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Although researchers have devoted great effort to explore the antecedents of altruistic behaviours (a type of organisational citizenship behaviours), the important role of technical factors (social media) remains unclear. Drawing on social comparison and organisational support theory, this study explored how social media affordances influence employees' altruistic behaviours from both positive and negative perspectives. In this study, 302 employees from organisations in China were surveyed. We found that social media affordances could facilitate employees' perceived organisational support and social comparison of ability. Perceived organisational support positively mediated the relationship between social media affordances and altruistic behaviours. Although the evidence did not support the notion that social comparison of ability could directly dampen altruistic behaviours, a post-hoc analysis found that it could dampen the positive impact of perceived organisational support on developing altruistic behaviours. This study expanded previous research focusing on only positive or negative effects of social media use in the workplace by investigating the dual effects and the interaction effect in between. Here, we discuss the results and provide practical guidance for managers and organisations. [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]

Objectives: This study aims to extend safety climate research by considering perceptions across the following three hierarchical levels within a workplace: (1) senior leaders/executives, (2) field leaders/supervisors, and (3) front-line employees. Methods: We conducted a quantitative survey study at a US utility company where we collected data related to safety climate perceptions and employee-reported safety behaviors across the different levels of organizational hierarchy. Results: The findings revealed the highest safety climate scores among senior leaders/executives, followed by field leaders/supervisors, and then employees, suggesting potential discrepancies between espoused and enacted safety values in the workplace. Conclusions: These results suggest that supervisors and top managers may have different mental models of workplace safety compared with employees. Consequently, assessing perceptions at different organizational levels provides a fuller picture of safety in the workplace. [ABSTRACT FROM AUTHOR]

Violence against employees in human services is a widespread problem worldwide and is reportedly on the rise. The topic in this article is organizational factors in preventing and managing violence against employees executed by service users. Data comes from 86 semi-structured and structured interviews with 101 employees and managers in one of Norway's most extensive national government agencies. The interviews were conducted in a study of an initiative against violence after an employee was murdered at work. The identified factors are related to (1) recognition of employees´ needs to feel safe and acknowledged, (2) project administration and leadership involvement and anchoring, (3) organizationally aligned and adjusted routines and understandings, (4) a generally increased focus on prevention and management of violence, (5) specific measures and (6) service delivery. The study also disclosed essential relationships between these factors, which must be acknowledged in the work to counteract violence. Workplace violence should be an issue of concern for all levels of management. Recognition of employees´ needs and anchoring in the entire organization are just as important as specific measures against violence. A good delivery of services is an important but sometimes neglected factor in the work against violence. The mentioned elements indicate that several equal organizational factors and measurements must be combined to counteract workplace violence. [ABSTRACT FROM AUTHOR]

Objectives. The emergence of COVID-19 has drastically changed the safety outlook of how the work world is viewed by leaders and followers. In this backdrop, the current study aimed at extending the safety leadership literature in the context of organizations operating in crisis situations by investigating the impact of safety-specific transformational leadership on the followers' extra-role behaviors through the mediation of psychological contract fulfillment. Methods. Using a time-lagged and multisource design, data were collected from 384 frontline rescue and healthcare workers dealing with COVID-19-related situations. Results. Results revealed that safety-specific transformational leadership behavior positively affects extra-role behaviors of frontline employees by enhancing their innovative work behavior, knowledge sharing behavior and organizational citizenship behavior. Also, psychological contract fulfillment plays a bridging role in translating the impact of safety-specific transformational leadership behavior on extra-role behaviors. Conclusion. The followers working in an unsafe context view the safety concern of their leader as a fulfillment of their unwritten expectations from their employers. Implications of these findings along with limitations and future research directions are also delineated. [ABSTRACT FROM AUTHOR]

BACKGROUND: Behavior-based safety (BBS) programs promote coworkers observing and correcting each other's at-risk behaviors on site; the idea behind BBS programs is to create a cultural shift in a company where it is acceptable for coworkers to stop anyone, at any time, from working in an unsafe manner. OBJECTIVE: The main objective of this study is to examine the impacts of a BBS observation program in the construction industry. METHODS: The subject, an electrical contracting company, implemented the BBS program in January 2019. This study utilized multiple data sources: the company's incident data, BBS program report data, and surveys, including the Safety Climate Assessment Tool for Small Contractors. A total of 3,891 at-risk behaviors from the BBS reports, including 600 comments, and 141 survey responses were analyzed. RESULTS: The most frequently reported at-risk behavior was the line of fire, and the at-risk behaviors were often observed when workers conducted tasks, such as running or pulling wires, installing devices, and installing lights. The overall perception of safety climate was high, and the respondents reported that the safety climate had improved since the adoption of the BBS program. Overall, implementing the BBS program benefited in cultivating the company's collective safety climate. CONCLUSION: As a result of the BBS program, the company implemented better communication strategies for their safety meetings on the most frequently reported at-risk behaviors, replacing safety gears with higher quality ones, and redesigning online safety training to better reflect the identified tasks that were associated with more at-risk behaviors. [ABSTRACT FROM AUTHOR]

