Thesis of Lassowski "Supporting Aspects of Organisational culture on Occupational Health and Safety" (2014) the authors will examine in this paper the responses of company governance and senior leadership to reports made from front-line staff about their perception of the safety culture and (potential) threats to health and safety. Findings: The data indicate that company governance and senior leadership are sometimes reluctant to give adequate responses to employee reporting and fail to take effective measures to protect people and the business. Research limitations/implications: Directors and senior leaders need to be vigilant that the company systems remain compliant with Health and Safety legislation and are aligned with best practices in the sector/organisation. Reports from employees using company systems on a daily basis are vital to assure that those systems work as they should, and that action can be taken when (potential) threats to health and safety are reported. Originality/value: The workplace has a significant influence on injury, illness, fatalities and threats to environmental, community and individual wellbeing and this influence can be positive or negative. The research explores the link between the ethics of organisational leadership and its influence on workplace health and safety climate and outcomes. [ABSTRACT FROM AUTHOR]

Having an occupational health and safety management system does not completely guarantee the establishment of a safe working environment and reduction of occupational accidents. In addition to the management system, there is a need for leadership in occupational safety to carry out the operations and ensure the continuity of occupational health and safety activities. The conceptualization of occupational safety leadership plays an important role in the explanation as to how to implement occupational health and safety management system and improve organizational safety performance. In this regard, contemporary leadership theories introduced three approaches. These theories that contributed to the development of occupational safety leadership are as follows: "Transformational Leadership Theory", "Transactional Leadership Theory" and "Delegative Leadership Style" (Laissez-Faire). In addition, the Multifactor Leadership Questionnaire (MLQ) was formed to define leadership behaviors. In this study, Theory of occupational safety leadership developed in the Laboratory of Taiwan University was evaluated, the distinctive characteristics of the theory were determined, and the applicability of such characteristics in Turkey were examined by conducting a literature review. The applicability of occupational leadership theory in Turkey was negotiated by evaluating the outcomes. [ABSTRACT FROM AUTHOR]

The Workplace Health Group (WHG) was established in 1998 to conduct research on worker health and safety and organizational effectiveness. This multidisciplinary team includes researchers with backgrounds in psychology, health promotion and behavior, and intervention design, implementation, and evaluation. The article begins with a brief history of the team, its guiding principles, and stages of team formation and development. This section provides examples of the roles, team composition, structure, processes, cognition, leadership, and climate played in the various stages of team development, as well as how they influenced team effectiveness. The WHG formed with functional diversity--variety in knowledge, skills, and abilities--in mind, and the impact of this diversity is discussed throughout the article. Illustrations of how the functional diversity of the WHG has led to real-world impact are provided. The article concludes with some lessons learned and recommendations for creating and sustaining multidisciplinary teams based on the WHG's 20 years of experience and the team science literature. [ABSTRACT FROM AUTHOR]

Although studies suggest that transformational leaders play an important role in employee health and well-being, the relationship between transformational leadership and employee burnout remains unclear. One reason may be that moderators may play an important role. Building on conservation of resources theory, we examined if leaders' perceptions of internal and external resources in terms of vigour and peer support augmented the relationship between transformational leadership and employee burnout in a sample of municipality workers and their leaders in Sweden (N = 217). Multilevel analyses over two time points revealed that both vigour and peer support enhance this relationship, such that when leaders experience high levels of vigour or peer support, the negative relationship between transformational leadership behaviours and employee burnout was strengthened. Our findings suggest that both personal and contextual resources may help leaders to better engage in transformational leadership, which is important in order to protect employees from burning out. [ABSTRACT FROM AUTHOR]