Purpose: The objective of the paper was to identify significant contemporary challenges to development of the safety culture in Polish organisations. Design/methodology/approach: To accomplish this aim, analysis of the literature on the subject and available secondary data on circumstances of accidents at work was undertaken. Findings: The analysis resulted in determination of areas showing deficiencies regarding the safety culture in Polish organisations and identification of directions for necessary actions related to its development. Research limitations/implications: The reasoning process performed has certain limitations. Included in the study, Statistics Poland’s (GUS) data only enabled a general outline of the current challenges to development of the safety culture in organisations in Poland. More detailed guidance for these activities would be obtained from an in-depth study of employees in relation to the organisational culture (including the safety culture) of the organisations in which they are employed. Practical implications: Conclusions from the analysis undertaken can be used by managers of various types of organisations in Poland to create a safe working environment. Originality/value: The paper analyses the causes of accidents at work in the context of identifying areas of deficiencies in the safety culture of Polish organisations. The study is addressed to researchers and practitioners involved in the study and development of the safety culture in different types of organisations. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to (a) elucidate the effects of hospital management and unit supervisor support for patient safety on nurse speaking‐up behaviours and (b) identify potential mediators of this relationship. Background: Speaking‐up behaviour among nurses has emerged as a critical source of patient safety. Fuller understanding of the developmental mechanisms contributing to nurses' speaking‐up behaviours could help to enhance patient safety in health care organisations. Methods: A correlational approach was used to conduct a secondary analysis of cross‐sectional survey data collected from 450 staff nurses in Korea. Path analysis was performed to test potential mediation effects. Results: After controlling for nurses' hospital and unit tenure, hospital management and supervisor support for patient safety had significant direct and indirect effects on nurses' speaking‐up (promotive and prohibitive voice) behaviours through their perceptions of response to error and communication openness. Conclusions: Study findings indicate that when hospital management and supervisors emphasize patient safety and provide necessary resources, nurses are likely to perceive the hospital's safety culture more positively, in turn enhancing their speaking‐up behaviours. Implications for Nursing Management: Hospital administrators and nurse managers should clearly display hospital management and supervisory support for patient safety through implementation of related policies, resources, and communication standards. [ABSTRACT FROM AUTHOR]

Client-perpetrated violence (CPV) against child protective services (CPS) workers is prevalent and problematic for workers and clients leading to psychological distress, physical injury, and compromised service delivery. With accumulating evidence of prevalence and detrimental consequences, few studies examine the characteristics of violent incidents among CPS workers. This study explores how CPS workers perceive CPV through exploring characteristics of incidents that they experienced. We applied components of the stress process model to consider the importance of workers' perspectives when interpreting violence and its effects. We used inductive, thematic analysis to analyze interview data focused on workers' experiences with CPV during their first 3 years as CPS workers. The qualitative subsample (N = 34) was drawn from the Florida Study of Professionals for Safe Families (FSPSF), a statewide, longitudinal sample of recently hired frontline child welfare workers. With few exceptions, workers experienced a variety of physical and nonphysical violence. Some experienced more frequent exposure than others, particularly those who defined yelling as violent. Workers identified predictable patterns of violent circumstances and people, and commonly felt that their agencies treated violence as "business as usual." The high prevalence of violence, often predictable, indicates the importance of promoting a violence-free workplace through agency culture and responding to workers' reports of CPV with empathy and support. In addition, given workers' diverse perceptions of CPV, a manual could provide definitions of CPV, procedures to increase worker safety, and procedures to respond effectively to violence. Skill-based trainings can support workers at all levels to minimize, yet prepare for and handle, violence. [ABSTRACT FROM AUTHOR]

Nurses encounter unique and substantial challenges in professional practice. Nurses remain at the forefront of care but struggle with work-related fears and risk exposure. These challenges have significantly increased during unprecedented social unrest and the global pandemic making nurses less safe than in previous years. Nurses' fears and risks include patient harm, changing healthcare environments, and psychological and physical harm. This study reveals nurses' fears and highlights the significance of fear on the individual nurse and the profession. Healthcare leaders, administrators, educators, and practitioners must work on creating a culture of preparedness, support, and protection for healthcare workers in all areas. [ABSTRACT FROM AUTHOR]