Current frameworks of leadership are based on face-to-face interaction. A growing number of workers work away from their main location of work; this makes it challenging for leaders to ensure the health and safety of distributed workers. In the present study, we explore the relationship between line managers' health and safety leadership and distributed workers' health and safety behaviours. We also explore the organisational procedures and practices that may enhance the impact of health and safety leadership. We included a broad range of distributed workers (in analyses, minimum N = 626) from 11 organisations. We found that health-and-safety-specific leadership was positively related to distributed workers' self-rated health, safety compliance and safety proactivity. These relationships were augmented by distributed workers' sense of being included in the workplace. Knowledge sharing among colleagues was associated with safety compliance when health-and-safety-specific leadership was low. Our results indicate that one way of addressing the challenges of distributed working may be through line managers putting health and safety on the agenda. [ABSTRACT FROM AUTHOR]

The Safety and Health Improvement Program (SHIP) was designed to increase workers' safety and health using supervisor/leadership training. SHIP was implemented and evaluated in a cluster randomized controlled trial with 20 supervisors and 292 construction crew members representing a high-risk industry. The intervention had three components: (1) computer-based training to teach supervisors ways to better support worker safety and work-life challenges; (2) supervisor behavioural self-monitoring to facilitate transfer of training to practice; and (3) team-based discussions with supervisors and work crew members to identify challenges and opportunities for improvement with 30, 60, and 90 day follow-up check-in meetings. Main effects for the intervention on perceptions of family supportive supervisor behaviors, team effectiveness, and work-life effectiveness were not found, suggesting that the pre-intervention context could help explain the lack of intervention effects. We found that the intervention was more beneficial for work crew members who had poorer pre-intervention perceptions of their supervisor (lower leader-member exchange) and lower perceived team cohesion, suggesting the important impact of the organisational context on intervention effects. We argue that perhaps these work crews were more ready for change and improvements in functioning than were the crews that were already functioning well. [ABSTRACT FROM AUTHOR]

Objective: The US dairy industry, which employs foreign-bom, primarily Latinx workers, has a two-fold higher injury rate than the national average. Little research has been conducted to understand the factors associated with the occupational safety and health (OSH) among foreign-bom, Latinx dairy workers. Methods: Structured interviews were conducted with 55 workers to assess a variety of OSH variables, including training experiences, health outcomes, and the psychosocial environment of the dairy. Results: Participants reported a high number of work-related injuries, limited awareness of the risks inherent in dairy work, and the perception that workrelated injuries are unpreventable. The psychosocial environment of the dairy was found to have a significant influence on OSH outcomes. Conclusion: In addition to implementing culturally congruent OSH training for all workers, it is imperative to promote strong leadership and communication skills among dairy managers. [ABSTRACT FROM AUTHOR]

Supplemental Digital Content is available in the text Objective: To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Methods: Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. Results: The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. Conclusions: The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches. [ABSTRACT FROM AUTHOR]

Distributed workers - those who work autonomously and remotely from their organisation’s main locations for at least some of their work-time - are an important and growing proportion of the workforce that share common characteristics of temporal and spatial distance. Yet, many leadership styles and management practices assume face-to-face interaction, potentially rendering them less helpful in trying to ensure good occupational safety and health (OSH) outcomes for distributed workers. We conducted a systematic literature review to examine the leadership and management of OSH for distributed workers. Twenty-three papers were identified. Eleven papers identified established leadership styles, including leader-member exchange, (safety specific) transformational and considerate leadership. Twenty papers examined management. Findings from these 20 papers were interpreted as representing resources, deployed through management and utilised by managers to ensure OSH for distributed workers, including communication technologies, social support and a good safety climate. Despite limited research in this area, findings indicate the importance of both leadership and management in ensuring OSH for distributed workers. Findings suggest a fertile area for future enquiry. [ABSTRACT FROM AUTHOR]

Nurse health and safety and the environments in which nurses work impact nurses, patient safety and quality of care, and organizational outcomes. In January 2018, we conducted a comprehensive national assessment of the overall health and safety of nephrology nurses and their work environments as a follow-up study to the 2014 study on Patient Safety Culture in Nephrology Nurse Settings conducted by American Nephrology Nurses Association. This article presents initial broad findings of this national study. Results identified a number of opportunities for improvement in nephrology nurse work environments, especially in the areas of staffing, optimizing the knowledge and skills of registered nurses, and mental and physical health. [ABSTRACT FROM AUTHOR]